Unit 8 Understanding TV &

Film Task 03 Contractual,

Legal & Ethical Obligations
Employment legislation & different contracts
The Employment Equality (Age) Regulations 2006
Made - 3rd April 2006
Coming into force - 1st October 2006

http://www.legislation.gov.uk/uksi/2006/1031/introduction/mad
e

The Employment Equality (Age) Regulations 2006 is a piece of

secondary legislation in the United Kingdom, which prohibits
employers unreasonably discriminating against employees on
grounds of age. It came into force on October 1, 2006. The Equality
Act 2010 now supersedes it.
http://en.wikipedia.org/wiki/Employment_Equality_%28Age
%29_Regulations_2006
- The Equality Act 2010 is an Act of Parliament of the United
Kingdom, and has the same goals as the four major EU Equal
Treatment Directives, whose provisions it mirrors and implements.
The primary purpose of the Act is to codify the complicated and
numerous arrays of Acts and Regulations, which formed the basis of
anti-discrimination law in Great Britain. This was, primarily, the
Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race
Relations Act 1976, the Disability Discrimination Act 1995 and three
major
statutory
instruments
protecting
discrimination
in
employment on grounds of religion or belief, sexual orientation and
age.
http://en.wikipedia.org/wiki/Equality_Act_2010

Employee Rights
Your rights at work will depend on:

Your statutory rights, and

Your contract of employment.

Your contract of employment cannot take away rights you have by

law. So if, for example, you have a contract which states you are
only entitled to two weeks' paid holiday per year when, by law, all
full-time employees are entitled to 28 days' paid holiday per year,
this part of your contract is void and does not apply. The right you
have under law (to 28 days' holiday in this case) applies instead.
http://www.adviceguide.org.uk/england/work_e/work_rights_at_work
_e/basic_rights_at_work.htm
If youre current works contract more rights than these must be
applied. Also some employee rights are statutory, this means they
are given by the law of the UK and apply to all employees

Equal opportunity
Equal opportunity is a stipulation that all people should be treated
similarly, unhampered by artificial barriers or prejudices or
preferences, except when particular distinctions can be explicitly
justified. The aim according to this often complex and contested
concept is that important jobs should go to those most qualified
persons most likely to perform ably in a given task and not go to
persons for arbitrary or irrelevant reasons, such as circumstances of
birth, upbringing, friendship ties to whoever is in power, religion,
sex, ethnicity, race, caste, or involuntary personal attributes such as
disability, age, gender, or sexual orientation. Chances for
advancement should be open to everybody interested such that
they have an equal chance to compete within the framework of
goals and the structure of rules established.
http://en.wikipedia.org/wiki/Equal_opportunity
Almost all employers now have a policy referring to discrimination
on the grounds of sex, race, and disability. Policies may also include
age, marital status, gender (which will cover Transsexual people)
and sexuality or sexual orientation. A good employer will also have a
policy on HIV and AIDS.

Ethical
Ethical codes are adopted by organizations to assist members in
understanding the difference between 'right' and 'wrong' and in
applying that understanding to their decisions. An ethical code

generally implies documents at three levels: codes of business

ethics, codes of conduct for employees, and codes of professional
practice
http://en.wikipedia.org/wiki/Ethical_code

Ethical policy
Immediate is committed to ensuring a high standard of ethical and
environmental trade practices, including the provision of safe
working conditions and the protection of workers rights, across its
global businesses. Immediate conducts its business in accordance
with the provisions of this Code of Ethical Policy (the Code) and
expects its Suppliers to observe the Codes provisions and to
demonstrate a similar commitment to an on-going programme of
ensuring and, where necessary,
improving,
ethical and
environmental practices. This Code of Ethical Policy enshrines the
principles of the Ethical Trading Initiative Base Code and reflects the
international standards set out in the International Labour
Organisation (ILO) Conventions.
http://www.immediate.co.uk/ethical-policy/

Legal
Race Relations Act 1976
1976 CHAPTER 74
An Act to make fresh provision with respect to discrimination on
racial grounds and relations between people of different racial
groups; and to make in the Sex Discrimination Act 1975
amendments for bringing provisions in that Act relating to its
administration and enforcement into conformity with the
corresponding provisions in this Act.
http://www.legislation.gov.uk/ukpga/1976/74
This act is to prevent discrimination on the grounds of race and an
Act to make fresh provision with respect to discrimination on racial
grounds and relations between people of different racial groups.