1. HUMAN RESOURCE Management The Law and Employment

2. HUMAN RESOURCE Management EQUAL OPPORTUNITIES Workers must not be discriminated against on the grounds of. disability ….. race…....colour…......gender..…religion. “YMCA...”

3. HUMAN RESOURCE Management Equality Act 2010 The Equality Act 2010 is the law which bans unfair treatment and helps achieve equal opportunities in the workplace and in society. Replaces all previous equality legislation in England, Scotland & Wales: - Race Relations Act- the Disability Discrimination Act - Sex Discrimination Act- Equal Pay Act - Employment Equality (Age) Regulations The protected characteristics (PC) are: agedisability gender reassignmentreligion or belief marriage and civil partnershipsex pregnancy and maternityrace sexual orientation

4. HUMAN RESOURCE Management

5. HUMAN RESOURCE Management 5 Equal Opportunities Facts Strong occupational segregation by race and gender still persists eg one in 4 Pakistani men is a taxi driver; one in 3 women is in a managerial job while more than ¾ of administrative jobs are done by women. People with mental health problems face significant difficulties accessing work eg only 23% of people with depression are in employment.

6. HUMAN RESOURCE Management 6 Equal Opportunities Facts Lesbian, gay or bisexual adults are twice as likely to report harassment, discrimination or other unfair treatment at work compared to other employees. The gender pay gap widens significantly as a result of motherhood, with mothers with mid-level qualifications facing a 25% loss in lifetime earnings and those with no qualifications a 58% loss.

7. HUMAN RESOURCE Management 7 The Equality Act 2010 Replaced previous anti- discrimination laws with a single act To make the law simpler To remove inconsistencies Easier for people to understand and comply with Strengthened protection in some situations

8. HUMAN RESOURCE Management 8 Age Refers to a particular age or a range of ages “I’m dismissing you because you’re 65” “No applicant over 50 will be considered for this job”

9. HUMAN RESOURCE Management 9 Disability A physical or mental impairment and the impairment has a substantial and long- term adverse effect on their ability to carry out normal day-to-day activities. Physical: eg arthritis, sciatica, diabetes, heart disease Mental: eg depression and anxiety, learning difficulties, autism, Asperger’s syndrome Long-term: 12 months, rest of life

10. HUMAN RESOURCE Management 10 Gender reassignment Person is proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person’s sex by changing physiological or other attributes of sex. Process does not need to be a medical procedure.

11. HUMAN RESOURCE Management 11 Race Includes: colour eg black or white Nationality eg British, Columbian or Slovakian Ethnic or national origins eg Roma or Irish traveller background

12. HUMAN RESOURCE Management 12 Religion or belief Includes: Any religion or philosophical belief Lack of religion or philosophical belief Religions covered include: Christianity Hinduism Islam Judaism Sikhism

13. HUMAN RESOURCE Management 13 Sexual orientation Outlaws discrimination in employment based on sexual orientation towards: people of the same sex opposite sex the same sex and the opposite sex

14. HUMAN RESOURCE Management EQUAL PAY ACT 1970 I know. Probably a man! How’s it going? See someone has put a large towel in the coffee pot! The Equal Pay Act of 1970 ensures that men and women, if they do the same or similar jobs, are paid the same.

15. HUMAN RESOURCE Management HEALTH AND SAFETY AT WORK ACT I think there’s been a breach of the Health and Safety at Work Act 1974.Work Act 1974 Employers must take responsibility for the health and safety of workers. Employees are expected to be responsible for their safety and the safety of others. The main law which deals with health and safety is the Health and Safety at Work Act 1974.

16. HUMAN RESOURCE Management The Health & Safety at Work Act 1974 sets out the responsibilities of employers and employees with regards to health and safety in the workplace. Employers’ responsibilities (the business you are working for):  provide and maintain suitable surroundings  provide information and training  provide protective clothing and equipment if necessary  prepare a health and safety policy. Employees’ responsibilities (the person working for the business):  take reasonable care for their own safety and others  cooperate with employer  do not interfere with or misuse equipment. HEALTH AND SAFETY AT WORK ACT

17. HUMAN RESOURCE Management NATIONAL MINIMUM WAGE ACT Employers are obliged to pay a minimum wage (Oct 2015) of: 21 and over18 to 20Under 18Apprentice* £6.50£5.13£3.79£2.73 £6.50 an hour!! I don’t think the business can afford that. Och well, I’ll continue to develop my idea for writing on black paper.

18. HUMAN RESOURCE Management Data Protection Act This controls how your personal information is used by organisations, businesses or the government. Everyone who is responsible for using data has to follow the ‘principles’, so that information is …. used fairly and lawfully used for limited, specifically stated purposes used in a way that is adequate, relevant and not excessive accurate kept for no longer than is absolutely necessary handled according to people’s data protection rights kept safe and secure not transferred outside the UK without adequate protection

19. HUMAN RESOURCE Management Answer a question Describe the purpose of: the Health & Safety at Work Act 1974 the Race Relations Act 1976 the Equal Pay Act 1970 (3 marks) 2006 6 minutes

20. HUMAN RESOURCE Management Solution Health & Safety at Work Act 1974 States employers’ and employees’ duties with regard to health and safety. Employees have a duty to take care of their own health as well as that of other employees. Race Relations Act 1976 Unlawful to discriminate on the grounds of race, colour, religion or ethnic origin with regard to recruitment, training, promotion or conditions of service. Equal Pay Act 1970 All employees should receive the same rate of pay where work of equal value is undertaken.