Employment Legislation Affecting Recruitment

ASSIGNMENT COVER SHEET Name Pancho Pablo Fernandes Address PO Box, 491, Doha, Qatar beam code / Zip 491 Telephone No 00974 55485261 Email Address email defend com Date 1 September 2012 caterpillar track Name Diploma in Human Resources Tutor Name Ms. Kirsty Cousins Assignment Name Recruitment and pickaxe Assignment TitleRecruitment and Selection Unit TitleExamine employment legislation with hear to recordment Course Title NamePancho Pablo Fernandes Date01 September 2012Introduction In this assignment I pass on discuss the employment legislation in force that ensure fair manpower hiring protocol thereby safeguarding panoramas from being discriminated on different grounds. The assignment task is * Evaluate current employment legislation as it affects recruitment and selection of personnel Background Employers during the pre-industrialization era were more focused on having the roughly capable manpower in terms of strength, color, ethnic background, gender, religion etc.Child labor was well practiced by employers with blueprint of saving on overheads. There was no concern for safety & suitable working conditions due to disagreement of bargaining power between employer & worker. It was through rise and fall of Governments that created various acts outlawing discriminations most of which pertained to employment. Discriminations related acts make come into force mostly during the second half of the 19th century and till date change revisions / modifications thereby ensuring fair employment protocol.This assignment will share light on some main(prenominal) legislation concerning recruitment & selection of workers. Analysis Most countries have a set up judicial authority / body which monitors companys recruitment practices. Employment discriminations can be direct or indirect. Direct discrimination is when a group of candidates are treated less favorably in compare to another group. Indirect discrimination is when certain criteria is imposed which limi ts particular group/s of candidates from applying or being institutionalizeed for a job, such as built, height, weight.The Equality good turn of 2010 (UK) protects discrimination of people to a lower place protected characteristics that include epoch, disability, gender, persist, religion, marital status, pregnancy, sex & sexual orientation. The evolvement of following acts defines legislations prohibiting discrimination while promoting equal opportunity and transition to all a. Gender Gender discrimination is controlled by i. Sex Discrimination Act of 1975 (UK) This act protected both men & women from being discriminated on fronts of sex or marriage. ii.Employment Equality Regulation of 2003 Sexual orientation course (UK) This act prohibited the employer to discriminate employees on sexual orientation. iii. Equality Act of 2010 Part of this act enables an employer to appoint / promote a candidate although he/she has equal merit that the other but is classified under the pr otected characteristics or is thought to suffer a disadvantage of being in such category. A positive action example would be a lady being offered a General passenger car role in our organization instead of a male candidate, since the organization mostly awarded such roles to males. . course / Religion This discrimination is controlled by i. Race Relations Act of 1963 (UK) This act prohibited discrimination on grounds of race, color, ethnical background / national origin. ii. Equality Act of 2010 Part of this legislation defines the Positive deed clause that can be used by an employer to recruit. As an example, a Sri Lankan Muslim candidate could be recruited instead of a Filipino or Indian candidate since the company had most of its manpower from India (Hindus mostly) & Philippines (Christians) c. season Age discrimination is controlled by i. Employment Equality Regulation of 2006 Age (UK) In addition to gender & race discrimination employers could not discriminate employees on grounds of age. However the Equality Act of 2010 has superseded this act. ii. Equality Act of 2010 Part of this legislation defines the Positive Discrimination clause that can be used by an employer to recruit within certain age groups. Example Since majority of our companys office level workforce aged below 40, the next recruitment phase could set age criteria as + 40 years. d. deterioration The Disability Discrimination Act of 1995 (UK) was replaced by the Equality Act of 2010. One of its clauses describes that an employer cannot use discriminative questions to asses a candidates disability unless the candidate has to complete an exercise as part of the selection process. However, an employer can lawfully question the candidate, asking if he/she needed any reasonable adjustment to enable them perform at an exercise. Conclusion Employment legislations define guidelines for non-discrimination on basis of various factors such as ethnic background, disabilities, gender, age & r ace.Most developed countries have its own employment legislation defined in a way that it covers most of its population. In the modern world, employers violating employment regulations can be penalized by the law. Sources of Information Internet Research 1. Wikipedia a) http//en. wikipedia. org/wiki/Employment_Equality_Regulations b) http//en. wikipedia. org/wiki/Employment_Non-Discrimination_Act c) http//en. wikipedia. org/wiki/Equal_Pay_Act_of_1963 d) http//en. wikipedia. org/wiki/Sex_Discrimination_Act_1975 e) http//en. wikipedia. rg/wiki/Race_Relations_Act_1976 2. http//www. homeoffice. gov. uk/publications/equalities/equality-act-publications/equality-act-guidance/employment-health-questions? stead=Binary 3. http//www. homeoffice. gov. uk/publications/equalities/equality-act-publications/equality-act-guidance/positive-action-recruitment? view=Binary 4. http//www. homeoffice. gov. uk/publications/equalities/equality-act-publications/equality-act-guidance/positive-action-practic al-guide? view=Binary 5. http//www. equalrightstrust. org/ertdocumentbank/bob%20hepple. pdf