The implications of the Employment Equality Acts 1998 to 2011 for employers are wide ranging. They have ramifications across a broad spectrum of activities including recruitment and selection, determination of pay and the composition of terms and conditions of employment. An individual can allege discrimination on the grounds of gender, civil status, family status, sexual orientation, religious belief, age, disability, race or membership of the traveller community.|
The Employment Equality Acts 1998 to 2011 specifically deal with harassment and sexual harassment in the workplace. The welfare of employees is not protected if they are harassed or bullied at work. Where employees suffer continual and unchecked bullying, a claim for constructive dismissal can be taken under the Unfair Dismissals Acts 1977 to 2007. The Safety Health and Welfare at Work Act 2005 requires employers to protect the welfare of employees and the Health and Safety Authority is the state agency with responsibility for the area of workplace bullying.
A commitment from an organisation to the equal treatment of employees creates a positive work environment where the right of each individual to dignity at work is recognised and protected.
The implications of the Employment Equality Acts 1998 to 2015 for employers are wide ranging. This guideline therefore focuses on the definitions of discrimination contained in the Acts, the implications for those at work with regard to pay and conditions of employment, an analysis of the right .. Read more
The objective of any recruitment and selection policy is to obtain the right person for the job. Equality legislation does not change this policy, under this legislation there can be no bias in recruitment on the nine grounds outlined within the equality legislation. Good selection procedures should result .. Read more