Legislation Disputes Advice on Handling Essay

Pages: 6 (2017 words)  ·  Style: Harvard  ·  Bibliography Sources: 10  ·  File: .docx  ·  Level: Corporate/Professional  ·  Topic: Careers

An example of this is if the nature of the job demands genuine male or female characteristics.

• In jobs where same sex workers are required; for instance, a lavatory attendant.

• Any job involving close access to a person of the same gender as the worker where the worker must bathe/search/etc. The person(s)

• The job is one of two held by a married couple.

5.1.2 Sexual Orientation

This area is covered by the Employment Equality (Sexual Orientation) Regulations 2003. Sexual orientation as defined by this act is a sexual orientation towards persons of the same sex, homosexuals, of the opposite sex, heterosexuals, or of the same and opposite sex, bisexuals. A worker must not be treated differently based on their sexual orientation. Defences to this act may be that the sexual orientation is a Genuine Occupational Requirement (GOR) or the employment is for an organised religion that requires members if a person of a particular sexual orientation is placed at a disadvantage.

5.2 Gender Reassignment

The legislation covering gender reassignment is the Sex Discrimination (Gender Reassignment) Regulations 1999. 1999 regulations make it the unfair treatment of a person unergoing sexual reassignment surgery unlawfult. An example would be any time off taken for reassignment surgery should be treated as absence for sickness or injury and nothing more.

5.3 Discrimination on Grounds of Race or Religion or AgeGet full Download Microsoft Word File access
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Essay on Legislation Disputes Advice on Handling Assignment

Discrimination on grounds of race is covered by the Race Relations Act 1976 as amended by the Race Relations Act 1976 (Amendment) Regulations 2003. A person must not choose someone based on their race. A religious organisation can however make it a requirement to be of a certain religion in order to apply. This cannot be the case in race. Tests and exams cannot be tailored to be more advantageous to any particular race. Any advertisement must show no signs of preference over race or religion. Age must also not be used to discriminate against. Unless a job requires an age limit or law imposes a worker be of legal age limit (ie. A company or business that serves alcohol), an employer cannot turn down a respective employee based on age.


Ashworth, A. 1995. Principles of criminal law. Oxford [England]: Clarendon Press, p. 87.

Computer World. 1996. IT security managers too focused on compliance, experts say. [online] Available at: http://www.computerworld.com/s/article/9237254/IT_security_managers_too_focused_on_compliance_experts_say [Accessed: 12 Jun 2013].

Fay, J. 2007. Encyclopedia of Security Management. Burlington, MA: Butterworth-Heinemann, p. 249.

Fletcher, G. 1998. Basic Concepts of Criminal Law. New York, N.Y.: Oxford University Press, p. 45.

Herring, J. 2012. Criminal law. Oxford [u.a.]: Oxford Univ. Press, p. 122.

Holland, J. And Burnett, S. 2007. Employment Law. Oxford: Oxford University Press.

Los Angeles Times Articles. n.d.. A Welcome Return to Enforcing Labor Laws. [online] Available at: http://articles.latimes.com/2005/aug/02/opinion/oe-scheer2 [Accessed: 13 Jun 2013].

Muir, D. 2003. A Manager's Guide to Employment Law. San Francisco: Jossey-Bass, p. 24.

Onlinelibrary.wiley.com. 2007. EMPLOYMENT AT WILL: THE RELATIONSHIP BETWEEN SOCIETAL EXPECTATIONS AND THE LAW - CALLAHAN - 2007 - American Business Law Journal - Wiley Online Library. [online] Available at: http://onlinelibrary.wiley.com/doi/10.1111/j.1744-1714.1990.tb00835.x/abstract?deniedAccessCustomisedMessage=&userIsAuthenticated=false [Accessed: 15 Jun 2013].

Sennewald, C. 2011.… [END OF PREVIEW] . . . READ MORE

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