Fair discrimination- Discrimination means treating some people differently from others. It isn't always unlawful - after all, people are paid different wages depending on their status and skills. However, there are certain reasons for which your employer can't discriminate against you by law. Discrimination happens when an employer treats one employee less favourably than others. It could mean a female employee being paid less than a male colleague for doing the same job, or an employee from a minority ethnic community being refused the training opportunities offered to other colleagues.
There are specific laws against some types of discrimination (called 'unlawful discrimination'). If your employer treats you less favourably for an unlawful reason, you may be able to take action. If your employer treats you unfairly for any other reason, this is not unlawful discrimination.
There are laws against discrimination on the basis of your:
-gender
-marriage or civil partnership
-gender reassignment
-pregnancy and maternity leave
-sexual orientation
-disability
-race
-colour
-ethnic background
-nationality
-religion or political opinion
-age
Unfair discrimination- Unfair discrimination is when you are treated differently as compared to other categories of people and that your dignity as a human being is impaired by such treatment.
Discrimination is regarded as unfair when it imposes burdens or withholds benefits or opportunities from any person on one of the prohibited grounds listed in the Act, namely: race, gender, sex, pregnancy, ethnic or social origin, colour, sexual orientation, age, disability, religion, conscience, belief, culture, language and birth etc.
It is important to note that the Act does not prohibit discrimination but unfair discrimination.There are certain circumstances where discrimination can be regarded as fair e.g. measures designed to advance persons disadvantaged by the previous system of racial discrimination.
Cases for fair discrimination (read case)- The new amendments to the Employment Equity Act 55 of 1998 (the EEA) assist employers in defending unfair discrimination claims by enabling employers to show that the alleged unfair discrimination is justifiable. Prior to the amendment, an employer was only able to escape liability by showing that the discrimination in question was fair.
Answer:
a. the evidence presented to the magistrate did not amount to probable cause
Explanation:
Wasnt Enough PC
Answer:
2 points
Explanation:
The Driver Responsibility Program (DRP) was set up to help in managing the activities of road users; mainly drivers. Drivers who broke the traffic rules were made to face the wrath of the law.
It involves assigning points to the offenders according to their offences.
A driver accumulates 2 points for every traffic conviction which does not result in a crash which includes running the traffic light. The driver is also fined.
The two other answers to this question are spot on, but I'm going to interpret this question in a different way. I'm going to answer it as if the question said "Who was the first presidential style Prime Minister of UK?"
I would argue that there have been two 'Presidents of the United Kingdom': Margaret Thatcher and Tony Blair.
For the first eight years of her administration, Margaret Thatcher was effectively 'the President of the United Kingdom'. Her administration was able to do things most post war PMs were not able to do, possibly buoyed by the large mandates she was given by the British public in 1979 and 1983.
Given the landslide election of 1997, it became almost impossible for the Conservative party to win the 2001 election, and very unlikely that would would have much of a chance in 2005 (Michael Portillo's words, not just mine). With this sort of a political landscape and public mandate, Blair was able to govern as a de-facto president, allowing him to push through parliament decisions that didn't have, not only, the public's backing but even the backing of much of the Labour party. This can be seen in Blair's decisions regarding Iraq and Afghanistan post 9/11.
