VIEWS: 6 PAGES: 1 POSTED ON: 3/23/2011
How to defend discrimination claims If an employee harasses or everything reasonably practicable to familiarise employees with their discriminates against another prevent the harassment taking place responsibilities under it, as well as employee in the course of their in that it had: assisting them in understanding the employment, the employer will potential discrimination/harassment be liable for those acts. The · put in place a clear internal policy problems that they may encounter in employer has a defence to such a which would have prevented the the workplace. claim if it can show that it "took harassment if the manager had not such steps as were reasonably disregarded it; practicable to prevent the employee" from taking the · taken steps to implement that discriminatory action. policy and not just pay 'lip service' to it; and Employers have found it difficult in the past to successfully argue this · investigated the complaint quickly. defence. However, there has been a recent case in which the Employment This case shows the importance and Appeal Tribunal has upheld a decision value of a good equal opportunities that the employer, in this case the policy. The policy should set out the Ministry of Defence (MOD), had appropriate standards of behaviour in indeed taken such reasonably the workplace and the consequences practicable steps to prevent sexual if employees do not meet them. If you have any concerns on anything comments being made by a manager Further, this policy cannot sit raised in this article please contact to his junior and, therefore, defeated gathering dust on the shelf. An Caroline Leaver of Solnick LLP on a discrimination claim. employer must ensure all employees 020 8996 4717 or are fully aware of the policy, monitor email@example.com and she will be It was held that the MOD had done its application and provide training to happy to advise you.
Pages to are hidden for
"How to defend discrimination claims"Please download to view full document