Ethics and Sustainability Assignment (pdf)
11 Pages2497 Words29 Views
Added on 2021-04-24
Ethics and Sustainability Assignment (pdf)
Added on 2021-04-24
ShareRelated Documents
Running Head: Ethics and sustainability1Ethics and Sustainability
Ethics and Sustainability2Introduction:Equal pay for Equal work is considered as concept which highlights the rights of labor, as workers working in the same workplace must get equal pay. Generally, it is an issue related to sexual discrimination in context of Gender pay gap. Equal pay is considered as complete range of payments and benefits which include basic pay of employee, non-salary payments, and bonuses and allowances. There are number of countries which address this problem in effective manner (Joseph, n.d.). Act related to the equal pay requires that both men and women working at the same workplace must get equal pay for equal work. Jobs done by them must be equal but there is no such requirement which state that job must be identical. If there is any such inequality in wages between the men and women, then employer has no right to reduce the wages of either sex for the purpose of equalize their pay (SMH, 2010).This paper states the regulations, law and business ethics related to the business organization, and it also demonstrates the understanding related to the values adopted by the organization for the purpose of supporting ethical decision making. Lastly, paper is concluded with brief conclusion. Equal pay regulations & law:In Australia, laws related to the equal opportunity are operated at the federal and state/territory levels. These laws restrict the treatment which is unfair and unfavorable, with any person in the organization who belongs to any specific group of people or because such person have a specific characteristic or element. Unlawful discrimination at the workplace on the basis of sex of the
Ethics and Sustainability3person is restricted by the federal Sex Discrimination Act 1984 (Cth). Laws related to equal opportunities also provide protection to other type of workers (Huamn rights, n.d.; WGEA, n.d.).Direct discrimination:Organization cannot treat any of its employees of one sex in less favorable manner as compared to other employee of different sex, either in similar situations or in those situations which are not materially different. Therefore, it is important for the organization to identify any existing genderpay gaps and take actions to close these gaps, otherwise organization bear the risk of a claim related to the sex discrimination. This can be understood through example, in direct sex discrimination organization offer higher starting salary to the male graduate but lower starting salary to the female graduate for the similar work. Indirect discrimination:Organizations are under obligation to make sure that they are not imposing any condition, requirement, or practice which is unreasonable in nature. If any gender pay gaps are exists in the organization, then it is necessary to access whether there are any practices exists at the workplacewhich have uneven on one sex, and whether these practices are reasonable in nature. This can be understood through example, indirect sex discrimination exists when organization impose any such condition in which only full-time employees can take part in the discretionary bonus scheme of the company, and this condition is applicable in those situations when organization has more number of women employees on part-time basis as compared to male employees (FWO, n.d.).
Ethics and Sustainability4General protections:There are numbers of general protections which are introduced by the Fair Work Act 2009 for the purpose of provide protection to the employees, and this includes:Employees get protection from being treated in adverse manner because they exercise or want to exercise any workplace right, such as they want to take benefit of the parental leave. Employees also get protection from the practices of unlawful discrimination.It must be noted that, general protection laws apply in same manner as equal opportunity laws applied to the wide range of workers including other workers also. Organizations must fulfill their duties carefully under the Fair Work Act 2009 while making their decisions. Equal remunerations provisions under the Fair Work act 2009 states, power is imposing under the Fair Work Commission to make any order they consider right against an employer, if they believe that equal remuneration for equal work is not paid in the organization. This can be understood through example; the Fair Work Commission has power to make order for changing the pay ratesstated in the awards and enterprise agreements (FWO, n.d.). It must be noted that in case organization fail to comply with the provisions and regulations related to the equal remuneration then Fair Work commission has power to make order which impose penalties on the organization. Requirements related to reporting stated under the Workplace Gender Equality Act 2012 (Cth), organization engaged in non-public sector with more than 100 employees must report to the agency in context of six gender equality indicators.
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Assignment on Business law (pdf)lg...
|13
|3686
|442
The Impact of Gender Discrimination on Workplace Productivitylg...
|15
|3649
|159
Business Ethics & Law : Reportlg...
|7
|1609
|100
Gender Discrimination in Australia Analysis Of Findingslg...
|6
|2256
|91
Equal Employment Opportunity in Human Resource Managementlg...
|12
|1097
|49
The Gender Pay Gap: Ethical Dimensions and Recommendationslg...
|13
|3908
|84