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FastFinders.co.uk is an equal opportunities company. We take any breach of the Acts very seriously and will do our utmost to indefinitely ban any company, person and/or individual from using this site. In certain cases, the necessary authorities may be contacted.
We have provided a short description for your guidance only. For a full understanding or clarity, please contact your local council or private body.
FastFinders.co.uk shall not be liable to the User of our site for any anxiety, loss, injury, damage, expense or delay incurred or suffered by the User arising directly or indirectly from or in any way connected with a CV, advertisement and/or entry
The User agrees to use the site in a sensible manner and be in compliance with all applicable laws and regulations. The User will not use the site to transmit, display, distribute or link to any material which is offensive, defamatory, obscene or of a menacing character or which may, in our judgement, cause inconvenience, anxiety or annoyance to any person including, without limitation, any racist, harassing, sexist, vulgar, threatening, discriminatory or abusive material, opinions or messages. The User also agrees that age, gender or ethnicity data or any such information provided by a candidate (or The Person whom is registered as a candidate) will not be used in any employment-related decision.
The User agrees to take full responsibility for the use of the site made by the User, third party agents or subcontractors and agree to accept liability for third party use of the site allowed by the User which is in breach of the following Acts.
The Gender Recognition Act 2004
In 1996 it was made illegal to discriminate against transsexuals in the workplace. In 2000 in the European Court of Human rights it was established that transsexuals should be afforded legal status in the sex that they lived in – this was effected in the UK last year, in the form of the Gender Recognition Act, July 2004. The act means that transsexual people can marry in their acquired gender, obtain a birth certificate recognising the acquired gender, and obtain benefits and a state pension just like anyone else of that gender. To get this legal recognition, transsexual people have to apply to the Gender Recognition Panel and demonstrate that they have ‘gender dysphoria’, that they have lived for at least the last two years in their acquired gender, and that they intend to live in that gender until death. They must also be backed up by medical reports.
The Civic Partnership Act 2004
This Act creates a new legal relationship of civil partnership, which two people of the same-sex can form by signing a registration document. It also provides same-sex couples who form a civil partnership with parity of treatment in a wide range of legal matters with those opposite-sex couples who enter into a civil marriage.
Employment Equality (Religion or Belief) Regulations 2003
These regulations outlaw discrimination (direct discrimination, indirect discrimination, harassment and victimisation) in employment and vocational training on the grounds of religion or belief. The regulations apply to discrimination on grounds of religion, religious belief or similar philosophical belief.
Employment Equality (Sexual Orientation) Regulations 2003
These regulations outlaw discrimination (direct discrimination, indirect discrimination, harassment and victimisation) in employment and vocational training on the grounds of sexual orientation. The regulations apply to discrimination on grounds of orientation towards persons of the same sex (lesbians and gay men) and the same and opposite sex (bisexuals).
Sex Discrimination (Gender Reassignment) Regulations 1999
These regulations are a measure to prevent discrimination against transsexual people on the grounds of sex in pay and treatment in employment and vocational training. They effectively insert into the Sex Discrimination Act a provision to extend the Act, insofar as it refers to employment and vocational training, to include discrimination on gender reassignment grounds.
The Human Rights Act 1998
The Human Rights Act came fully into force on 2 October 2000. It gives further effect in the UK to rights contained in the European Convention of Human Rights. The Act; makes it unlawful for a public Council to breach Convention rights, unless an Act of Parliament meant it could not have acted differently; means that cases can be dealt with in a UK court or tribunal; and says that all UK legislation must be given a meaning that fits with the Convention rights, if that is possible.
The Disability Discrimination Act 1995
This Act prohibits discrimination against disabled people in the areas of employment, the provision of goods, facilities, services and premises, and education; and provides for regulations to improve access to public transport to be made.
Disability Discrimination Act 2005
This Act makes substantial amendments to the Disability Discrimination Act 1995. The 2005 Act places a general duty on public authorities to promote disability equality and to have due regard to eliminate unlawful discrimination. Those listed bodies within the public sector will also be subject to a specific duty of the 2005 Act. The specific duty provides a clear framework for meeting the general duty and includes the requirement to produce a Disability Equality Scheme. The Disability Equality Duty for the Public Sector will come into force in December 2006.
The Race Relations Act 1976 (as amended by the Race Relations (Amendment) Act 2000)
The Race Relations Act 1976 makes it illegal to discriminate on the grounds of colour, race, nationality, ethnic or national origins in the fields of Employment, Training and related matters, Education, The provision of goods, facilities and services; Accommodation. This Includes the selection process; The terms the job is offered; Choosing a successful applicant; In opportunities for promotion; Transfers or training; In benefits granted by an employer; and in dismissals, disciplinary hearings or other unfair treatment of employees.
The Sex Discrimination Act (as amended) 1975
The Sex Discrimination Act makes it illegal to treat a woman or man less favourably on the grounds of their sex or marital status (ie whether they are married or not) in employment, training, education and the provision of goods, facilities and services to members of the public. This includes: in the selection process; the terms on which a job is offered; choosing a successful applicant; in opportunities for promotion; transfers or training; in benefits granted by an employer; in dismissals, disciplinary hearings or other unfair treatment of employees.
The Employment Equality (Age) Regulations 2006 came into force on 1 October 2006
The Regulations (which will not affect the age at which people can claim their state pension) bans age discrimination in terms of recruitment, promotion and training. The Act removed the current age limit for unfair dismissal and redundancy rights and bans unjustified retirement ages of below 65. The Act also introduced a right for employees to request working beyond retirement age and a duty on employers to consider that request; and a new requirement for employers to give at least six months notice to employees about their intended retirement date so that individuals can plan better for retirement, and be confident that "retirement" is not being used as cover for unfair dismissal.
The Equal Pay Act (as amended) 1970
This Act gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the man and the woman are doing: like work; or work related as equivalent under an analytical job evaluation study; or work that is proved to be of equal value.
The Equality Act 2006
The Equality Bill was re-introduced in Parliament on the 19 May 2005 and gained Royal Assent in February 2006. The Act’s main provisions include the creation of the Commission for Equality and Human Rights (CEHR) which would give individuals suffering from discrimination easier access to support and provide employers and service providers with improved advice and information in a one-stop-shop. The purpose and functions of the CEHR are defined in the Act:- making discrimination unlawful on the grounds of religion and belief in the provision of goods, facilities and services, education, the use and disposal of premises, and the exercise of public functions; and placing a duty on public authorities to promote equality of opportunity between women and men (‘the gender duty’), and prohibit sex discrimination in the exercise of public functions. The Act will also include a specific duty on public bodies to produce a Gender Equality Scheme.
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