Sexual Discrimination Case Study Example | Topics and Well Written Essays - 3000 words

informal Discrimination - Case Study ExampleSergeant Williams, a churchwarden at St Augustines was uneasy that an acknowledged sapphic should be work as a caretaker at the parish school. He voiced his concerns to the schools head teacher who brought the numerate to a meeting of the schools g everywherening body. They endorse Sergeant Williams concerns and advise that Jeffreys contract should be terminated.This year, in the local anesthetic police station, Desk Sergeant Williams took Jeffreys statement reporting the fact that his flat has been broken into and several valuable items agree been stolen, which statement excessively revealed Jeffreys sexual orientation.Sergeant Williams, who was also a churchwarden of St. Augustine, reported his concerns of having an acknowledged homosexual working as the parish school caretaker to the school head teacher. Jeffreys employment contract was terminated by the head teacher after the schools board of governors endorsed Sergeant Williams c oncerns.Jeffrey filed the present application for injunctive relief to prevent the school administration from implementing the electric discharge decision as healthful as appeal the same with prayer claiming for additional damages over and above the notice current for the period that the statutory outlet or disciplinary procedure would shoot taken.The calling Act 2002... injunctive relief to prevent the school administration from implementing the dismissal decision as well as appeal the same with prayer claiming for additional damages over and above the notice period for the period that the statutory dismissal or disciplinary procedure would have taken.II. LAW - Relevant national and European Community Law, Convention and Practicei. Under the Employment Act 2002The complainant employee alleges that the dismissal impinges upon his rights chthonic s.35 of the Employment Act 2002 the right to procedural fairness through the internal dismissal procedure to localize whether ther e are extant grounds to dismiss the employeethe right to accompaniment or assistance by a trade union representative or work colleague andThe right to appeal the scotch decision.The complainants rights under the Sex Discrimination Act 1975 and the Employment Equality (Sexual Orientation) Regulations 2003 are asserted to be also violated. The Employment Act 2002 (Dispute Resolution) Regulations 2004 requires that the employer afford the employee the procedural fairness through internal dismissal/disciplinary procedures. The Employment Act 2002 (Dispute Resolution) Regulations 2004 provides, inter aliaApplication of dismissal and disciplinary procedures3. -(1) Subject to paragraph (2) and regulation 4, the standard dismissal and disciplinary procedure applies when an employer contemplates dismissing or taking relevant disciplinary action against an employee.(2) Subject to regulation 4, the special dismissal procedure applies in relation to a dismissal where-(a) the employer dismisse d the employee by reason of his stand without notice,(b) the dismissal occurred at the time the employer became aware of the conduct or immediately thereafter,(c)