Introduction Health and Social Care Sectors require special attention w. This assignment is a case study to explore the best mechanism to hire the staff for St.
Types of Discrimination Direct discrimination Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic Indirect discrimination Indirect discrimination can occur when you have a condition, rule, policy or even a practice that applies to everyone but particularly disadvantages people who share a protected characteristic.
Indirect discrimination can be justified if you can show that you acted reasonably in managing your business, i. A legitimate aim might be any lawful decision you make in running your business or organisation, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful.
Discrimination by association This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Perception discrimination This is direct discrimination against an individual because others think they possess a particular protected characteristic.
It applies even if the person does not actually possess that characteristic.
Victimisation Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so.
An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.
There is no longer a need to compare treatment of a complainant with that of a person who has not made or supported a complaint under the Act. Employees will now be able to complain of behaviour that they find offensive even if it is not directed at them, and the complainant need not possess the relevant characteristic themselves.
Employees are also protected from harassment because of perception and association. Further Information about the Protected Characteristics: However, there may be grounds to justify that different treatment because of age was not unlawful direct or indirect discrimination if you can demonstrate that it was a proportionate means of meeting a legitimate aim.
Meaning and resonance explain the role of communication in system/environment in terconnections, learning, and system resilience. Requisite variety provides a theoretical framework for strengthening a systemÂ’s ability to respond to dynamic en vironments. Assignment help for managing human resources in health and social care Get assignment help for this at [email protected] Legislative and policy frameworks: relevant and current legislation, codes of practice and policies of the home country influence the selection, recruitment. Relevant Legislative and Policy Frameworks of the Home Country Influence the Selection Recruitment and Employment of Individuals at Silver Meadows Legislation forms a background on which an organisation operates and designs its policies and procedures which in-turn guide the staffs of the organisation (Moonie, ).
Disability The Act has made it easier for a person to show that they are disabled and protected from disability discrimination. Under the Act, a person is disabled if they have a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day-to-day activities, which would include things like using a telephone, reading a book or using public transport.
An employer is required to make reasonable adjustments when recruiting, selecting, inducting and promoting disabled employees. The Act puts a duty on the employer to make reasonable adjustments for staff to help them overcome disadvantage resulting from an impairment eg by providing assistive technologies to help visually impaired staff use computers effectively.
The Act includes a new protection from discrimination arising from disability. This states that it is discrimination to treat a disabled person unfavourably because of something connected with their disability eg a tendency to make spelling mistakes arising from dyslexia.
This type of discrimination is unlawful where the employer or other person acting for the employer knows, or could reasonably be expected to know, that the person has a disability.
This type of discrimination is only justifiable if an employer can show that it was a proportionate means of achieving a legitimate aim.
Explain How Relevant Legislative And Policy Frameworks Influence The Selections Recruitment And Employment Of Individuals. Understand the recruitment and selection processes in health and social care or children and young people’s settings Explain the impact on selection and recruitment processes, in own setting, of: legislative . Assignment help for managing human resources in health and social care Get assignment help for this at [email protected] Legislative and policy frameworks: relevant and current legislation, codes of practice and policies of the home country influence the selection, recruitment. LEGISLATIVE COUNCIL ─ 23 February OFFICIAL RECORD OF PROCEEDINGS Wednesday, 23 February The Council met at half-past .
Additionally, indirect discrimination now covers disabled people. This means that a job applicant or employee could claim that a particular rule or requirement you have in place disadvantages people with the same disability. Unless you could justify this, it would be unlawful.
Gender reassignment The Act provides protection for transsexual people. A transsexual person is someone who proposes to, starts or has completed a process to change his or her gender.
The Act no longer requires a person to be under medical supervision to be protected — eg a woman who decides to live as a man, but does not undergo any medical procedures, would be covered.
It is discrimination to treat transsexual people less favourably for being absent from work because they propose to undergo, are undergoing or have undergone gender reassignment than they would be treated if they were absent because they were ill or injured.Relevant Legislative and Policy Frameworks of the Home Country Influence the Selection Recruitment and Employment of Individuals at Silver Meadows Legislation forms a background on which an organisation operates and designs its policies and procedures which in-turn guide the staffs of the organisation (Moonie, ).
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in policy/programmes/planning interventions” introduced in India (ibid). It also shows that though the and state legislative assemblies for women. Lok Sabha met for an average of days in the s and Rajya Sabha for 93 days.
Partly because of such implicit campaigns, the Church is enjoying a revival of influence that reinforces its status as a relevant ideology.
One way an ideology can guarantee its own relevance and perpetuation is by adapting to the needs of its adherents as it si multaneously creates them as subjects. The Equality Act came into force on 1 October and it aims to provide a simpler, more consistent and more effective legal framework for preventing discrimination.
The stated aim of the Act is to reform and harmonise discrimination law, and to strengthen the law to support progress on equality. Explain How Relevant Legislative And Policy Frameworks Influence The Selections Recruitment And Employment 1 Understand the recruitment and selection processes in health and social care or children and young people’s settings Explain the impact on selection and recruitment processes, in own setting, of: legislative requirements .
Labour market and policy framework 7 Selection indicators 8 Overview of the policy approaches targeting older workers in the EU15 9 Chapter 3 Overview of the case study sample 12 Overview of company case studies by fields of intervention 15 .