General Act on Equal Treatment for Managers
Über den Vortrag
Der Vortrag „General Act on Equal Treatment for Managers“ von Lecturio Online Courses ist Bestandteil des Kurses „General Act on Equal Treatment – Fundamentals for Managers (EN)“. Der Vortrag ist dabei in folgende Kapitel unterteilt:
- General Act on Equal Treatment (GAET): Introduction
- Forms of Discrimination
- Organizational Duties of the Employer
- What do I have to pay attention to as a manager?
Quiz zum Vortrag
Which objective did the legislature pursue with the decree of the GAET on the 14/08/2006?
- Achieving or securing equal treatment throughout society
- Improving equal treatment between different genders
- Equal treatment between groups of different genders, ages and ethnicities
According to the GAET, what are the areas in which nobody must be discriminated against?
- Eligibility and recruitment criteria
- Employment and working conditions
- Access to career guidance, further training, etc.
- In all areas of public life, working life and community life
A kindergarten advertises with particularly qualified and empathetic educators. Therefore, the following rule applies: a person can only be employed for childcare if they have at least one child themselves. A talented, childless educator complains. Is the rule admissible?
- Despite well-intentioned reasons, the rule constitutes an inadmissible, indirect discrimination.
- In the environment of this institution, the rule is appropriately justified and therefore admissible.
- The rule does not constitute a disadvantage under § 1 GAET and is therefore admissible.
You notice that an employee has stuck a ‘playmate’ photo onto their locker. Is this a type of sexual harassment against which you need to take action?
- No, because no one is being forced to look at the employee’s locker.
- Yes, because everyone walking by is forced to look at the photo.
- Yes, because the representations in such photos are usually degrading.
An employee complains to you that she is not allowed to wear a headscarf at the workplace due to hygienic reasons. She says that this is inadmissible discrimination on the basis of on her religion according to § 1 GAET. Does an (inadmissible) disadvantage apply here?
- No, because there is a factual and lawful reason for this.
- Yes, because the employee’s religious needs are inhibited.
You are a team leader in a non-profit organization. A condition for employment there is the existing affiliation to the Catholic Church. An employee converts to Protestantism, following which his contract is terminated. Is this admissible?
- Yes, because an essential condition for employment in this institution has been omitted (§ 9 GAET).
- No, because discrimination on the basis of the employee’s religion applies.
- No, because no legally justifiable reason for a termination exists.
You regard your employees as responsible, rational individuals who can settle their differences themselves informally. You observe arguments, sometimes even suspected discrimination, for example when it comes to shift planning. Do you have to intervene although this remains ‘among colleagues’?
- Yes, because your employer will otherwise be liable and can take recourse against you.
- Yes, because measure must be taken against discrimination.
- No, because no discrimination by the employer occurred.
- No, because discrimination has already been prohibited in the service regulations.
You observe that the discrimination among your employees does not decrease. Which suitable measures can you take to stop the behavior?
- Express a warning.
- If necessary, transfer employees who discriminate against others.
- You make an appeal to your employees and hope for cooperation.
- You trust in eventual understanding – after all, you have clearly expressed your expectation.
Dozent des Vortrages General Act on Equal Treatment for Managers
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