She is pregnant and apparently is being exposed to chemicals at Pisces that might be harmful to her baby. The first relevant law the must be examined is the Safety, Health and Welfare at Work Act 2005. Under this law, the employer is…
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What this means to Pisces is that Pisces is obligated to ensure Antonias safety, health and welfare. It also means that it has the obligation to conduct work activities in such a way that ensures her safety and to provide arrangements for her welfare and safety. In other words, if Antonias doctor states that the chemicals that she is exposed to on the job is hazardous to her health or the health of her baby, Pisces must make arrangements to ensure her welfare and safety. This does not necessarily mean that Antonia is automatically entitled to a desk job; there could be other arrangements that can be made, and it would be up to Pisces to discover what these are. If Pisces can find a way for Antonia to safely work in her current job, then this what they may be able to do, assuming that there might not be a desk job for Antonia. But, if there is a desk job for her, and she is qualified for it, then this would be best, for this would be safest and there would be no question that Pisces has made accommodations and arrangements the ensure her safety.
What they cannot do is summarily dismiss her. Lets assume that Pisces does not have a desk job for Antonia and there is no accommodation that can be made for her otherwise. Antonia is protected to some extent by the Sex Discrimination Order 1976, which states that an employer cannot treat an employee less favorably if she becomes pregnant than she would be treated if not pregnant (Sex Discrimination Order 1976). Antonia can arguably use this Order in her favor if Pisces decides to fire her, for, on its face, Pisces cannot fire her simply because she is pregnant (Hitch v. Smyth). Moreover, she might be covered by the Employment Equality Acts 1998-2008, which states that employers must take appropriate measures to enable a person with a disability access to employment (Employment Equality Acts 1998-2008 (1.7)). Although Antonia is not
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Author [Manager] EMPLOYMENT LAW 24 November 2015 EMPLOYMENT LAW Jami is clearly a victim of sexual harassment. According to lawyer Mary L. Boland, “sexual harassment is a kind of sex discrimination involving unwelcome sexual conduct or pressure in school or the workplace.
The act of Jill, the head of the nursery, in including in the employment reference an unfounded statement that, "There have been several complaints by parents that she (Anne) is unkind to their children" is an act of being unfair. Such a statement is unfounded and biased for the complaints were never brought to Anne's attention.
The principle of employment discrimination is an important part of Tort law, as seen in the recent Employment Equality (Religion or Belief) Regulations 2004. The legal principle involved is whether Sandeep should bring a case of discrimination and/or harassment against the company.
Jenny McSwindle has to use Mr. Finbar's children songs and got the publicity requires for more of the songs. Due to some loss in finance Ms. Jenny McSwindle cancels the order but it was a bit late as Mr. Finbar had already sent the songs. In the forth writing it is all about the Irish law.
The conclusion from this study states that despite the negativity that media, especially western ones, tend to propagate concerning Saudi women, these women are increasingly taking on a prominent role in society which allows them to not only become active participants in the workplace but also get involved in economic activities which were previously denied them.
Sir Mr. John is working as supervisor of a team of five members in corporate accounting section of finance department. Among the five members of the team of John are Mary and Michael, who are working as senior accounts
hts, the laws seek to protect for the welfare of the employees are anti-discrimination, favorable conditions of work and the minimum wages of all the employees of the UK. The employees are also protected against undue dismissal; from a work and assurance of redundancy