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1.National origin discrimination involves treating people unfavorably because they are from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background .

2.Discrimination can occur when the victim and the person who inflicted the discrimination are of different national origin.

3.Any employee is required to speak fluent English .

4.The law allows workplace or job segregation based on religion .

5.It illegal for an employer to discriminate with respect to hiring, firing, or recruitment or referral for a fee, based upon an individual's citizenship or immigration status.

6.If a woman is temporarily unable to perform her job due to a medical condition related to pregnancy or childbirth, the employer must treat her more favorably than any other temporarily disabled employee.

7.Harassment can include, for example, racial slurs, offensive or derogatory remarks about a person's race or color, or the display of racially-offensive symbols.

Exercise 3 Complete these sentences.

1.National origin discrimination involves………………..

2.Pregnancy discrimination is ……………………

3.Race discrimination involves ……………………….

4.The law protects not only people who …………………….

5.Gender identity discrimination is …………………………

6.sexual harassment is……………………………………..

Exercise 4 Match these terms and their definitions.

1. segregation a) the status of a person that bestows on that person the rights and privileges of this country

Exercise 5. Answer these questions

1.What forms of discrimination are mentioned in the text?

2.Is an employment policy that applies to everyone if it has a negative

impact on people of a certain national origin and is not job-related legal or illegal?

3.What does the Immigration Reform and Control Act regulate?

4.Are the rights if temporarily disabled employees to take disability leave or leave

without pay, the same as an employee who is temporarily disabled due to pregnancy?

5.What does reasonable accommodation for an employee’s religious beliefs involve?

6.What is sexual harassment?

TEXT 8.

Notice of dismissal

Most employees have a legal right to a period of notice if their employer dismisses them. Many employees will have extra rights to notice under their contract of employment. There will always be a contract of employment, even if there is nothing written down. Even if the law or your contract of employment does not give you the right to a minimum amount of notice, you are still entitled to 'reasonable' notice.

In most circumstances, if your employer wants to dismiss you, they should follow a proper dismissal and disciplinary procedure. Before dismissing you, your employer should:

- send you a written statement, telling you why they want to dismiss you

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-hold a meeting with you to discuss the matter

-hold an appeal meeting with you, if you want to appeal against your dismissal.

After the meeting with you, or the appeal meeting if there is one, your employer should make a final decision about what they are going to do, and tell you what it is. If they are still going to dismiss you, your employer should tell you when the dismissal is to take effect, and how much notice they are giving you. They do not have to do this in writing, but it would be good practice to do so. Notice of dismissal must be given directly to you and not through a third party, for example your trade union.

If you are not happy with your employer's decision and you think your rights have been ignored, you may be able to take your case to an employment tribunal (industrial tribunal in Northern Ireland). If you have been dismissed because of gross misconduct, you may want to make a claim to an employment tribunal too.

There's a strict time limit for making a claim to an employment tribunal. This is usually three months minus one day from the date when the thing you are complaining about last happened.

The law does not give the following employees the right to a minimum period of notice

:- those employed for less than one calendar month by their employer. From 1 October 2002, the law gives some employees on fixed-term contracts who have worked for their employer for one month, the right to notice

-Crown servants

-seamen employed on a ship registered in the United Kingdom under a crew agreement

-employees who have been dismissed for gross misconduct.

If you have no legal right to notice, you will still be entitled to 'reasonable' notice or the notice your contract gives you.. However, if you have been dismissed for gross misconduct, you will not be entitled to any notice under your contract, or any 'reasonable' notice. For this reason, it is important to check the real reason for the dismissal.

The law gives all employees the right to a minimum amount of notice. This

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period of notice is:-

-one week for employees who have worked for their employer for one month but less than two years; or

-two weeks if the employee has worked for their employer for two whole years; and

-one extra week for each further whole year's employment at the date the notice period expires, up to a maximum of twelve weeks' notice in total.

However, if you are being dismissed because you are 65, or above normal retirement age, the rules about notice are different. Your contract of employment may give you more notice than the minimum the law gives you. However, you can never get less than the minimum, no matter what your contract says.

If your contract does not specify a period of notice, you may still have the right to a minimum period of notice because of custom and practice. For example, if everyone who works for your firm has always been given at least three weeks' notice, you would have the right to this much notice.

If you work your normal working hours in your notice period, you are entitled to be paid your normal pay. You may not be able to work during the notice period because you are:-

-willing to work but are given no work to do

-on holiday

-off work through sickness or injury.

If you do not work during the notice period for one of the reasons above, the law says you should usually still get your normal pay. However, there is an exception to this rule. If your contract gives you at least one week's notice more than the law gives you, you lose your legal right to be paid during the whole of the notice period.

References

Usually, you don't have a right to a reference from your employer. But your employer does have to give you a reference in some situations, for example:

if your contract says they have to give you a reference where the reference is

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needed by a regulatory body.

There are different reasons why your employer might refuse to give you a reference. If you think your employer won't give you a reference for a reason related to your race, disability, sexual orientation, age, religion or belief or gender reassignment this might be discrimination. You should get advice from an experienced adviser.

Your previous or current employer doesn't have to show you a reference they've written about you. So if you want to see a reference that's been written about you, you should make a request to the employer the reference was sent to.

Your employer has a duty to write an accurate reference about you, and shouldn't mislead the employer asking for the reference. But some information shouldn't be included in a reference, unless you agree to it. This is information like your medical records, or information about spent criminal convictions.

Pay in lieu of notice

If your employer has dismissed you without giving you the notice you are entitled to either by law or by your contract, your employer should pay you in lieu of notice. ‘In lieu’ means ‘instead of’. This is also called severance pay.

The only exception to this is when you have been dismissed because of gross misconduct.

The amount of pay in lieu of notice you should get will depend on how much notice your are entitled to. You should get pay in lieu at the rate of your normal wages. For example, if you are entitled to four weeks' notice, but are only given one, you will be entitled to three weeks’ pay in lieu of notice. You may be entitled to more than this, depending on what your contract says.

Exercise 1 Find these words and word combinations in the text.

a) срок уведомления, извещения

b) придерживаться должной процедуры увольнения

c)письменное заключение

d)вступить в силу

e)должностные нарушения, ненадлежащее поведение

f) истекать