![]() According to the directive, employers shall take appropriate measures to enable a person with a disability to have access to participate in, advance in employment or undergo training. Concerning all factors representing barriers for the disabled employee to apply his qualifications, the employer is obliged to provide support to remedy those barriers. Reasonable accommodationĪ person with a disability must possess the qualifications required to fulfil their job-related tasks. ![]() Instructing somebody else to discriminate against a person with a disability is deemed discrimination as well. If an employee is for instance autistic and cannot cope with the noise levels at work, such a rule would create a disadvantage.Īccording to the directive, harassment against a person with a disability, defined as intimidating or hostile treatment, is deemed to be a form of discrimination. An example of indirect discrimination could be a ban on working from home, although working from an office is not required for job-related tasks. Indirect treatment is taken to occur where an apparently neutral provision would put persons with a particular disability at a disadvantage.Īn example of direct discrimination would be the termination of a hiring process on the grounds of an employer discovering that the applicant is autistic or has ADHD although they have the same qualifications as the other applicants. Direct discrimination is taken to occur when one person is treated less favourably than another is in a comparable situation. ![]() How is the principle of equal treatment defined?Īccording to the directive, equal treatment is the absence of direct or indirect discrimination.
0 Comments
Leave a Reply. |