1.
Virgin
Blue treated older candidates differently to younger
candidates
In the case of Hopper & Others v
Virgin Blue Airlines [2006] QADT 9, the Queensland Anti-Discrimination Tribunal
awarded damages to eight women, aged between 36 and 56, who claimed that Virgin
Blue discriminated against them on the basis of their age during the recruitment
process.
Virgin Blue’s recruitment process
involved a number of steps. One of the initial stages involved a group
assessment process. During this process applicants were assessed against the behavioral
competencies of assertiveness, teamwork, communication and “Virgin Flair”. The
Tribunal accepted that Virgin Blue’s ‘behavioral competencies’ were legitimate
criteria for selection and the methods of testing the competencies were
reasonable. However, the Tribunal found that when the assessors subjectively
applied the criteria, they did so in a way that was discriminatory. The
assessors unconsciously preferred younger people whether or not older people
were similarly competent.
The Tribunal also noted that
although Virgin Blue was not malicious, it had done nothing to address the
concern that its recruitment process had, for a significant period of time,
resulted in the airline failing to employ anyone over 36 years of age despite
750 people at or above that age who applying for positions. Statistical
evidence showed that although the process was age neutral it had not produced an
age neutral result. Virgin Blue did not keep or disclose records of persons that
it rejected for employment to refute this evidence.
HR tips: HR personnel conducting
behavioral competency assessments should be trained to ensure that the
application of the assessment does not produce discriminatory results.
Statistical analysis of recruitment results may be an indicator of
discrimination in the recruitment process. Employers should be prepared to
re-evaluate recruitment policies and practices if the results indicate an
over-representation of a particular group of people. Retaining a record of the
reasons for not selecting a candidate may be useful evidence to defend a
discrimination claim if one is made.
Source: Human Resources
Magazine
2.
Women
Focus on financial Future
A study showing more wives than
husbands are putting away their savings in preparation for divorce could in fact
be the other way around in reality, financial planners say. The News poll
study, commissioned by
BankWest, asked almost
1000 people what "life milestones" they were saving
for.
Results showed 3 per cent of women
were financially preparing for divorce compared with only 1 per cent of men, but
WLM Financial Services managing director Laura Menschik said in her experience
"more men than women ask the question: what would happen to my super if
hypothetically we split up". Menschik said more men than women also attempted to
"maneuver" things in their favor financially. "Women don't seem as protective
over what they've brought to the relationship and more willing to share," she
said. "If men
bring in the most money they often believe they deserve a bigger slice of the
action." She said one clear trend she was seeing in practice was more women who
were financially better off than their partners or spouses, "either because of
their job, the acumen they've developed with their finances or through
inheritance".
Women being more financially
assertive are something Susan Jackson, executive director of
The News poll survey also found one
in every 20 respondents was saving for their own funeral, with 6 per cent of men
and 4 per cent of women making it their financial goal. But with deaths and divorce aside, the
majority of people surveyed were taking a more positive approach with their
savings plan, putting money aside for holidays (47 per cent), children's education (16 per
cent) or the birth of a child (10 per cent).
Source: Human Resources
Magazine
3.
Wearing high heels is an occupational hazard
An industrial tribunal in
Brazilian Newspaper Folha de Sao Paulo reports that the
company admitted sacking the 32-year-old woman, who was a secretary with the
Planarc Company, solely because she wore high heels to
work.
The company’s lawyer said the
woman’s choice of footwear made her more likely to fall and injure herself
potentially costing the company money. “She was an accident waiting to happen!”
he said. The
tribunal ruled that, while the company would have been within its rights to
discipline the woman, it should not have fired her. The company was forced to
offer the woman her job back.
Source: Newsletter of the
law
4.
Lodgement
dates august 2006
11 August
2006
·
Quarterly activity statement,
quarter 4, 2005-06 – paper or ECI lodgment
14 August
2006
·
PAYG withholding payment summary
annual report for large withholder (annual withholding > $1 million), or
payer who has no agent involvement in preparing
report.
·
Reasonable benefits limits (RBL) –
to us all benefits paid in the prior month
·
Superannuation guarantee charge
(SGC)
21 August
2006
·
Monthly activity statement for July
2006.
25 August
2006
·
Quarterly activity statement,
quarter 4, 2005 – 06 – secure electronic lodgment (ELS or the Tax Agent
Portal)
28 August
2006
·
Superannuation guarantee charge
(SGC)
Source: Australian Taxation Office
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Disclaimer
This document is intended only to
provide a summary of the subject matter concerned and does not purport to be
comprehensive or to render specific advice. No reader should act on the
basis of any matter contained in this document without first obtaining specific
professional advice