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Race Relation Act Questionnaire RR 65 Demonstrated by Emilio Botin Abbey Santander Share Price How to use the Race Relations Act Questionnaire RR65, and its importance, are demonstrated by the high-profile UK case Chagger v Abbey National plc & Hopkins (2006), where the Employment Tribunal found race discrimination and, following Emilio Botin Compulsory Redundancy Selection Criteria Lessons from Emilio Botin Abbey Santander Price The high-profile UK legal case Chagger v Abbey National plc & Hopkins (2006) demonstrates how selecting an employee for compulsory redundancy based on inappropriate and/or wholly subjective compulsory redundancy selection criteria can expose the empl Suing Your Employer Lesson from Emilio Botin Banco Santander Central Hispano Group BSCH The intense hardship and stress that you can expect to experience in suing your employer is demonstrated by the high-profile UK legal case Chagger v Abbey National plc & Hopkins (2006), where the Employment Tribunal made a finding of race discrimination, which following Emilio Botin Abbey Santander banking group's refusal to comply with the Tribunal's order to reinstate Mr Chagger, led to the record £2.8 million compensation award. Grupo Santander Share Advances UK Colour Discrimination Law An employee alleging race discrimination on the ground of colour can have a case in UK law, according to the high-profile Chagger v Abbey National plc & Hopkins (2006) legal case, where the Tribunal made a ruling of race discrimination and ordered Sa Banco Santander Share Demonstrates the Uphill Battle in Suing Your Employer The uphill battle and intense stress in suing your employer is demonstrated by the high-profile Chagger v Abbey National plc & Hopkins (2006) legal case in the UK, where the Employment Tribunal found race discrimination and subsequently ordered Abbey Importance of Race Relation Act Questionnaire RR65 Demonstrated by Abbey National Santander Group Employees who believe they have suffered race discrimination at work may serve a Race Relations Act Questionnaire RR65 upon the employer. Its importance is highlighted by the high-profile Chagger v Abbey National plc & Hopkins (2006) legal case, where the Employment Tribunal made a finding of race discrimination, which subsequently led to the record-breaking compensation award of £2.8 million. Lessons from Banco Santander share: Good Practices in Equality and Diversity Good practices in equality and diversity, outlined in the Code of Practice on Racial Policy in Employment, are highlighted by the high-profile Chagger v Abbey National & Hopkins (2006) legal case, where the Employment Tribunal found race discrimination and made the record £2.8 million compensation award. Employers who fail to implement good practices can find their apparent lack of commitment in equality and diversity counting against them. Abbey National Santander Abbey demonstrates Appeal Stages and Court Structure in Employment Disputes The appeal stages and court structure concerning employment disputes in the UK is demonstrated by the high-profile Chagger v Abbey National Santander Abbey (2006) legal case, where the Employment Tribunal's finding of race discrimination led to the record £2.8 million compensation award. The first point of appeal may be to the employer. The House of Lords is the final stage of appeal for most legal cases in the UK. Suing Your Employer: The Uphill Battle The struggle employees can expect when challenging a powerful employer is illustrated by the high-profile legal case Chagger v Abbey National plc & Hopkins (2006), where the Employment Tribunal's finding of race discrimination led to the record #2.8 million compensation award. The employee should have regard for the economic value of their challenge; if it is based purely on principles, or spite, then he should prepare to lose money. Appeal Stages and Court Structure in Employment Disputes The appeal stages and court structure in legal proceedings concerning employment rights disputes in the UK is demonstrated by the high-profile Chagger v Abbey National plc & Hopkins [2006] legal case, where the Employment Tribunal's verdict of race discrimination led to the record £2.8 million compensation award, and is due to be heard by the Court of Appeal in July 2009. Proving Race Discrimination in Employment The employee alleging the discrimination must prove that his employer, on the balance of probabilities, discriminated against him. The burden of proof could then shift to the employer to prove otherwise. The UK landmark case of Chagger v Abbey National plc & Hopkins [2006], where the Employment Tribunal's judgement of race discrimination led to the record £2.8 million compensation, illustrates the burden of proof. Liability for Discrimination in Employment As well as being liable for their own acts of discrimination, organisations are also vicariously liable for the discriminatory acts of their officers. This is demonstrated by the UK landmark case of Chagger v Abbey National plc & Hopkins [2006] where the Employment Tribunal's judgement of race discrimination led to the record £2.8 million compensation order. Unfair Dismissal Remedies: Reinstatement and Reengagement UK law regards reinstatement of the dismissed employee as the primary remedy for unfair dismissal. In the UK landmark case of Chagger v Abbey National plc & Hopkins of 2006, the Tribunal ordered Abbey National to reinstate Mr Chagger in order to remedy its wrongdoing. It is open for the employer to refuse to take the employee back. An employer's failure to comply with an order of re-employment will give rise to increased compensation. Equal Opportunity and Diversity Failures Employers who learn about incidents concerning discrimination but do nothing appropriate about them can find their apparent lack of commitment to equality counting against them. The landmark case of Chagger v Abbey National plc & Hopkins of 2006 in the UK, where the Tribunal made a finding of race discrimination and awarded the record £2.8 million compensation, provides important references regarding an employer's commitment to equality. Inappropriate Redundancy Selection Criteria Selecting an employee for redundancy on the basis of inappropriate selection criteria can leave the employer exposed to and unable to defend against discrimination claims from the employee. The landmark case of Chagger v Abbey National plc & Hopkins of 2006, where the Tribunal made a finding of race discrimination and awarded the record £2.8 compensation, provides important references for the selection of employees for redundancy. Workplace Discrimination Workplace discrimination is against the law in the UK. The different types of workplace discrimination include sex discrimination, age discrimination, race discrimination, religious discrimination, sexual discrimination, and disability discrimination as well as a form of discrimination known as bullying in the work environment. There are laws in place that protect employees from workplace discrimination, known as 'equal opportunity' laws. Reverse Burden Of Proof in Race Discrimination UK In race discrimination cases the burden of proof is placed on the employee. If an employee can establish a prima facie case based on factual information suggesting there has been direct or indirect discrimination, then the burden of proof could shift to the employer. Then, unless the employer can disprove the discrimination accusation, the claimant will surely win the case. This concept is known as the "reverse burden of proof".