List of issue

Briefing sheet for recruitment panel (P2)
Explanation of the key points
Examples of how of the issues discrimination can occur

Consequence

Legal

The European working time directive The Employment Act 2002 &
2008

The National Minimum Wage

The Work and Families Act 2006

This is the working time directive, the at to protect a workers health and safety requiring EU countries to guarantee acts such as
-Limit to working hours (must not exceed 48 hours on average)
-Rest break during working hours
-Paid annual leave (at least
4weeks per year)
-Protection night work
This is an act of the parliament of the UK which reformed a wide range of different provisions of
UK labour law
This is the national wage people
(of ages) are paid per hour .
21 and over- £6.50
18-20- £5.13
16-17 above school leaving age£3.79
Apprentice 19 0r over in first year of apprenticeship- £2.73
National minimum rate change each year

This is where an employee and candidate are related and wanting to work in the same business

The discrimination for this act would be for a staff to not get the right amount of pay for the hours they work, paid even when on holiday etc.

The consequence of this would be for the employer to be taken up on not paying staff the right amount of money especially when it has been written on paper
(contract)

The employment act discrimination would fall under any type of discrimination from race- age

The company would be taken to court for any type of discrimination shown to candidates Discrimination to this act could be if someone was to be paid an amount that they are nit supposed to, for example a 16-17 being paid the rate of a 18-20 (£5.13) instead of being paid their rate at
£3.79 or being paid £2.70 instead of £3.79

HM revenue & customs take employers to court for not paying the right national minimum rate.

The intervtiewer would have to
Discrimination for this act would let their employer know they be if the employer is interviewing cannot interview a candidate if a candidate who is related to they know the person or if found them and are given the job before out relatives are working together interviewing any other candidate without anyone knowing both a change. people would have to have a

£3.79
Apprentice 19 0r over in first year of apprenticeship- £2.73
National minimum rate change each year

The Work and Families Act 2006

Data Protection Act 1998

Disability Discrimination Acts
1995 & 2005

paid the rate of a 18-20 (£5.13) instead of being paid their rate at
£3.79 or being paid £2.70 instead of £3.79

employers to court for not paying the right national minimum rate.

The intervtiewer would have to
Discrimination for this act would let their employer know they be if the employer is interviewing cannot interview a candidate if
This is where an employee and a candidate who is related to they know the person or if found candidate are related and wanting them and are given the job before out relatives are working together to work in the same business interviewing any other candidate without anyone knowing both a change. people would have to have a warning or just be ‘let off’ the job
The consequence of this would
This is the law of processing data be for the company more than the for identifiable living people, this Every employer has to make sure candidate as the company would i§s the main piece of legalisation they get all these information have to be checked and in that that governs the protection of from each candidates as it is vital check that would be made the personal data.The key of this act and also shows that each inspectors would check if each is for candidate is entitle to work in staff in the business are entitled
-names
that job. Discrimination could to work by being identified or the
-adresses
come for this act if a candidate business (if small) would be shut
-contact info was taken on as a staff without down and (if bigger) would have
-history of employment having all of this requirements