Si jamais vous êtes victimes de racisme n’importe où dans le monde; Il faut que vous sachiez qu’il existe une loi initiée par le président Bush qui condamne sévèrement les actes antisémites. Avis aux Arabes vous aussi vous êtes des sémites. Profitez en!
en 2003 l'Angleterre a interdit la discrimination a la base de convicions religieuse c'est maintenat un deli-criminel.
Religious belief discrimination
Unlawful discrimination There are five types of unlawful discrimination: sex, sexual orientation, race, religious belief and disability. Part-time workers are protected against less favourable treatment.
The Employment Equality (Religion or Belief) Regulations 2003 makes it unlawful to discriminate either directly, indirectly or by victimisation against any employee (or prospective employee) in any size or type of business due to their religion or beliefs. Direct discrimination Direct discrimination takes place when an employee is treated less favourably than other employees on the grounds of their religion or belief. It is irrelevant that it may have been unintentional as are the reasons for it. An employee may only have to prove intention to discriminate as opposed to actual discrimination. Indirect discrimination Indirect discrimination is less obvious and takes place where a provision, criterion or practice is applied to all employees, but is discriminatory because some groups are less likely or unable to meet it and it is detrimental because they personally cannot comply with it. The employer must show that it is objectively justified for an economic, administrative or other reason. There are very few exceptions. Victimisation Victimisation takes place when an employee is treated less favourably because they have complained or have given evidence of religious or belief discrimination, for instance to an employer or Employment Tribunal. Harassment If, due to their religion or belief, the conduct towards a person makes them feel intimidated, the subject of hostility and humiliated and is unwanted, unreasonable or offensive and especially if it is of a repetitive nature that person may claim they are suffering harassment as a result of their religion or belief. Comparators To show that a discrimination has occurred the person must be able to compare themselves against another person in a very similar situation but of a differing religion or belief. The comparator may be hypothetical. The issue of comparability can be complex. Some discriminatory practices Advertising An advertisement must not favour one religious group over another by using stereotyped words or phrases, weighting the job description to favour a particular group or restricting the availability of the advertisement by using publications favoured by persons of a particular religion or belief. Interviews The questions asked must be relevant to the job and should be equally relevant to persons of all religious groups and not based on stereotypical assumptions. Opportunities Access to opportunities for promotion, transfer or to any other benefits or services must be equal for persons of all religious groups. Dismissal A person can't be dismissed, suffer demotion, wage cut or withdrawal of employment privileges on the ground of their religion or belief. Occupational qualification If being of a member of a particular religious group is classed as a genuine occupation qualification for the job it is permissible to discriminate. An example might be the requirement of a person of the Catholic faith to teach it. Claims and awards Complaints by employees may be made to an Employment Tribunal within three months of the last alleged contravention. If the case is proven the tribunal may make awards for four types of damages: Loss of earnings This is a straight forward calculation of the loss of earnings that the person will suffer from losing or being refused the job and may extend many years into the future. If the employee has mitigated any of the loss via a new job it will be taken into account in the calculation. Injury to feelings This may include the suffering as a result of stress and depression but apart from that there is very little guidance on amounts or circumstances and is left very much up to the individual tribunals. Aggravated damages This is in addition to an award for injury to feelings and is used to 'punish' (although it should not be) the employers of particularly bad cases. Personal injury The Court of Appeal stated that tribunals have jurisdiction to award damages for personal injuries as well as injury to feelings. This will normally take the form of a psychiatric injury such as depression. There is no limit on the amount of award that can be made and interest can be charged. Most awards made are, generally, under £3000.00 but have been made for £125,000.00 in the past. This, however, bears no relationship the the awards made in America, after an appeal halved the original award a secretary walked away with over $3.5 million.
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