EMPLOYMENT LAW

Employment Law - Case Study

Table of Contents

Problems in the First question1

Problems in the Second question1

Problem in the third question1

Problem is the Fourth Question2

Research and identification of the laws which applies to the problems3

United Kingdom employment equality3

Disability claims3

Religion or belief4

The Employment Equality Regulations 20054

Disability and the Equality Act 20105

Equality Act 20105

Application of law, problem 16

Application of law, problem 27

Application of law, problem 38

Application of law, problem 49

References10

Employment Law - Case Study

Problems in the First question

The first question includes a number of problems people can face in their daily lives and the office. The problem in the first question is clearly about discrimination based on things which have no effect on the work of the employee or potential employee. Ahmed faces discrimination on the basis of his religion, while Charlotte on her exceptional condition, both having no direct relation or effect on the job.

Problems in the Second question

The second question is a case of sexual harassment as stated by the employment equality regulations 2005, that classifies sexual harassment in the statement, “If engagements of some form of discarded spoken, un-spoken or bodily behaviour of a sexual type that has the reason or result—of violating the woman`s dignity, or of making a threatening, antagonistic, humiliating, mortifying or unpleasant surroundings for her” (Cantu Pp.13).

Problem in the third question

The reason Carrie is thinking of letting Dee go is completely irrelevant to her job and an assumption. This is a form of discrimination based on an assumption that Dee will not be able to give the company time or satisfactory performance. Termination on this basis is illegal according to the Disability and the Equality Act 2010 which provides protection against discrimination on people affiliated to any one disabled, or who has to take care of a disabled person.

Secondly the issue in which Artie experiences bad treatment for wrongly having an association to gays is a common one, and legal protection is available even if people think you are gay, lesbian or heterosexual when you are not. Although, to exercise these protections, it is Artie who would have to forward an official grievance to management on which they have to take action. If the management fails to take action, the case can be forwarded to the proper authorities for legal actions. The discomfort Dee felt because of this is understandable, but does not give her right to fill out a grievance on Arite`s behalf. He can either ask him to do so, or do so herself if she feels she is experiencing discrimination.

Problem is the Fourth Question

The problem identified here is sex discrimination on the bases of Wanda undergoing IVF treatment. Mo is unhappy because of the time Wanda will need to off from work, and did not inform the company of her attention of going through the IVF treatment. Even if, she had told the company of her intention to go through the IVF treatment, they could not have rejected her on this basis because of the protection offered by the Equality Act which now incorporates ...