It would be necessary to consider each aspect individually in order to arrive at the correct results regarding the effectiveness of relevant legislatures and laws on the overall parity between genders in the context of UK employment scenario. What is necessary to consider in this paper is its scope, in that it is to examine whether the laws monitoring a more just and equitable wage distribution system between genders, absence of bias and discrimination in wage rate fixation systems among the genders and also the impact of work performance. The simple and logical rule is that both men and women need to be paid equally for performing the same kind and output of work, and there should be no bias or discrimination in wage rate fixation based on their gender and not performance. Further, the onus would fall upon the employers to prove that differentials in wage scales were due to other important and significant considerations other then gender.
When men and women are performing the same kind of work, and following the same criteria for its performance, it is necessary that they be rewarded on similar quantitative basis, to avoid disparity and bias in wage payment systems. Again, if differentials persist, it would be incumbent upon the part of the employers to state and prove the reasons for such differences were due to material reasons other than the choice of gender discrimination. For instance it could be due to better technical knowledge, greater output and superior quality of performance, etc.
It is proposed to examine these laws and directives in order to reach a consensus on the effectiveness of wage equality laws. Moreover, another important aspect that needs to be considered in this context could be that laws need to be operationalised and properly implemented in order to be of some consequence. Besides, constant monitoring and follow up action also needs to be made in order to be of some
The main aims and desired objective of this study is to examine the effectiveness and potency of current Equal Pay laws both in the context of European Union (EU) legislatures and also with regard to employment laws in the United Kingdom impacting upon pay and benefits of the…
Herein, eligible employees may go for a maximum of 12 work weeks of unpaid leave within any year (12 months), for severe ill health of the employee, spouse, parent, and child or for care and pregnancy of a newborn. Emerson (2004) states that, those who qualify for this leave ought to have worked for more than 1250 hours and not in less than 12 months.
This section would examine the appropriateness of these decisions in relation to aspects of UK employment law and advise the company. The areas handled include Unfair Dismissal and Discrimination. Case 1: Tina Tina was laid off and given just ?50 to cover her holiday expenses.
The Equal Employment Opportunity Commission has the mandate to ensure that the federal government follows these EEO rules. The Office of the Civil Rights (OCR) ensures and administers compliance with the laws, guidance, and regulations that prohibits discrimination in the workplace (England, 2009).
The author states that English employment law or UK employment law can be duly considered as one of the effective laws in the region of the UK. It can be apparently viewed in this similar regard that this particular law includes all broad legislations and policies that govern the working practices of various organizations belonging to the UK.
Infact, European Union was designed with the expectations of giving way to a dynamic social setup that will be sensitive and flexible enough to adjust and adapt to the emerging social, ethical and business issues (Ingeborg. 1999). From this perspective, pay equity is and should be one of the cherished agendas of the European Union (EU) in particular and a majority of the democratic nations of the world in general.
The Act on Equal Pay allows for wage differences if such are as a result of: a system of merit, a system of seniority, a system where earnings are measured by quality or quantity of production or a wage differential that is based upon other factors besides sex.
yer has violated their rights which are under the equal employment opportunity commission (EEOC), the employee in this case is supposed to contact this body immediately in order to discuss this matter. So basically, the equal employment opportunity laws are meant to protect the
t Opportunity Commission, these are the employment discrimination laws protecting potential employees from being discriminated on basis of their religion, race, sex, age and disability among other differences.
The two areas of law that I reviewed were Title VII of the civil
2 pages (500 words)Essay
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