I admit I had to laugh and wondered whether it was an April Fool’s joke come early. I’m referring to the story in The Sun a few days ago about Chris Jarvis, the hoodie, who was refused entry to Southend Job Centre for refusing to take his hood down. He complained. Why? Because he claimed that his religious beliefs had been infringed, on account of him being a member of the International Church of Jediism – i.e he believed he was a Jedi Knight. The job centre subsequently apologised for offending him. He is quoted as saying “Muslims can walk around in whatever religious gear they like, so why can’t I?” ignoring the obvious fact that Islam is one of the world’s great religions dating back to the 600s, as opposed to a science fiction film by George Lucas in 1977. The clue, Chris, might be in the word “fiction”. I would have had more sympathy with him had he argued about the increasing tendency of organisations to cite “security” with glib abandon where there is little risk posed.
Yesterday Ian Barratt of Mind Strengths Ltd published his “Seven Top Stress Management Tips for Employees”. Today I am publishing my “top tips” for employers hoping to avoid claims for stress at work from being commenced against them.
This is a preview of
Seven Ways for Employers to Avoid Stress at Work Claims
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Read the full post (1140 words, 2 images, estimated 4:34 mins reading time)
Age Discrimination, Bullying & Harassment, Contracts of Employment, Equality, Personal Injury, Race Discrimination, Religion and Belief Discrimination, constructive dismissal, disability discrimination, stress at work
ACAS, bullying, constructive dismissal, discrimination, harassment, how do I cope with stress, HSA, HSE, Ian Barratt, Management Standards, MHSW, Mind Strengths, Personal Injury, Protection from Harassment Act 1997, stress at work, stress+management, TUC, victimisation
As promised last Monday, I am delighted today to welcome my first guest blogger, Ian Barratt (pictured, right) of Mind Strengths Ltd, to present his Seven Top Stress Management Tips on this third Monday of January, the allegedly most miserable day of the year. Ian is a qualified stress management consultant speaker and author. His book “The Phoenix Strategy”, co-authored with Amanda Robinson was published last October. Mind Strengths Ltd is a consultancy company offering workplace strress management , wellbeing and support services. Tomorrow I will look at how employers can minimise the risk of being sued for stress at work by employees.
Age Discrimination, Bullying & Harassment, Contracts of Employment, Equality, Personal Injury, Race Discrimination, Religion and Belief Discrimination, constructive dismissal, stress at work, unfair dismissal
constructive dismissal, discrimination, employees, how do I cope with stress, Ian Barratt, Mind Strengths, Miserable Monday, occupational illness, Personal Injury, Protection from Harassment Act 1997, stress at work, stress+management
The case of Grainger PLC v Nicholson UKEAT/0219/09/ZT gained lots of media coverage, including the front page of today’s The Independent (“Green beliefs win legal protection”). I covered the case when it was before the Employment Tribunal and Mr Nicholson initially won. The Employment Appeal Tribunal (EAT) has rejected the company’s appeal and held that Mr Nicholson’s belief in climate change is capable of qualifying as a philosophical belief within the meaning of the Employment Equality (Religion or Belief) Regulations 2003. These regulations protect workers with religious or philosophical beliefs from being discriminated against because of their religion or belief. This was a preliminary hearing on whether belief in climate change could qualify within the meaning of those Regulations. Mr Nicholson still needs to return to the ET for the case on its facts to be decided. That will include cross-examination of his beliefs to establish to what extent they govern his life.
This is a preview of
Climate change can be a philosophical belief
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Read the full post (483 words, estimated 1:56 mins reading time)
If there was any doubt that it was then it has been dispelled by a London Employment Tribunal recently. The facts are interesting enough, but the point of law raised is potentially massive and may cause to happen what Judges fear more than anything else: the floodgates opening! Cue Biblical style disaster, get building the ark now! (Judges and lawyers always worry about “the floodgates” opening when there is a new development in law – it might mean a deluge of cases swamping the courts).
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