Legal Article - Employment Law

Grievances, Disciplinary Procedures and Victimisation

a) Particular care is taken to ensure that an employee who has in good faith taken action under the Sex Discrimination Act or the Equal Pay Act does not receive less favourable treatment than other employees, for example by being disciplined or dismissed;

b) Employees should be advised to use the internal procedures, where appropriate, but this is without prejudice to the individualís right to apply to an industrial tribunal within the statutory time limit, i.e. before the end of the period of three months beginning when the act complained of was done. (There is no time limit if the victimisation is continuing.);

c) Particular care is taken to deal effectively with all complaints of discrimination, victimisation or harassment. It should not be assumed that they are made by those who are over-sensitive.

 

Published: 25 May 2011

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