The plaintiff exercised her right under Japanese law to reduce her working hours to spend time taking care of her child. The internal policy of her employer stated that employees who did not attend work for 90% or more of work days are ineligible for a bonus. The plaintiff’s employer counted the plaintiff’s shortened working days as absences and refused to pay her a bonus. The plaintiff sued her company for a bonus.
"An employer may not discriminate against a person who, with respect to the employer,1. is an employee; 2. is enquiring about or applying for work; 3. is applying for or carrying out a traineeship; 4. is available to perform work or is performing work as temporary or borrowed labour.
"An employer may not discriminate against a person who, with respect to the employer, 1. is an employee, 2. is enquiring about or applying for work, 3. is applying for or carrying out a traineeship, or 4. is available to perform work or is performing work as temporary or borrowed labour. (…)" Chapter 2 Section 1 of the Swedish Discrimination Act.] A woman had applied for employment at the farm where she was doing an internship. During the internship the woman had had a miscarriage, which she told the farmer about. She was later denied employment.
The defendant-appellant, the Court of Common Pleas, appealed a ruling by the Pennsylvania Human Relations Commission (“PHRC”). The PHRC had ruled that the defendant discriminated against female secretaries with respect to compensation and directed them to upgrade the secretaries’ wages and to pay them back pay. The defendant argued that the PHRC could not require it to increase the wages and also that it was not considered an “employer” under 43 P.S.
Gwyneth Bebb, upon being denied admission to the Law Society to take the preliminary examination to become a solicitor, took the matter to court. In Bebb v. Law Society, the Court of Appeal stated that the question of whether the gender-neutral language of the statutes meant that women could gain admission to the bar was settled through “long usage” in the common law and found that women were not included under “persons” in the Solicitor’s Act of 1843.
Ms. Bullock, the plantiff, was made to sit in a row behind the male employees and was not given a speaking role in a company event. The plantiff believed the her employer was participating in gender discrimination and attempting to justify this as a company policy that followed traditional Mauri customs. The tribunal ruled that Ms. Bullock's employer was in fact practicing gender discrimination according to the Human Rights Act of 1993.
Carole Louise Webb v. EMO Air Cargo (UK) Ltd., United Kingdom, European Court of Justice, 1994. Gender discrimination, employment discrimination. Mrs. Webb learned that she was pregnant two weeks after starting with EMO Air Cargo, where she was hired to cover for another employee, Mrs. Stewart, during her maternity leave. Mrs. Webb expected to stay with EMO Air Cargo after covering for Mrs. Stewart, but was dismissed from the company after notifying EMO of her pregnancy. A letter from EMO clearly stated pregnancy as the reason for her dismissal.
The Work Code of the Dominican Republic recognizes that women have the same rights as men with regards to protections at work. The code also establishes that firing a woman for being pregnant is void. If a woman is terminated while pregnant, or within six months after delivery, the employer must submit such termination to the Department of Labor so that they may determine if she was terminated due to her pregnancy.
Here, an employer appealed the superior court’s decision that it discriminated against an employee on the basis of sex. A few weeks after College-Town hired the employee, Rizzi, Rizzi’s supervisor began making sexually suggestive comments to her. Once he touched her back, and another time he put his hand over a slit in her dress and told her to fix her skirt. On one occasion, Rizzi asked her supervisor to review her performance in a meeting and he told her that she handled it well and that he “liked the way [her] tits stood out in the red shirt.” Once, he asked her i
The Commission brought proceedings against France claiming that it failed to adopt all of the measures required by Council Directive 76/207 within prescribed time. The French government argues that removing special rights for women that are in place should be left to the two sides of industry. However, the Court thinks that leaving industry to work out the issue through collective negotiation without any time limit is unacceptable and the French Republic violated the treaty.
