your_rights_to_equality_at_work_-_training_development_promotion_and_transfer.doc

Your_rights_to_equality_at_work_-_training_development_promotion_and_transfer.doc

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GUIDANCE Your Rights to Equality at Work: Training, Development, Promotion and Transfer Equality Act 2010 Guidance for Employees Volume 4 of 6
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Your Rights to Equality at Work: Training, Development, Promotion and Transfer Contents Introduction ................................................................................................................. 4 Other guides and alternative formats ..................................................................... 4 The legal status of this guidance ............................................................................ 5 What’s in this guide ................................................................................................ 5 What else is in this guide ....................................................................................... 6 1 | Your rights not to be discriminated against at work: what this means for how your employer must behave towards you ................................................. 7 Are you a worker? .................................................................................................. 7 Protected characteristics ........................................................................................ 7 What is unlawful discrimination? ............................................................................ 8 Situations where equality law is different ............................................................. 11 What’s next in this guide ...................................................................................... 16 When your employer is offering training and development opportunities ............ 16 When your employer is making decisions relating to promotion or transfer ........ 18 If you are a disabled person how your employer can make sure you are not discriminated against ........................................................................ 19 How your employer can use voluntary positive action to train, promote or develop a wider range of people ....................................................... 21 Public sector duty and human rights .................................................................... 25 2 | When your employer is responsible for what other people do ..................... 27 When your employer can be held legally responsible for someone else’s unlawful discrimination, harassment or victimisation ................................. 28 How your employer can reduce the risk that they will be held legally responsible ................................................................................................ 29 When your employer’s workers or agents may be personally liable ................... 29 What happens if the discrimination is done by a person who is not your employer’s worker or agent .......................................................................... 30 What happens if a person instructs someone else to do something that is against equality law ................................................................................... 30 What happens if a person helps someone else to do something Equality and Human Rights Commission · 2 Updated May 2014
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Your Rights to Equality at Work: Training, Development, Promotion and Transfer that is against equality law ................................................................................... 31 What happens if an employer tries to stop equality law applying to a situation ......................................................................................................... 31 3 | The employer’s duty to make reasonable adjustments to remove barriers for disabled people ............................................................................................ 33 Which disabled people does the duty apply to? .................................................. 35 How can your employer find out if you are a disabled person? ........................... 35 The three requirements of the duty ...................................................................... 36 Are you at a substantial dis advantage as a disabled person? ........................... 37 Changes to policies and the way an organisation usually does things ................ 37 Dealing with physical barriers .............................................................................. 38 Providing extra equipment or aids ........................................................................ 39 Making sure an adjustment is effective ................................................................ 39 Who pays for reasonable adjustments? ............................................................... 40 What is meant by ‘reasonable’ ............................................................................. 41 Reasonable adjustments in practice .................................................................... 43 Specific situations ................................................................................................. 48 4 | What to do if you believe you’ve been discriminated against ...................... 50 Your choices ......................................................................................................... 51 Was what happened against equality law? .......................................................... 52 Ways you can try to get your employer to sort out the situation by complaining directly to them ............................................................................ 53 Monitoring the outcome ........................................................................................ 57 The questions procedure ..................................................................................... 57 Key points about discrimination cases in a work situation ................................... 59 Where claims are brought .................................................................................... 59 Time limits for bringing a claim ............................................................................. 60 The standard and burden of proof ....................................................................... 62 What the Employment Tribunal can order the employer to do ............................
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  • Fall '13
  • Steele
  • Discrimination, ........., Human Rights commission

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