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moreover, the court cannot find that the job sharing scheme was applied in a discriminatory manner to the claimant.
in her appeal, the claimant submitted that to implement in full the spirit of the equality officer's recommendation it is necessary for the department not only to pay the claimant the same rate of pay as the male comparators but to redress a discrimination in the grading system by grading her at the same grade as the comparators.
discriminatory (another way of formulating article 2(3) of directive 76/207).
the bill states that maternity protection is a condition for achieving equal treatment of men and women, a more dynamic vision which this author has frequently proposed (see e.g. j. jacqmain, «pregnancy as grounds for dismissal», industrial law journal, 1994, p.
the centrale raad states that according to the explanatory memorandum of the wet , a pro rata labour onderscheid arbeidsduur condition is not discriminatory.
dr rikki holtmaat published a legal guide on sexual harassment at work.
the court is satisfied, therefore, that the claimant suffered no loss as a result of the former alleged discriminatory practice of the revenue commissioners.
every public authority is entitled to approve derogatory provisions only by regulation (regolamenti), according to the specific kind of public service and to the real needs of the authority.
she said that she could not comply with such a requirement and since most of the people adversely affected by such a requirement are women, then it was indirectly discriminatory.
the claimants could not avail themselves of this scheme because there was already a full take-up when they applied for it.
exemptions, privileges and additional protection granted to women, the disabled, youth under the age of 18 and other socially vulnerable persons are not considered discriminatory.
concerning clause 3 sub-clause (d) of the addendum to article 24 in relation to paragraphs 1 and 2 article 16 part 1 stipulates that any discrimination based on nationality, gender, race, religion, ethnicity, language, place of residence, property situation, social origin, age, marriage status, beliefs, political views, affiliation with a trade union or other public organisation, rank and duty position or any other factors not related to job qualifications, professional skills and work outcomes, as well as giving any privileges or exemptions or denying any basic rights based on the above criteria is strictly inadmissible.
if these persons want to resign within the first year of life of the child, the labour inspectorate has to validate their decision so as to ensure that there is no discriminatory pressure from the employer.
the issue of new rules to implement leading case law on act n. 1204/71 and act n. 903/77.
awaiting the validation of discriminatory tests, an introduction of a tolerance level with regard to a small presence of meatand-bone meal in feed may be proposed without jeopardising the current eradication measures.
the mandatory treatment of mammalian proteins at 133°c, 3 bars during 20 minutes results in very small fragments of animal proteins which are hard to detect by the current analytical methods.
as the court found that the restriction of the scheme to 5% of the cabin crew was justified as "essential" it could not be a discriminatory requirement.
the netherlands ina sjerps women in dutch universities the position of women in dutch universities is still far from satisfactory.
such a provision might well be considered necessary because of the volume of complaints that might be anticipated in the initial stage of the act’s operation based on discriminatory practices in which persons were allegedly engaging at the time the act came into force and during a period of time shortly thereafter.
since the refusal to employ or continue to employ 7 occurred after the canadian human rights act came into force on march 1, 1978, the tribunal has jurisdiction to consider not only the complaint but also the logical sequence of events that gave rise to the dismissal.
finally, the burden shifts back to the complainant to prove that this explanation was merely a "pretext" and that the true motivation behind the employés actions was in fact discriminatory."
finally, the burden shifts back to the complainant to prove that this explanation was merely a "pretext" and that the true motivation behind the employer’s actions was in fact discriminatory.
la canalisation prévue sera exploitée selon les principes du transporteur commun (common-carrier), de l’accès ouvert (open access), de la redevance de transport non discriminatoire (non-discriminatory fees) et du bénéfice minimum (minimum profit).
the planned pipeline will be operated on the basis of the following principles: ‘common carrier/open access’, ‘non-discriminatory fees’ and ‘minimum profit’.