Equality, diversity and human rights
This case is a prime example of the problems that can occur in a workplace when a member of staff is undergoing IVF treatment in a bid to get pregnant.
This case involves an employer's use of handwriting experts to ascertain which employee was responsible for graffiti in its factory toilets.
In this case, the employer's unjustified assumptions about a diabetic employee led to a £25,555 compensation award to her for disability discrimination.
The employment tribunal in this case made the unusual finding that a job applicant was subjected to harassment when he was accidentally sent an internal email that he felt was dismissive of his application. In addition, the decision provides a good example of a very simple reasonable adjustment that the employer should have made: giving the applicant a few extra minutes to prepare for his interview.
The Employment Appeal Tribunal has held that, where there are multiple respondents and particular loss cannot be attributed to one party, employment tribunals must award compensation on a joint and several liability basis, meaning that the claimant can claim the entire amount from any respondent.
This Northern Ireland industrial tribunal decision is a succinct example of an employer discriminating against a female employee with childcare responsibilities by having inflexible working hours.
The Court of Appeal has given short shrift to a police officer's disability discrimination claim over his police force's actions after he displayed violent tendencies at a Christmas party that led his colleagues to fear for their safety.
This week's case of the week, provided by DLA Piper, covers disability discrimination.
This case concerns whether or not a Sikh prison officer should be allowed to wear a ceremonial dagger in the workplace.
In Power v Greater Manchester Police Authority EAT/0087/10, the EAT affirmed that, in determining whether or not an employee has suffered direct religious discrimination, a distinction may be drawn between treatment on the ground of the person's beliefs and treatment on the ground of manifestation of those beliefs.
Employment law cases: HR and legal information and guidance relating to equality, diversity and human rights.