An employment tribunal in Scotland has awarded £28,321 to a Network Rail employee over his employer's policy of giving a period of full pay to mothers and primary adopters on shared parental leave, but paying only statutory shared parental pay to partners and secondary adopters.
This employment tribunal held that an employer properly handled a new mother's rejected flexible working request to work from home primarily in the evenings.
This employment tribunal held that it was not indirect sex discrimination for a small investment banking firm to require a single-parent mother to work full time as an executive secretary.
An employment tribunal has held that a requirement that police firearms officers with one year away from work attend an intensive firearms training course on their return indirectly discriminated against a female police officer returning from maternity leave.
An employment tribunal has awarded a zero hours contract worker £19,500 after her employer failed properly to investigate allegations that her line manager, who decided how many hours' work she was given, had sexually harassed her.
An employment tribunal has found that Greater Manchester Police indirectly discriminated against a single-parent police officer who worked term time only when it introduced a requirement that she work nine days during school holidays. The case is a stark reminder to public-sector organisations reviewing flexible working arrangements as a way to cut costs to beware of the potential for discrimination.
The employment tribunal in this case had the unusual task of deciding whether or not a female employee was sexually harassed when she witnessed her male line manager and another man re-enacting a scene from the film Ghost at an office party. While the tribunal found that this incident was not harassment under the Equality Act 2010, the employer was ordered to pay the claimant £2,000 for several other incidents that displayed her line manager's "predilection for innuendo", and to reimburse £1,200 in tribunal fees to the claimant.
Ford has successfully justified its policy of paying men on additional paternity leave the statutory minimum, while at the same time offering generous enhanced maternity pay to women on maternity leave.