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Contains definitions of direct and indirect discrimination and harassment and prohibits the instruction to discriminate and victimisation. Allows for positive action measures to be taken, in order to ensure full equality in practice.
Maguire v SOCOG 1999 was a decision of the Australian Human Rights and Equal Opportunity Commission, which ruled on 18 October 1999 that a blind man had been directly discriminated against by the failure of a government agency to provide ticketing materials for the Sydney Olympic Games in braille.
Azmi v Kirklees Metropolitan Borough Council [2007] IRLR 434 is a UK labour law case, concerning indirect discrimination on grounds of religion. The United Kingdom Employment Appeals Tribunal in London (EAT) dismissed the appeal in respect of discrimination and/or harassment, but awarded £1,100 to the plaintiff for victimisation, uprated by 10% as a result of the LEA's having failed to follow ...
In 2010, existing anti-discrimination law was combined into a single Act of Parliament, the Equality Act 2010. The Equality Act contains provisions forbidding direct, indirect, perceptive and associative discrimination on the basis of sex, race, ethnicity, religion and belief, age, disability, sexual orientation and gender reassignment.
The Equal Treatment in Goods and Services Directive 2004 (2004/113/EC) of 13 December 2004 is a directive which prohibits both direct and indirect sexual discrimination in the provision of goods and services in the European Union.
Institutional discrimination is discriminatory treatment of an individual or group of individuals by institutions, through unequal consideration of members of subordinate groups. Societal discrimination is discrimination by society. These unfair and indirect methods of discrimination are often embedded in an institution's policies, procedures ...
United Kingdom employment equality law is a body of law which legislates against prejudice-based actions in the workplace. As an integral part of UK labour law it is unlawful to discriminate against a person because they have one of the "protected characteristics", which are, age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, pregnancy and ...
In the majority of cases, the plaintiff lacks direct evidence of discrimination and must prove discriminatory intent indirectly by inference. The Supreme Court analyzes these cases using the McDonnell Douglas burden-shifting formula. The analysis is as follows: [10] (1) The plaintiff must establish a prima facie case of discrimination.