Rationalisation after the event do not constitute GMF defense
Article Abstract:
The decision of Central employment tribunal in Pullen v. Onyx Environments Group is discussed. The defence pleaded that the difference in Ms. Pullen's salary when compared to that of her comparators was on the grounds of genuine material factor. The tribunal rejected the defence of GMF, and went on to add sexual discrimination to the list of offences by the employer.
Publication Name: Equal Opportunities Review
Subject: Human resources and labor relations
ISSN: 0268-7143
Year: 2005
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Equal pay with predecessor and successor in post
Article Abstract:
The decision of Newcastle upon Tyne employment tribunal in Hope v. SITA UK Ltd. is discussed. Ms. Hope filed a case stating that both her predecessor and successor were paid more than her. The tribunal found that the employer had breached the Equal Pay Act and was also guilty of sex discrimination. The tribunal rejected the defence of material difference.
Publication Name: Equal Opportunities Review
Subject: Human resources and labor relations
ISSN: 0268-7143
Year: 2005
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Different scores cannot provide GMF defense
Article Abstract:
The decision of Bristol employment tribunal in Randall v. DAS Legal Expenses Insurance Company Ltd. is discussed. The defence pleaded that the difference in Ms. Randall's salary when compared to that of her comparators was because of genuine material factor, i.e., differences in appraisal scores. The tribunal rejected the defence.
Publication Name: Equal Opportunities Review
Subject: Human resources and labor relations
ISSN: 0268-7143
Year: 2005
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