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The Director of the Equality Tribunal (previously known as the Director of Equality Investigations) published 22 decisions during September 2013 in areas of discrimination that included gender and disability - Leaving Cert Business - Question C - 2015
Question C
The Director of the Equality Tribunal (previously known as the Director of Equality Investigations) published 22 decisions during September 2013 in areas of discrimi... show full transcript
Worked Solution & Example Answer:The Director of the Equality Tribunal (previously known as the Director of Equality Investigations) published 22 decisions during September 2013 in areas of discrimination that included gender and disability - Leaving Cert Business - Question C - 2015
Step 1
Define employment discrimination as set out in the Employment Equality Act 1998.
Answer
Employment discrimination is defined as a situation where an employee is treated less favorably than another person based on certain characteristics. This means that if an employee is discriminated against due to their gender, age, race, or other protected characteristics, it is considered unlawful under the Employment Equality Act 1998. The Act outlines that discrimination can occur when an employee is treated in a comparable situation less favorably than someone who does not possess those characteristics.
Step 2
Step 3
Evaluate the role of the Director of the Equality Tribunal in dealing with discrimination cases under this Act.
Answer
The Director of the Equality Tribunal plays a vital role in managing discrimination cases. Responsibilities include:
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Decision Making: The Director determines which cases of discrimination are examined by the Equality Mediators or the Equality Officer, based on the severity and nature of the complaints.
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Mediation: The Director may facilitate mediation between complainants and respondents to reach an acceptable agreement. This approach aims to settle disputes amicably before they escalate to formal deliberations.
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Final Decisions: The Director makes the final decisions on cases which can be appealed to the Labour Court within 42 days, ensuring an avenue for justice for both parties.
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Oversight: By ensuring fairness in the handling of discrimination cases, the Director enhances public confidence in the equality framework established under the Act.