Workplace Legislation

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The Data Protection Act 1998 came into force on the 1st of March 2000 to bring the UK into line with a European Community Human Rights Directive. It is concerned with establishing a balance between the freedom to gather and process information, and the individual’s right to privacy. As such it is an extremely important piece of legislation containing important do’s and don’ts for anyone working with personal information. This course will enable learners to understand how the Act requires organisations to be open and honest about their use of personal information, and how it requires both organisations and individuals to follow certain principles when processing it.

An Overview of the Data Protection Act 1998

The purpose of the Freedom of Information Act is to give people increased access to the wealth of information held by public bodies and government departments. The Act further aims to encourage increased openness and enable members of the public to understand how such organisations carry out their duties, why they make the decisions they do, and how they spend public money. This course will enable learners to understand the background to the Freedom of Information Act 2000, deal with requests for information and recognise exemptions to the Act.

Freedom of Information Act 2000

The UK has a single, central piece of legislation that defines the law concerning data protection: The Data Protection Act (1998). This Act brought the UK into line with the European Union’s requirements for Member States to ensure the fundamental privacy and protection of citizens’ personal data. This module will enable you to recognise the eight principles of data protection. It will also provide you with explanations and examples to help you understand the issues surrounding personal data and your responsibilities regarding its storage, processing and transmission.

Data Protection Act

This online course provides an introduction into the various forms that Sanctions can take and highlights the challenges that industry faces in ensuring that organisations do not facilitate business with sanctioned individuals or entities. Staff will get a comprehensive overview of global sanctions and embargoes.

Trade Sanctions

Slavery still exists throughout the world with an estimate of 20 million slaves existing in the world today. This course will assist you to understand the definitions of modern slavery in relation to the Modern Slavery Act 2015 and how and where to spot modern slavery in your supply chain.

Modern Slavery

Welcome to the General Data Protection Regulation (GDPR) eLearning Course. Data protection has existed for decades to protect personal information and control how it is used. This legislation has been updated many times and the GDPR is the most recent example. In this course, you'll learn about what personal data is, why we need to protect data, and how you can comply with our new Data Protection Policy and procedures, which have been updated for the General Data Protection Regulation (GDPR).

General Data Protection Regulation (GDPR)

According to the Office for National Statistics there are at least 170 different religions or beliefs being practised in the United Kingdom? This means that many UK workplaces are rich with people of different beliefs (or indeed non-belief), different customs and different perspectives on life and death. It also means that successful organisations will ensure that its employees are able to express their religion, belief or non-belief without prejudice or discrimination. This course will enable the learner to understand and recognise religious or belief discrimination and take appropriate steps to avoid or deal with it.

Religious or Belief Discrimination

Gender reassignment consists of the process of someone changing their gender identity- from male to female or female to male. Each year, social stigma, prejudice and a lack of understanding leads to cases of gender reassignment discrimination and harassment in the workplace. This is regrettable - gender reassignment discrimination is illegal and everyone has a legal responsibility to work towards its elimination. Failing to take this responsibility seriously can result in civil or criminal penalties for individuals and organisations This course will enable the learner to understand and recognise Gender reassignment discrimination and take appropriate steps to avoid or deal with it.

Gender Reassignment Discrimination

Recent years have seen major demographic changes in the workplace with more women, single parents, dual-earning families and employees with caring responsibilities forming part of the workforce. To accommodate the needs of these groups, and maximise the potential of this talent pool, flexible arrangements are crucial when considering how much time is worked, as well as when and where work is done.

Flexible Working

Over 10% of the UK workforce is made up of people of an ethnic minority – and this number is growing. UK businesses are fortunate to have a current and expanding pool of racially diverse talent that brings varied and wide-ranging experiences and perspectives to an organisation. However, recent statistics indicate a substantially lower employment rate for people from an ethnic minority. Whilst the reasons for this may be complex, Government reports suggest that a large contributor to this under-employment is discrimination. So clearly, despite improving attitudes and behaviours, race discrimination is still a problem in the workplace. This course looks at the legal requirements in place to combat work-related race discrimination and provides a template for addressing them effectively

Avoiding and Dealing with Race Discrimination

Surveys by both the Government and charitable organisations show that age bias is the most common form of employment discrimination. This discrimination is manifested in many ways, for instance by older workers being unfairly refused a promotion, and younger workers receiving lower rates of pay – despite having all the relevant skills and experience. Age discrimination is illegal, and failing to follow the law can lead to serious consequences for employers. Clearly, therefore, complying with the law is a key reason for eliminating workplace-related age discrimination. But there are other good reasons too, particularly those relating to the creation of a diverse workplace – an environment that cannot occur where age is used as a barrier against employment, promotion, training or pay. This course is designed to help learners understand what age discrimination means, the different types of discrimination and how they occur in the workplace.

Avoiding and Dealing with Age Discrimination

People of all sexual orientations should feel welcome, safe and respected in their workplace. This poses few difficulties in organisations where people are treated fairly, and opportunities are based on merit. But this isn’t always the case – discrimination against people because of their sexual orientation happens across the country, in organisations large and small. This course is designed to help learners understand what discrimination on the grounds of sexual orientation means, the different types of discrimination, and how they occur in the workplace. Having completed this course the learner will be able to contribute towards a fairer and more diverse workplace for all.

Workplace Sexual Orientation Discrimination

Diversity and equality are terms that are much used these days and this course sets out to discover what they actually mean and why they are so important both in and out of the workplace. The Equality Act 2010 is the most significant piece of equality law for many years and this course explains in simple terms how it affects those possessing any of the nine ‘Protected Characteristics’, and the implications for those employing or working alongside them. Discrimination, how it occurs and how it can be avoided is sensitively explained using simulations and case studies based on the imaginary town of Equalityville, whilst achievement of learning objectives is tested throughout using different methods of formative and summative assessment.

Diversity, Equality and Discrimination

Everyone should be treated with dignity and respect at work. Unfortunately, from time to time this doesn’t happen – and subjecting someone to harassment or victimisation are both good examples of this type of failure. The Equality Act 2010 - the most significant piece of equality law for many years – makes both harassment and victimisation illegal. This course sets out to explain in simple terms the different forms of harassment, its harmful consequences, how it can be avoided and how to deal with it. Simulations and case studies based on the imaginary town of Equalityville are used to help the learner recognise harassment within a work context. The circumstances that constitute victimisation are also explained and demonstrated.

Harassment and Victimisation

Employers run a great risk if they fail to ensure that all applicants and candidates for employment are treated fairly and equally. This risk results from the legal responsibilities that must be met when recruiting and selecting employees – responsibilities that were clearly laid out in the Equality Act 2010. This course takes the Equality Act as its base and uses it to explain and demonstrate both the legal requirements and best practices that contribute towards a credible and effective recruitment and selection process.

Equal Opportunities: Recruitment & Selection

During pregnancy and the period following childbirth both mothers and fathers receive a significant degree of legal protection against workplace disadvantage. This protection seeks to avoid discrimination, work stress and financial difficulty through antidiscrimination law, statutory entitlements to leave and financial benefits. In return, those concerned have responsibilities, primarily in respect of keeping their employer notified of their wishes and intentions. This course aims to enable learners to understand the full range of rights and responsibilities of mothers-to-be, mothers and fathers during the time they are in paid employment.

Equal Opportunities: Parents in Employment

As modern society has discovered, women have the ability to perform with equal skill and success in virtually every field engaged in by men, from employment to sport. Yet discrimination on the basis of sex has a long history and its residual effects still operate to keep the pay of many women lower, and opportunities fewer, than those available to men. Of course, although it is less common, men too can be subjected to unlawful sex discrimination.

Avoiding and Dealing with Sex Discrimination

Discriminatory attitudes, inaccurate assumptions and stereotypes lead to qualified and capable disabled people with disabilities being denied job opportunities available to the fully abled others. Statistics from the Government’s Labour Force Survey reveal that significantly fewer disabled people of working age have jobs, compared to those without impairments, and those that do have jobs are less well paid on average than those who are not impaired. These statistics make it clear that workplace discrimination against disabled people is a problem. Fortunately it is a problem that the law is designed to address vigorously – with substantial penalties for those who fall short. This course is designed to help the learner understand the ethical, moral and legal position regarding those with impairments, how it fits within an equal and diverse workplace, and their role in creating such a workplace.

Avoiding and Dealing With Disability Discrimination