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The Law
· Contract of employment
· Equal Pay Act
· Sex Discrimination Act
· Disability Discrimination Act
· Race Relations Act…read more

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Contract of employment
The employee has to have a written statement of the main terms (rights and
duties)
Within two months of starting work. A contract can be ended by either the
employee
Or the employer, by giving notice or by mutual agreement.
The written statement of employment particulars sets out some of the main
terms
· Notice periods
Of the contract. The statement must include:
· Sick pay arrangements
· Pay
· Holiday entitlement
· Hours of work
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Equal Pay Act
Equal Pay Act states that a man and a woman in the same organisation
should
Be paid the same if they do the same or broadly similar work.
To make a claim the woman has to prove that the job
she is doing is the same or of similar value to that of the man.
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Sex Discrimination Act
The Sex Discrimination act was introduced to try and prevent any sex
discrimination
In the work place on wider issues than pay, covering selection procedures,
employment terms, fringe benefits, selection for redundancy
and training and development opportunities.
The Act is designed to protect potential employees from both direct
discrimination,
for example only advertising a job as suitable for males,
and indirect discrimination such as traditionally only employing females.
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Race Relations Act
The Race Relations Act made it illegal to treat people unfairly on the
grounds
Of colour, nationality or ethnic or national origins.
The law identifies four main kinds of discrimination:
· Direct discrimination ­ deliberate discrimination (e.g. where a
particular job is only open to people of a specific race)
· Indirect discrimination ­ this may be where working practices
disadvantage members of any group (e.g. insisting that women
wear skirts)
· Harassment ­ accepting behaviour that offends someone or
creates unpleasant atmosphere (e.g. allowing the telling of racist
jokes)
· Victimisation ­ if someone has complained about racial
discrimination they must not be treated less favourably.
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