Seksualnu diskriminaciju i seksualno uznemiravanje u zapošljavanju

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seksualnu diskriminaciju i seksualno uznemiravanje u zapošljavanje               

SEKSUALNO predrasude i uznemiravanje, ravnopravnost spolova i PRILIKE â?? i radno mjesto spolna diskriminacija

kojim je, osim u određenim posebnim okolnostima, zabranjuju diskriminaciju na temelju jedne tlo jednog spola nije ograničena samo na ali najčešće postaje koji su uključeni u vezi ili tijekom zaposlenja, u, na primjer, zapošljavanje, posao izbora, rokovi i uvjeti zapošljavanja, osposobljavanja i napredovanja te plaća-uključujući i one u obliku šiške pogodnosti i otpremninu i mirovina.

U zakonu, diskriminacije može biti izravno ili neizravno, ili kao uznemiravanje ili maltretiranje.

zakonu očekuje se poslodavci imaju specifične politike kako bi se osiguralo u svakom pogledu ravnopravan tretman svih svojih zaposlenika jednog ili drugog spola ili transrodne-da li muško ili žensko, a bez obzira na bračni status muškaraca i žena u svoje zaposliti, a zanemaruju ili nesmotrenost koje poslodavac može napraviti u zakonu poslodavaca (uključujući vicariously) odgovoran za seksualnu diskriminaciju i seksualno uznemiravanje.

spolna diskriminacija je, jednostavno, podvrgava manje povoljan ličnosti zbog te osobe, jer seks-osoba je dječak ili djevojčica, je čovjek ili Žena (uključujući, u slučaju ženskih osoba, da li trudna, očekujući, ili beba ili djece kao pokrivene jednakosti i zapošljavanja zakonodavstva, kao i muških osoba u odnosu na očinstva dopust), ili zbog te osobe bračni status – jer da je osoba u braku ili single-uglavnom odnosi se na žene u braku.

Također je protuzakonito spolna diskriminacija, ako na temelju nečijeg spola jednom nije platio jednako za ono što zakon naziva „jednaki rad ‘ ~ koja nije nužno isto djelo, ali je i rad jednake vrijednosti, drugim riječima kao što poslu koji je kao rad ili rad koji se ne može raspravljati u pravu razumno da ne treba raditi kako je ocijenjeno kao ekvivalent radu (Hayward-v-Canwell gazda Brodogradilišta 1988).

‘platiti’ u Europskoj uniji u članku 119. Ugovora iz Rima definira ovo kao obični, osnovna ili minimalna plaća ili plaće ili bilo koji drugi razmatranja, bilo u novcu i naturi, koju radnik prima izravno ili neizravno, u odnosu na svoje [ili njezin] zapošljavanja od [] poslodavca-uključujući bilo kakve koristi uključen u odnosu na nakon zapošljavanja aukcije ~ kao što su koncesije u odnosu na sljedeće pogodnosti putovanja mirovinu (Garland-v-British Rail Engineering 1982) i ranih umirovljenja mirovina (Barber-v-Royal Exchange Assurance grupe 1990).

spolna diskriminacija može se ‘izravno’, ili ‘indirektno’.

Izravna spolna diskriminacija bi se, na primjer, ako je odbio zaposlenje na temelju toga posla tradicionalno slovi kao ‘čovjek’ posao ‘ili kao’ ženski posao ‘(Baksha-v-Recimo 1977).

Indirektna spolna diskriminacija je putem zahtjeva koja se bez razumno opravdanje ne može biti ili se manje biti ispunjena od strane drugog spola ~ na primjer, ako posao rekao je da oglas poziciju oglašeni osoba oba spola mogu primijeniti, ali neopravdano izjavio je da ručno vrećice ili torbice nije bilo dozvoljeno da rade ili moraju nositi parfem-u Engleskoj pod europskim unije zakona definicije je smatrao da je nezakonite diskriminacije da se u rad u vladi dobna granica za imenovanje na izvršni direktor ocjena je 28 od mnogih žena u svojim 20 planirani ili su bebe da se brine (Cijena-v-državne službe Komisije 1978).

Jednako je nezakonito spolna diskriminacija za odvajanje muških i ženskih spolova bez razumno opravdanje na mjestima rada, kao što je i žrtvovati se usljed odnosi npr. feminizma i feminističke aktivnosti, ili ako se zna ili sumnja da su napravili ili se namjeravaju napraviti navod da su bili podvrgnuti diskriminaciji spola ili spolnog uznemiravanja.

Seksualno maltretiranje na radnom mjestu ponekad može biti i kazneno djelo ~ u Europi EU Kodeksa je definirano kao neželjeno ponašanje seksualne prirode ili drugi provesti na temelju spola utječu na dostojanstvo žene [ili čovjek] na djelu-to je štetu na temelju nečijeg spola (to je nezakonitim primjerice za dva muškaraca da su napravili često primjedbe koje su na sugestivan jedan od njihovih kolegicama i da se protiv nje brušenog namjerno prouzročenja takve neugodnosti kao što je zahtijevao da se njezin zahtjev da bude premješten na drugi post-Porcelli-v-Strathclyde Regionalni Općinsko vijeće 1980).

U Europi zemalja članica Europske unije moraju imati jednake mogućnosti Komisije ili njegov ekvivalent za reguliranje tih pod npr. Zakon o seksualnoj diskriminaciji 1975 (dopunjeni Zakon o jednakosti plaća, materinstva i roditeljski dopust propisi, materinstva i Očinstvo (Dodatak) Pravilnika, EE (seksualne orijentacije) Propisi-te u zapošljavanju i pravima za zapošljavanje Relations Act).

jednakih mogućnosti Komisija također mora osigurati informacije i pomoć-uključujući i pravno zastupanje predmet sastanka određenih kriterija, osobama koje se žele žaliti županijskom sudu, ili u slučaju pripravnika ili zaposlenika u radu suda.

pritužbe proces uključuje, ako je osoba navodeći diskriminacije, tako odabere, servirati upitnik o navodnom diskriminator-zahtijeva se pitanja vezana uz pismeni odgovori ~ ona se može koristiti kao dokaz i zaključak se izvlači iz šutnje ili neodređeni ili dvosmislene odgovore.

osobu navodeći diskriminacije može se, do granice određene zakonom, u slučaju industrijskih / zapošljavanja tribunala, naredio da plati troškove, ako je tvrdnja dokazuje da se neopravdano neosnovana, neozbiljan, ili dosadan, i dok je financijski pravno sredstvo u odnosu drugim stvarima je ograničen na maksimalno, nakon Europskog suda pravde potvrda je, prema odluci suda, ne postoji ograničenje na iznos naknade koja se može dodijeliti za ozljedu osjećaja koji proizlaze iz spolne diskriminacije na radnom mjestu.

To nije protuzakonito spolna diskriminacija, ipak, da diskriminiraju u životu ili osiguranje od nezgode za procjenu rizika za radnike povlastice opravdavati statistiku, ili u natjecateljski sport ako snagu ili izdržljivost ili stas pitanjima-niti je spolna diskriminacija u zapošljavanju, ako diskriminacije odnosi na, primjerice, unadvertised upravljanje prostorija dijelom u svoje ili rođaka okupacije, dobrovoljna neprofitna tijela ili dobrotvorne beznačajni za drugog spola ili zakonska single jebacina fakultetima ili objekata koji mogu smesti muškarci ili žene ili bi znatno uvrijediti ili religije na temelju privatnosti i pristojnosti.

diskriminacije seks može biti savršeno zakonito prakticirati od strane poslodavaca, ako postoji neravnoteža muških i ženskih zaposlenika, bez razrješenja bilo kroz regrutiranje posebno iz jednog spola sam, i u slučajevima nužde samo iz jednog određenog spola mora biti primljen ~ na primjer kao u slučaju filma kompanije za oglašavanje Edgar Rice Borough je ‘Tarzan’ posebno za muške osobe ili za njegov ‘Jane’ audicije jedina ženska osoba-ili, npr., u slučaju modeliranje agencija zapošljava kao modni uzor samo osobe jednoga spola za modeliranje odjeće za samo da je seks.

spolna diskriminacija zakoni mogu razlikovati u detaljima među zemljama koje imaju takve zakone, te u Europskoj uniji oni su više ili manje uniformi u slučaju optužbe za diskriminaciju u obrazovanju u Engleskoj (je li netko radi ili ne riješiti putem Savjetodavnog mirenje i arbitražu usluge-ACAS) s zahtjeve unutar određenog vremena prije poduzimanja pravne radnje izvijestiti državnog tajnika za obrazovanje.

(Laws promijenili?? uvijek utvrditi postojeći zakon)

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