Unit 2 Employment Legislation Research Paper

Assignment 2 Employment Legislation

In this assignment I’m going to discuss and explain the following legislation:
The Sex Discrimination Act 1975/97
These acts make it written in law that women and men should be treated equally. The public must not be discriminated by marital status, sex or if they’re gender is reassigned. There are two forms of discrimination, direct and indirect. Direct is where a man may be given a job, when he is not qualified and a woman that applied is qualified. Sometimes, this act is exempt during certain roles. For example, a woman bathroom vacancy can be specifically advertised for women.
The recruiter while advertising positions has to consider both sexes. They also have to treat people the same while employment
The National Minimum Wage and European Time Directive
The national minimum wages is the wage set by the government as the lowest amount you can pay an employee. It was put in place by a Labour Government to protect employees from exploitation. The national wage at the moment is £6.50 for people over 21, £5.13 for 18-20 year olds and £3.79 for under 18’s.
The European time directive was introduced to protect workers from being overworked. The act was introduced by the European commission. They are only permitted to working a 48 hour week. There are also restrictions in place for the maximum length of nightshifts, rest periods and annual leave of four weeks.
The employee was a care worker. She was paid £6.35 per hour for the time spent attending to service users at their homes but she was not paid for travel time. She also undertook sleepover shifts, during which she was required to be present at a service user’s home from 11pm to 7am and was paid a flat rate of £40. She was permitted to sleep except when her services were actually
The Jaeger judgment confirmed that this was the case even if workers could sleep when their services were not required.The employee was a care worker. She was paid £6.35 per hour for the time spent attending to service users at their homes but she was not paid for travel time. She also undertook sleepover shifts, during which she was required to be present at a service user’s home from 11pm to 7am and was paid a flat rate of £40. She was permitted to sleep except when her services were actually required. The employee was a care worker. She was paid £6.35 per hour for the time spent attending to service users at their homes but she was not paid for travel time. She also undertook sleepover shifts, during which she was required to be present at a service user’s home from 11pm to 7am and was paid a flat rate of £40. She was permitted to sleep except when her services were actually required. The employee was a care worker. She was paid £6.35 per hour for the time spent attending to service users at their homes but she was not paid for travel time. She also undertook sleepover shifts, during which she was required to be present at a service user’s home from 11pm to 7am and was paid a flat rate of £40. She was permitted to sleep except when her services were actually required. The employee was a care worker. She was paid