No discrimination against age sex. Frequently Asked Questions - Types of Discrimination.



No discrimination against age sex

No discrimination against age sex

There are some circumstances in which age discrimination is permitted. Youth wages A worker under the age of 21 years may be paid according to their age. An employer can advertise for a junior and select the successful candidate on that basis. Age based benefits Benefits and concessions on the basis of age may be permitted. Travel concessions are available to children and seniors.

The government issues Seniors Cards that entitle the holder to concessions and discounts from government and business. Back to top Genuine occupational requirements Employers can take age into account where there is a genuine occupational requirement involved. This means that for a person to perform the duties effectively it is necessary that they be a particular age. It does not mean that it is acceptable to make assumptions about a person's abilities based solely on their age.

A role in a play might require a person in a particular age group. To obtain a real estate agent license a person must be 18 years or over. Equal opportunity measures and welfare measures It is lawful to take measures to benefit or promote equal opportunity for members of a disadvantaged group.

An employer could encourage applications from older unemployed people who may have difficulty re-entering the workforce due to stereotypes and prejudices about older workers. In a sector of the workforce where young people have difficulty getting a start, or in a town or locality with a high level of youth unemployment, an employment agency could establish a program for young people to gain sufficient confidence and skills to be competitive.

Back to top Compulsory retirement It is against the law to require employees to retire once they reach a particular age. However, this does not apply to Queensland fire officers or police officers, and certain statutory appointments such as judges. Employers must not ask an employee to sign an agreement that they will retire at a certain age. People should not be forced to enter into unlawful agreements. Back to top Application forms and interviews In general, employers should not ask a person's age or date of birth on application forms or in job interviews.

It is against the law to ask this question unless it is reasonably necessary for the employer to have this information for a non-discriminatory purpose. Information for a non-discriminatory purpose examples Age may be asked if the position is for a junior. Date of birth may be asked if there are security clearances involved.

In Queensland, private employment agents are required to keep a register of people looking for work, and the register is to include the name, age and gender of those people. If date of birth is necessary for purposes such as superannuation or award increments, this information can be sought after the person is employed, rather than at the recruitment stage.

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What is Sex Discrimination ?



No discrimination against age sex

There are some circumstances in which age discrimination is permitted. Youth wages A worker under the age of 21 years may be paid according to their age.

An employer can advertise for a junior and select the successful candidate on that basis. Age based benefits Benefits and concessions on the basis of age may be permitted. Travel concessions are available to children and seniors. The government issues Seniors Cards that entitle the holder to concessions and discounts from government and business. Back to top Genuine occupational requirements Employers can take age into account where there is a genuine occupational requirement involved.

This means that for a person to perform the duties effectively it is necessary that they be a particular age. It does not mean that it is acceptable to make assumptions about a person's abilities based solely on their age.

A role in a play might require a person in a particular age group. To obtain a real estate agent license a person must be 18 years or over. Equal opportunity measures and welfare measures It is lawful to take measures to benefit or promote equal opportunity for members of a disadvantaged group. An employer could encourage applications from older unemployed people who may have difficulty re-entering the workforce due to stereotypes and prejudices about older workers.

In a sector of the workforce where young people have difficulty getting a start, or in a town or locality with a high level of youth unemployment, an employment agency could establish a program for young people to gain sufficient confidence and skills to be competitive.

Back to top Compulsory retirement It is against the law to require employees to retire once they reach a particular age. However, this does not apply to Queensland fire officers or police officers, and certain statutory appointments such as judges. Employers must not ask an employee to sign an agreement that they will retire at a certain age. People should not be forced to enter into unlawful agreements.

Back to top Application forms and interviews In general, employers should not ask a person's age or date of birth on application forms or in job interviews. It is against the law to ask this question unless it is reasonably necessary for the employer to have this information for a non-discriminatory purpose. Information for a non-discriminatory purpose examples Age may be asked if the position is for a junior.

Date of birth may be asked if there are security clearances involved. In Queensland, private employment agents are required to keep a register of people looking for work, and the register is to include the name, age and gender of those people.

If date of birth is necessary for purposes such as superannuation or award increments, this information can be sought after the person is employed, rather than at the recruitment stage.

No discrimination against age sex

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5 Comments

  1. The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.

  2. In Queensland, private employment agents are required to keep a register of people looking for work, and the register is to include the name, age and gender of those people. The same officer ignores drivers of other races who exceed the speed limit.

  3. I am pregnant, and I am thinking about taking three months off after my baby is born. I think my supervisor denied my promotion based on my marital status.

  4. In a sector of the workforce where young people have difficulty getting a start, or in a town or locality with a high level of youth unemployment, an employment agency could establish a program for young people to gain sufficient confidence and skills to be competitive. There should be no safe harbor for discriminating against people older than 50 just because the employer thinks people to are excellent good employees. Yes, the victim does not have to be the person harassed, but could be anyone affected by the offensive conduct.

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