It is not intended, nor should it be relied on, as a substitute for legal or other professional advice. The company also provided a written apology and developed an Equal Employment Flexible work hours sex discrimination act in Tempe policy for the workplace.
If no such explanation is put forward or if the tribunal finds the supposed explanation inadequate or unsatisfactory it is open to the tribunal to infer that the discrimination was on the grounds of disability. The dealership owner confirmed that he made the alleged comments but said he did not anticipate the complainant would feel offended or intimidated by the comments.
These mean that the employer:. It is against the law to victimise flexible work hours sex discrimination act in Tempe person for making, or proposing to make a complaint to the Australian Human Rights Commission alleging discrimination or harassment under the SDA.
Example A woman whose son is disabled makes a request for flexible working.
This can include excluding people of a particular sex from participating in certain competitive sports, acts done under statutory authority and reasonable differences in the provision of insurance and superannuation. This provision would apply to all applicants but women would be at a disadvantage as it is less likely they will be over 6 feet tall.
Top links Brexit - what it means for you Making a small claim Help for victims of rape and sexual violence.
The rule places a woman at a disadvantage, because she won't be able to continue working for this employer if full-time work is the only option. If you live in another part of the UK, the law may differ. This provision would apply to all applicants but women would be at a disadvantage as it is less likely they will be over 6 feet tall.
Supporting carers in the workplace: A toolkit www. It can happen when employers or service providers put in place conditions, requirements or practices which appear to treat everyone equally but which actually disadvantage some people because of their sex, marital or relationship status, breastfeeding, pregnancy or potential pregnancy.
If you suspect that you have been discriminated against by your employer, you should take advice as soon as possible. If the requirement to work full-time was not reasonable it would be indirect sex discrimination. These are explained in more detail below.