The Equality Act 2010 – key areas for employers and how to meet the challenge The main provisions of the Act came into force on 1 October 2010. Who is protected? As previously‚ job applicants‚ employees (and former employees)‚ partners (and former partners) and workers (and former workers) are protected. Which characteristics are protected? As previously‚ age‚ disability‚ gender reassignment‚ marriage and civil partnership‚ pregnancy and maternity‚ race‚ religion or belief‚ sex and sexual
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Assessment Criteria 1 Legislation * The Children’s Act 1989 The heart of the Children Act is a belief that the best place for children to be looked after is within their own home and ensuring the welfare of the childrens upbringing is paramount. The Act is built on the notion of parental responsibility. This is duties‚ rights‚ powers and responsibilities of a parent in respect of their child. The aim of the Children Act is to offer safeguard to children who may be at risk. It also
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many members of the LGBT community still have work to do (“How So-Called ‘Equality Act’ Threatens Religious Freedom”). This comes to the realization that several same-sex couples find it hard to enjoy other basic human rights in several other states of the country. This paper puts into context the Equality Act 2015‚ making a claim of fact‚ definition‚ cause‚ value or policy of the Act as well as the repercussions
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Current Childminding Legislation The following is an overview of the current legislation which has an affect on childminders‚ parents and children. Equality Act 2010 The act replaced previous anti-discrimination laws with a single act to make the law simpler and to remove inconsistencies. The act covers nine protected characteristics. The characteristics applying to home-based childcare include disability‚ race‚ religion or belief and gender. Childcare Act (2006) The act lays out
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Deanna Parkin 8 February 2013 Summarising key aspects of the Equality Act 2010 The primary purpose of the Act is to codify the complicated and numerous array of Acts and Regulations‚ which formed the basis of anti-discrimination law in Great Britain. This was‚ primarily‚ the Equal Pay Act 1970‚ the Sex Discrimination Act 1975‚ the Race Relations Act 1976‚ the Disability Discrimination Act 1995 and three major statutory instruments protecting discrimination in employment on grounds of
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Employment Equality Acts 1998-2011 The Employment Equality Acts 1998 to 2011‚ cover employees in both the public and private sectors as well as applicants for employment and training. Discrimation is defined as ‘the treatment of a person in a less favourable way than another person is‚ has been or would be treated’ * The Acts outlaw discrimination in work related areas such as pay‚ vocational training‚ access to employment‚ work experience and promotion. * Cases involving harassment
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discrimination. Disability: The act introduces a new protection from discrimination arising from disability. It is discriminatory to threat a disabled person less favourably because of something related to their disability. It is only justifiable if an employer education or service provider can demonstrate that such treatment is a proportionate means of achieving a legitimate aim. Gender reassignment: It means the process of transitioning from one gender to another. This Act cover people who have proposed
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Equality Act 2010 Liability for employers and employees Inorder to disuss who is liable for maintaining equality we need to first inspect how equality is maintained in any organisation. For the effective and efficient implementation of the Equality Act ‚every organisation has to have its own equality policy drawn out abiding by the Equality Act.This also necessitates the need for carrying out equality audit regularly to maintain the organisation’s efficiency in functioning compliantly.
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Equality Act 2010 - S29 Provision of services‚ etc (1)A person (a “service-provider”) concerned with the provision of a service to the public or a section of the public (for payment or not) must not discriminate against a person requiring the service by not providing the person with the service. (2)A service-provider (A) must not‚ in providing the service‚ discriminate against a person (B)— (a)as to the terms on which A provides the service to B; (b)by terminating the provision of the service
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Equality for All All humans are different; we have different traits and different likings. Yet all of us have something in common‚ we all have equal rights. However not all of us are viewed equally. We are judges by others based on our gender‚ race‚ or beliefs. Our rights have been disregarded and abused in many situations. Lately no action has been taken to fix this injustice. Something has to be done to fix this problem. You an help by joining the‚ “Equality Act 2010”. The ‘Equality Act 2010’
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