Equality, diversity and human rights
Royal Mail's harassment policy has created in its workforce a unique awareness of discrimination and how to avoid it, says a Birmingham industrial tribunal (Chair: A C Tickle) in Graham v Royal Mail and Nicholson.
An employer who withdrew an offer of employment as a butcher to a woman when he learned that she was pregnant unlawfully discriminated, an Inverness industrial tribunal (Chair: F C C Carmichael) in Booth v Highland Venison Marketing Ltd finds.
A job applicant who during her job interview was asked questions about her childminding arrangements and whether her husband objected to her working evenings, was not unlawfully discriminated against, rules a Bedford industrial tribunal (Chair: C Tribe) in Twilley v Tompkins.
A hospital orderly who was immediately suspended pending an investigation following an incident, when a nurse who was involved in an equally serious incident was simply counselled, suffered a detriment and was unlawfully discriminated against on grounds of race, holds a Leeds industrial tribunal (Chair: J R W Worrall) in Dan v United Leeds Teaching Hospital Trust Ltd.
A woman who was dismissed three months after returning from maternity leave for lack of commitment when in contrast a male colleague who lacked commitment was counselled and promoted, was discriminated on grounds of sex, rules a Reading industrial tribunal (Chair V K Leese) in Pestell v Esselte Meto Ltd.
In Smith v Wessex Water a Bristol industrial tribunal (Chair: C G Toomer) draws an inference of racial discrimination from a failure to warn an African-British temporary employee that he was in danger of dismissal due to poor performance.
In Homewood v Ministry of Defence a Glasgow industrial tribunal (Chair: H J Murphy) has awarded £299,851 to a former army major who was forced to resign when she became pregnant.
A recommendation that staff who come into contact with job applicants be trained in the provisions of the Sex Discrimination Act 1975 and that all those handling job applications and conducting interviews be trained in the avoidance of unlawful discrimination has been made by a Middlesborough industrial tribunal (Chair: J D Myers) in Dickinson and Field v Mason and Mason.
An assessment process for performance-related pay purposes, which led to a woman being paid £780 a year less than men on like work, suffered from confusion, double counting and an absence of transparency, rules a Norwich industrial tribunal (Chair: D R Crome) in Latham v Eastern Counties Newspapers Ltd.
In Thompson v John Blackburn Ltd a Leeds industrial tribunal (Chair: J Prophet) refuses to admit an independent expert's report in equal value proceedings because in its view the expert failed to make clear findings of fact and take proper account of all information represented to her.
Employment law cases: HR and legal information and guidance relating to equality, diversity and human rights.