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Employment Rights and Responsibilities

Areas of ERR
• Employment rights and obligations for recruitment • Employee rights on appointment • Basic employee rights • Health and Safety Hairdressing and Beauty therapy career pathways and industry structure

Basic Employee Rights
• • • • • • Contracts of employment Hours of work Working time rights Holidays When does the leave year start Breaks at work

Contracts of employment
• Contracts Are There To Protect Your Rights • Contract Should be issued within 8 Weeks of Employment

Hours of work
• Your Contract Should Specify Your Hours Of Work • What Are Maximum Hours Of Work

Holidays
• 20 days per year if you work a 5 day week • Holiday pay is the same as your basic wage per day • You still accumulate holiday entitlement when of sick • You still accumulate holiday entitlement when on maternity leave

• When Does the Leave Year Start • This is Usually Specified In Your Contract • Leave Starts From The First Anniversary of Your Employment

Breaks At Work
• You are entitled to a 20 minute break if you work over 6 hours a day (if you are 18) • If over school leaving age but under 18 you are entitled to a 30 minute break if you are working longer than 4 and a half hours.

Equality and Diversity
• • • • EQUALITY (EQUAL) Equal in number, rank, status etc DIVERSITY (DIVERSE) Different, unlike in character or qualities.

• RECOGNISING THE DIFFERENCES BETWEEN PEOPLE

• REALISING SOME PEOPLE FACE PARTICULAR DIFFICULTIES

• CHALLENGING PREDUDICE AND DISCRIMINATION • WORKING OUT WHAT ADDITIONAL ACTION WE NEED TO TAKE TO ENSURE THAT PEOPLE GET EQUAL ACCESS

• WORKING OUT WHAT ADDITIONAL ACTION WE NEED TO TAKE TO ENSURE THAT PEOPLE GET QUAL ACCESS TO JOBS AND SERVICES

PREJUDICE
“ TO PRE - JUGDE SOMEONE - KNOWING NEXT TO NOTHING ABOUT THEM BUT JUMPING TO CONCLUSIONS BECAUSE OF SOME CHARACTERISTIC OF THEIR APPEARANCE”

DISCRIMINATION
“ OCCURS WHEN SOMEONE IS TREATED LESS FAVOURABLY BECAUSE OF THAT CHARACTERISTIC”

RACE DISCRIMINATION
• Racial discrimination happens when someone is treated less fairly because of their race, colour, descent, national origin or ethnic origin than someone of a different 'race' would be treated in a similar situation. This is known as 'direct discrimination'.

• Racial discrimination can also happen when a policy or rule that treats everyone in the same way has an unfair effect on more people of a particular race, colour, descent, or national or ethnic origin than others. This is known as 'indirect discrimination'. Unlike direct discrimination, indirect discrimination may be justified if the policy or rule is reasonable and relevant to the particular circumstances

SEX DISCRIMINATION ACT
• The EOC (Equal Opportunity Commission) issues this Code of Practice for the following purposes: • · for the elimination of discrimination in employment; • · to give guidance as to what steps it is reasonably practicable for employers to take to ensure that their employees do not in the course of their employment act unlawfully contrary to the Sex Discrimination Act (SDA); • · for the promotion of equality of opportunity between men and women in employment.

RELIGIOUS DISCRIMINATION
• Some religious organizations require specific holidays and or conditions, • Where possible, companies should accommodate needs. • Annual leave allowed or time given unpaid.

AGE DISCRIMINATION
• A person who is considered too old or too young to perform a job well.

EXAMPLE: • “I applied for a job. I was well qualified. When they saw my age, they would not even interview me.” • This can work against young and old alike.

EQUAL OP’S OBJECTIVES
• To make sure every one has a clear understanding of the meaning of “Equal Opportunity & Diversity” • To help us understand the role we play in the provision of E O & D

• To show how E O & D can help us get on better with our colleagues & Clients • To look at ways in which we can offer E O & D within our Companies

WHO NEEDS E O & D?
• Everybody! We are often placed and named within specific groups like some of the following: • WOMEN • MEN • PEOPLE FROM MINORITY ETHNIC CULTURES • DISABLED PEOPLE & THOSE WITH CHRONIC ILLNESSES • LESBIAN & GAY MEN • EX - OFFENDERS

WHY THESE PARTICULAR GROUPS?
• • • • Some people do not like them They are often left out They face discrimination They are sometimes treated unfairly • They face prejudice • There are lots of stereotypes about them

EO & D Some Ground Rules
• Respect for the perspectives & experience of others • confidentiality for the contributions of others • contribute and ask questions… we learn more that way • Any others………?

E O & D Looking at Language
• Slang terms and language we use may offend certain groups. • Can you give me an example and how they should be referred to.

CONCLUSION

• NEED - consider what a persons needs are,
not what they are or what they look like

• INDIVIDUALITY - we are all individuals and
need to be treated as such

• CHECK - even if you think you know how to
handle a situation

• EMPATHISE - you like to be treated as an
individual with your own feelings - so does everyone else

Relevant legislation
• Equal Pay Act 1970 and Equal Pay Regulations 1983 • Race Relations (amendment) Act 2000 • Sex Discrimination Act 1975 and 86 • Sex Discrimination and Equal Pay Regulations 1993 • Disability Discrimination (amendment) Act 2003

Relevant legislation Cont
• Employment Rights Act 1996 • Employment Relations (Amendment) Act 2003 • Asylum and Immigration (Amendment) Act 1999 • The Nationality, Immigration and Asylum Act 2002