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Uimhir 16 de 1977
AN tACHT UM CHOMHIONANNAS FOSTAÍOCHTA, 1977
[An tiontú oifigiúil]
Léiriú.
1.—(1) San Acht seo—
ciallaíonn “Acht 1946” an tAcht Caidrimh Thionscail, 1946;
ciallaíonn “Acht 1974” an tAcht in aghaidh Idirdhealú (Pá), 1974;
folaíonn “gníomh” neamhghníomh toiliúil;
folaíonn “fógrán” gach foirm fógráin, cibé acu is don phobal é nó nach ea agus cibé acu i nuachtán nó i bhfoilseachán eile, ar an teilifís nó ar an raidió nó trí fhógra a thaispeáint nó ar aon mhodh eile dó, agus forléireofar dá réir sin tagairtí d'fhógráin a fhoilsiú;
ciallaíonn “an Ghníomhaireacht” an Ghníomhaireacht um Chomhionannas Fostaíochta a bhunaítear le halt 34;
ciallaíonn “neasghaol” banchéile, fearchéile, tuismitheoir, leanbh, seanathair, seanmháthair, ua, banua, deartháir nó deirfiúr;
ciallaíonn “an Chúirt” an Chúirt Oibreachais;
measfar go bhfolaíonn “dífhostú” fostaí d'fhoirceannadh a chonartha fostaíochta lena fhostóir (cibé acu a tugadh nó nár tugadh fógra roimh ré faoin bhfoirceannadh don fhostóir) in imthosca ina raibh nó ina mbeadh, mar gheall ar iompar an fhostóra, an fostaí i dteideal an conradh a fhoirceannadh gan fógra den sórt sin a thabhairt, nó ina raibh nó ina mbeadh sé réasúnach aige sin a dhéanamh, agus forléireofar “dífhostaithe” dá réir sin;
ciallaíonn “fostaí” duine a rinne conradh fostaíochta nó a oibríonn (nó, i gcás conradh atá foirceanta, a d'oibrigh) faoi chonradh fostaíochta le fostóir, cibé acu is conradh (nó ba chonradh) le haghaidh obair láimhe, obair chléireachais nó eile é, atá (nó a bhí) sainráite nó intuigthe, a rinneadh de bhriathra béil nó i scríbhinn, agus cibé acu is conradh (nó ba chonradh) seirbhíse nó printíseachta nó eile é, agus folaíonn sé státseirbhíseach de chuid an Stáit nó de chuid an Rialtais agus oifigeach nó seirbhíseach d'údarás áitiúil de réir brí an Achta Rialtais Áitiúil, 1941, oifigeach nó seirbhíseach d'údarás cuain, do bhord sláinte, do choiste gairmoideachais nó do choiste talmhaíochta, agus forléireofar focail agus abairtí gaolmhara dá réir sin;
ciallaíonn “fostóir”, i ndáil le fostaí, an duine ag a bhfuil (nó, i gcás deireadh a bheith leis an bhfostaíocht, ag a raibh) an fostaí fostaithe faoi chonradh fostaíochta, agus chun críocha an mhínithe seo measfar státseirbhíseach de chuid an Stáit nó de chuid an Rialtais a bheith fostaithe ag an Stát nó ag an Rialtas (de réir mar a bheidh) agus measfar oifigeach nó seirbhíseach d'údarás áitiúil de réir brí an Achta Rialtais Áitiúil, 1941, nó d'údarás cuain, do bhord sláinte, do choiste gairmoideachais nó do choiste talmhaíochta a bheith fostaithe ag an údarás áitiúil, ag an údarás cuain, ag an mbord sláinte, ag an gcoiste gairmoideachais nó ag an gcoiste talmhaíochta (de réir mar a bheidh);
ciallaíonn “gníomhaireacht fostaíochta” duine a chuireann, ar bhrabach nó eile, seirbhísí ar fáil i ndáil le fostaíocht a fháil d'fhostaithe ionchais nó i ndáil le fostaithe a sholáthar d'fhostóirí;
folaíonn “feidhmeanna” cumhachtaí agus dualgais;
ciallaíonn “imscrúdú” imscrúdú faoi alt 39;
ciallaíonn “an tAire” an tAire Saothair;
ciallaíonn “fógra neamh-idirdhealúcháin” fógra faoi alt 44;
folaíonn “gairm” aon ghairm beatha nó slí bheatha;
tá le “ceardchumann” an bhrí chéanna atá leis sna hAchtanna Ceardchumann, 1871 go 1975.
(2) San Acht seo, aon tagairt d'alt is tagairt í d'alt den Acht seo mura gcuirtear in iúl gur tagairt d'achtachán éigin eile atá beartaithe.
(3) San Acht seo, aon tagairt d'fho-alt is tagairt í don fho-alt den alt ina bhfuil an tagairt mura gcuirtear in iúl gur tagairt d'alt éigin eile atá beartaithe.
Idirdhealú chun críocha an Achta seo.
2.—Chun críocha an Achta seo, measfar idirdhealú tarlú in aon chás díobh seo a leanas—
(a) i gcás ar le níos lú fabhair, mar gheall ar ghnéas duine, a dhéileáiltear leis ná mar a dhéileáiltear le duine den ghnéas eile,
(b) i gcás ar le níos lú fabhair, mar gheall ar stádas pósta duine, a dhéileáiltear leis ná mar a dhéileáiltear le duine eile den ghnéas ceanna,
(c) i gcás, mar gheall ar ghnéas nó stádas pósta duine, go bhfuil air ceanglas a chomhlíonadh a bhaineann le fostaíocht nó comhaltas i gcomhlacht dá dtagraítear in alt 5, nach ceanglas é atá riachtanach don fhostaíocht nó don chomhaltas sin agus ar mó go mór an cion daoine den ghnéas eile nó (de réir mar a bheidh) de stádas difriúil pósta ach den ghnéas céanna atá in ann é a chomhlíonadh.
(d) i gcás duine a phionósú toisc go ndearna sé, de mheon macánta—
(i) tarchur faoi alt 19 nó faoi alt 7 d'Acht 1974,
(ii) gníomh is gníomh neamhdhleathach faoin Acht seo nó faoi Acht 1974 a chomhrac go dleathach,
(iii) fianaise a thabhairt in aon imeachtaí faoin Acht seo nó faoi Acht 1974, nó
(iv) fógra a thabhairt é a bheith ar intinn aige aon ní a dhéanamh dá dtagraítear i bhfomhíreanna (i) go (iii),
agus forléireofar focail ghaolmhara dá réir sin.
Idirdhealú ag fostóirí a bheith toirmiscthe.
3.—(1) Ní dhéanfaidh duine is fostóir, nó a gheobhaidh faoi chonradh le duine eile seirbhísí de chuid fostaithe leis an duine eile sin, idirdhealú in aghaidh fostaí nó fostaí ionchais nó in aghaidh fostaí de chuid an duine eile sin i ndáil le teacht ar fhostaíocht, le coinníollacha fostaíochta (seachas luach saothair nó aon choinníoll a bhaineann le scéim pinsin ghairme), le hoiliúint nó taithí le haghaidh nó i leith fostaíochta, le hardú céime nó athghrádú i bhfostaíocht nó le haicmiú post i bhfostaíocht.
(2) Ní bheidh ag fostóir, i ndáil lena fhostaithe ná i ndáil le fostaíocht faoi, rialacha ná treoracha a dhéanfadh idirdhealú in aghaidh fostaí nó aicme fostaithe, ná ní fheidhmeoidh ná ní oibreoidh sé cleachtas a bhfuil, nó ar dóigh go mbeadh, de thoradh air gníomh is sárú ar aon fhoráil den Acht seo ar í a ghlacadh i dteannta alt 2 (c).
(3) Gan dochar do ghinearáltacht fho-alt (1), measfar duine do dhéanamh idirdhealú in aghaidh fostaí nó fostaí ionchais i ndáil le teacht ar fhostaíocht má dhéanann sé—
(a) in aon chomhshocraíochtaí a dhéanfaidh sé chun a chinneadh cé dó a dtairgfidh sé fostaíocht, nó
(b) trí cheanglais a shonrú, maidir le duine amháin nó le haicme daoine, chun tosú ar fhostaíocht nach bhfuil sonraithe maidir le daoine eile nó le haicmí eile daoine i gcás gan aon difríocht ábhartha a bheith idir na dálaí ina mbeadh na daoine sin nó na haicmí sin araon fostaithe,
fo-alt (1) a shárú.
(4) Gan dochar do ghinearáltacht fho-alt (1), measfar duine do dhéanamh idirdhealú in aghaidh fostaí nó fostaí ionchais i ndáil le coinníollacha fostaíochta mura dtairgfidh nó mura dtabharfaidh sé do dhuine nó d'aicme daoine na téarmaí céanna fostaíochta (seachas luach saothair nó aon téarma a bhaineann le scéim pinsin ghairme), na coinníollacha oibre céanna agus an chóir chéanna i ndáil le hobair bhreis-ama, uain-obair, gearr-am, aistriú, asleagan, iomarcaíocht, dífhostú (seachas dífhostú dá dtagraítear in alt 25) agus bearta araíonachta a thairgeann nó a thugann sé do dhuine eile nó d'aicme eile daoine i gcás gan aon difríocht ábhartha a bheith idir na dálaí ina bhfuil nó ina mbeadh na daoine nó na haicmí sin araon fostaithe.
(5) Gan dochar do ghinearáltacht fho-alt (1), measfar duine do dhéanamh idirdhealú in aghaidh fostaí i ndáil le hoiliúint nó taithí le haghaidh fostaíochta nó i ndáil le fostaíocht má dhiúltaíonn sé na deiseanna nó na saoráidí céanna i ndáil le comhairle fostaíochta, oiliúint (ar láthair na hoibre nó in áit eile) agus taithí oibre a thairiscint nó a thabhairt don fhostaí sin a thairgeann nó a thugann sé d'fhostaithe eile i gcas gan aon difríocht ábhartha a bheith idir na dálaí ina bhfuil an fostaí sin agus na fostaithe eile sin fostaithe.
(6) Gan dochar do ghinearáltacht fho-alt (1), measfar duine do shárú an fho-ailt sin má dhéanann sé idirdhealú in aghaidh fostaí maidir leis an dóigh a dtairgeann nó a dtugann sé don fhostaí sin teacht a bheith aige ar dheiseanna ar ardú céime in imthosca ina dtairgtear nó ina dtugtar an teacht sin do dhuine incheaptha cáilithe eile nó má dhiúltaíonn sé nó má mhainníonn sé d'aonturas sna himthosca sin teacht ar dheiseanna ar ardú céime a thairiscint nó a thabhairt don fhostaí sin.
(7) Gan dochar do ghinearáltacht fho-alt (1), measfar duine do dhéanamh idirdhealú in aghaidh fostaí nó fostaí ionchais i gcás a n-aicmíonn sé poist faoi threoir gnéis agus nach cás dá dtagraítear in alt 17 (2) an t-aicmiú.
Clásal comhionannais.
4.—(1) Mura bhfuil (go díreach nó faoi threoir comhaontú comhchoiteann de réir brí Acht 1974 nó eile) clásal comhionannais ar áireamh téarmaí chonradh faoina bhfuil duine fostaithe, measfar clásal den sórt sin a bheith iontu.
(2) Is éard é clásal comhionannais foráil a bhaineann le téarmaí conartha (seachas téarma a bhaineann le luach saothair nó le scéim pinsin ghairme) faoina bhfuil duine fostaithe agus a bhfuil d'éifeacht léi, i gcás an duine a bheith fostaithe in imthosca nach bhfuil difear ábhartha idir an obair a dhéanann an duine sin agus an obair a dhéanann duine den ghnéas eile (dá ngairtear “an duine eile” san alt seo) san fhostaíocht chéanna—
(a) más rud é (ar leith ón gclásal comhionannais), maidir le haon téarma den chonradh, gur téarma is lú fabhar atá nó a bheidh ann don duine ná téarma dá shamhail sa chonradh faoina bhfuil an duine eile fostaithe, déileálfar leis an téarma sin i gconradh an duine mar théarma a bheidh modhnaithe ar dhóigh nach lú fabhar é, agus
(b) más rud é (ar leith ón gclásal comhionannais) nach mbeidh, aon tráth, i gconradh an duine téarma ar comhréir le téarma is sochar don duine eile atá sa chonradh faoin bhfuil an duine eile fostaithe, déileálfar le conradh an duine mar chonradh a bhfuil téarma den sórt sin ann.
(3) Ní oibreoidh clásal comhionannais i ndáil le héagsúlacht idir conradh fostaíochta duine agus conradh fostaíochta an duine eile má chruthaíonn an fostóir gur go cinnte de dhroim difear ábhartha (seachas difear gnéis) idir an dá chás an éagsúlacht.
(4) I gcás a dtairgfidh duine fostaíocht ar théarmaí áirithe do dhuine agus go mbeadh, ar é do ghlacadh leis an tairiscint, aon cheann de na téarmaí sin le modhnú nó aon téarma breise le cur leo de bhua an ailt seo, measfar go sáraíonn an tairiscint ailt 3 (1) agus 3 (4).
Idirdhealú i ndáil le comhaltas i gcomhlachtaí áirithe a bheith toirmiscthe.
5.—Ní dhéanfaidh comhlacht is eagraíocht d'oibrithe, nó eagraíocht d'fhostóirí nó eagraíocht ghairme nó cheirde nó a rialaíonn dul le gairm nó bheith ag gabháil do ghairm idirdhealú in aghaidh duine i ndáil le comhaltas sa chomhlacht sin (ná i ndáil le haon sochair a sholáthraíonn an comhlacht sin) ná i ndáil le dul leis an ngairm sin nó bheith ag gabháil don ghairm sin.
Idirdhealú i ndáil le hoiliúint ghairmiúil a bheith toirmiscthe.
6.—(1) Ní dhéanfaidh aon duine ná aon chomhlacht oideachais nó oiliúna a thairgfidh cúrsa oiliúna gairmiúla, idirdhealú in aghaidh duine (ar iarratas ó fhostóir, ceardchumann nó grúpa fostóirí nó grúpa ceardchumann nó eile) maidir le haon chúrsa den sórt sin a thairgfear do dhaoine os cionn na haoise a bhfuil dualgas reachtúil ar na daoine sin freastal ar scoil—
(a) sna téarmaí ar a dtairgfear aon chúrsa den sórt sin nó aon saoráid gaolmhar leis,
(b) trína dhiúltú nó a mhainniú deis a thabhairt teacht ar aon chúrsa nó saoráid den sórt sin, nó
(c) sa tslí ina soláthraítear aon chúrsa nó saoráid den sórt sin.
(2) San alt seo ciallaíonn “oiliúint ghairmiúil” aon chóras teagaisc a chuireann ar chumas duine atá á theagasc an t-eolas nó an cumas teicniúil is gá chun gníomhaíocht cheirde a sheoladh agus a bhféadfaí a mheas ina leith gur le hoiliúint don ghníomhaíocht sin go heisiatach a bhaineann sí a fháil, a choimeád, a thabhairt cothrom le dáta nó chun foirfeachta.
Idirdhealú ag gníomhaireachtaí fostaíochta a bheith toirmiscthe.
7.—(1) Ní dhéanfaidh gníomhaireacht fostaíochta idirdhealú—
(a) sna téarmaí ar a dtairgeann sí aon seirbhísí dá cuid a sholáthar,
(b) trína dhiúltú nó a mhainniú aon seirbhísí dá cuid a sholáthar, nó
(c) sa tslí ina soláthraíonn sí aon seirbhísí dá cuid.
(2) Folaíonn tagairtí i bhfo-alt (1) do sheirbhís de chuid gníomhaireachta fostaíochta treoir gairmeacha agus aon seirbhís a bhaineann le fostaíocht.
(3) Níl feidhm ag fo-alt (1) i gcás nach mbaineann an tseirbhís ach le fostaíocht a bhféadfadh an fostóir diúltú go dleathach í a thairiscint don duine áirithe.
(4) Ní bheidh gníomhaireacht fostaíochta faoi aon dliteanas faoin alt seo má chruthaíonn sí—
(a) gur ghníomhaigh sí ar iontaoibh ráitis ón bhfostóir áirithe á rá nár ghníomh neamhdhleathach, mar gheall ar oibriú fho-alt (3), a gníomh, agus
(b) gur réasúnach di dul ar iontaoibh an ráitis.
(5) Fostóir a dhéanfaidh go feasach, d'fhonn seirbhísí gníomhaireachta fostaíochta a fháil, ráiteas den sórt dá dtagraítear i bhfo-alt (4) (a) agus is ráiteas atá bréagach nó míthreorach i bponc ábhartha beidh sé ciontach i gcion agus dlífear ar é a chiontú go hachomair fíneáil nach mó ná £200 a chur air.
Fógraíocht idirdhealaitheach a bheith toirmiscthe.
8.—(1) Ní fhoilseoidh ná ní thaispeánfaidh duine, ná ní chuirfidh sé faoi deara go bhfoilseofar nó go dtaispeánfar, fógrán a bhainfidh le fostaíocht agus a chuirfidh in iúl go bhfuil idirdhealú beartaithe nó a dtuigfí uaidh le réasún go bhfuil sin beartaithe.
(2) Chun críche fho-alt (1), i gcás a mbeidh i bhfógrán focal nó abairtín ag míniú nó ag tuairisciú poist agus gur focal nó abairtín é a thugann gnéas áirithe le tuiscint nó gurb amhlaidh dó, d'ainneoin nach dtugann sé gnéas áirithe le tuiscint, gur tuairisc é ar phost nó ar shlí bheatha, nó go dtagraíonn sé do phost nó do shlí bheatha, ar dhaoine de ghnéas amháin go heisiatach a mbíodh sé acu nó a sheoladh é, measfar go gcuireann an fógrán in iúl go mbeartaítear idirdhealú mura gcuireann an fógrán a mhalairt in iúl.
(3) Duine a dhéanfaidh ráiteas is eol dó a bheith bréagach d'fhonn foilsiú nó taispeáint a áirithiú contrártha d'fho-alt (1) beidh sé, ar an bhfoilsiú nó ar an taispeáint sin a bheith déanta, ciontach i gcion agus dlífear ar é a chiontú go hachomair fíneáil nach mó ná £200 a chur air.
É toirmiscthe idirdhealú a thabhairt chun críche nó féachaint lena thabhairt chun críche.
9.—Ní thabharfaidh duine ar dhuine eile ná ní fhéachfaidh sé le tabhairt air aon ní is idirdhealú a dhéanamh i ndáil le fostaíocht.
Idirdhealú i gcomhaontaithe comhchoiteanna, etc.
10.—(1) (a) I gcás foráil is idirdhealú a bheith i gcomhaontú nó in ordú lena mbaineann an fo-alt seo, is foráil ar neamhní í.
(b) Baineann an fo-alt seo—
(i) le comhaontú comhchoiteann,
(ii) le hordú rialaithe fostaíochta de réir brí Chuid IV d'Acht 1946, agus
(iii) le comhaontú fostaíochtaí cláraithe de réir brí Chuid III d'Acht 1946 arna chlárú sa Chlár de Chomhaontuithe Fostaíochta.
(2) I gcás téarma (sainráite nó intuigthe) is idirdhealú a bheith i gconradh fostaíochta, is téarma ar neamhní an téarma sin.
Forálacha a bhaineann le mná cabhartha agus le haltraí sláinte poiblí.
11.—(1) Leasaítear leis seo Acht na mBan Cabhartha, 1944 (Uimh. 10 de 1944), tríd an míniú seo a leanas a chur in ionad an mhínithe ar “bean chabhartha” in alt 2 :
“ciallaíonn na focail ‘bean chabhartha’ bean nó fear atá cláraithe sa rolla de mhná cabhartha agus, dá réir sin, déanfar gach focal lena ngabhann brí na baininscne a fhorléiriú ionann is dá ngabhfadh brí na firinscne leis freisin;”.
(2) D'ainneoin aon fhorála eile den Acht seo, ní sárú ar an Acht seo é ag duine deis teacht ar oiliúint nó ar fhostaíocht mar bhean chabhartha nó mar altra sláinte poiblí a thabhairt do dhaoine de ghnéas áirithe.
Fostaíochtaí a eisiatar ó fheidhm an Achta.
12.—(1) Ní bhaineann an tAcht seo le fostaíocht—
(a) in Oglaigh na hÉireann,
(b) sa Gharda Síochána,
(c) sa tseirbhís phríosúin, nó
(d) in áit chónaí phríobháideach nó ag neasghaol.
(2) (a) D'ainneoin fho-alt (1), féadfaidh an tAire a dhearbhú le hordú go mbainfidh an tAcht seo le cibé aicme nó aicmí fostaíochta dá dtagraítear san fho-alt sin agus a shonrófar san ordú, agus amhail ó thosach feidhme an ordaithe bainfidh an tAcht seo leis an aicme sin nó leis na haicmí sin.
(b) I gcás a mbeartóidh an tAire ordú a dhéanamh faoin bhfo-alt seo, leagfar dréacht den ordú beartaithe faoi bhráid gach Tí den Oireachtas agus ní dhéanfar an t-ordú go dtí go mbeidh rún ag ceadú an dréachta rite ag gach Teach.
(3) Ní bhainfidh ailt 19, 20 (b), 21 ná 28 leis na Coimisinéirí um Cheapacháin Áitiúla nó Coimisinéirí na Státseirbhíse do roghnú duine lena cheapadh chun oifige nó poist.
Cosaint maidir le cásanna áirithe a bhaineann le neamhchomhlíonadh dualgas, etc.
13.—Ní cheanglóidh aon ní san Acht seo ar fhostóir—
(a) duine a fhostú i bpost nach ngabhfaidh air féin na dualgais a ghabhann leis an bpost sin ná nach nglacfaidh leis na coinníollacha faoina gcomhlíontar na dualgais sin, ná
(b) duine nach ngabhfaidh air féin na dualgais a ghabhann leis an bpost atá aige a choimeád ina fhostaíocht.
Cosaint maidir le forálacha reachtúla áirithe agus iad a aisghairm nó a leasú.
14.—(1) D'ainneoin aon fhorála den Acht seo, ní idirdhealú de shárú an Achta seo aon ní a dhéanfaidh fostóir do chomhlíonadh aon cheanglais de chuid nó faoi réim Achta lena mbaineann an t-alt seo.
(2) (a) Féadfaidh an tAire le hordú aon Acht lena mbaineann an t-alt seo nó aon fhoráil de chuid Achta den sórt sin a aisghairm nó a leasú.
(b) Sula ndéanfaidh an tAire ordú faoin bhfo-alt seo rachaidh sé i gcomhairle le cibé ceardchumainn, eagraíochtaí fostóirí agus eagraíochtaí ceardchumann nó eagraíochtaí fostóirí is cuí leis.
(c) I gcás a mbeartóidh an tAire ordú a dhéanamh faoin bhfo-alt seo, leagfar cóip den ordú beartaithe faoi bhráid gach Tí den Oireachtas agus ní dhéanfar an t-ordú go dtí go mbeidh rún ag ceadú an dréachta rite ag gach Teach.
(3) Baineann an t-alt seo—
(a) leis an Acht um Choinníollacha Fostaíochta, 1936,
(c) leis an Acht Monarchan, 1955,
(d) leis an Acht um Mianaigh agus Cairéil, 1965.
Cosaint maidir le cúrsaí oiliúna áirithe, etc.
15.—Ní dhéanfaidh aon ní san Acht seo neamhdhleathach é d'aon duine oiliúint a shocrú nó a chur ar fáil do dhaoine de ghnéas áirithe in obair de chineál, d'fhoirm nó d'earnáil nach raibh aon duine den ghnéas sin fruilithe, nó ar fíorbheag duine den ghnéas sin a bhí fruilithe, léi sa tréimhse dhá mhí dhéag dar críoch tráth tosaithe na hoiliúna, nó daoine den ghnéas sin a ghríosú leas a bhaint as deiseanna chun an obair sin a dhéanamh.
Cosaint maidir le cóireáil speisialta i ndáil le toirche, etc.
16.—Ní dhéanfaidh aon ní san Acht seo neamhdhleathach é d'fhostóir cóireáil speisialta a shocrú nó a chur ar fáil do mhná i ndáil le toirche nó luí seoil.
Poist a bheith eisiata i gcás ar cáilíocht ghairme gnéas.
17.—(1) Ní bhaineann an tAcht seo le haon ghníomh a bhfuil ceangal nó baint aige le fostú duine i gcás ar cáilíocht ghairme le haghaidh poist a ndéantar an gníomh ina leith gnéas an duine.
(2) Chun críocha an ailt seo, measfar gur cáilíocht ghairme le haghaidh poist gnéas duine sna cásanna seo a leanas—
(a) i gcás a gceanglaíonn nádúr an phoist, ar fhoras fiseolaíochta (gan neart ná lúth coirp a áireamh) nó ar fhoras fíre chun críche cineáil áirithe siamsaíochta, duine de ghnéas áirithe a bheith ann mar go mbeadh, mura mbeadh sin, difríocht ábhartha i nádúr an phoist dá mba dhuine den ghnéas eile a chomhlíonfadh é,
(b) i gcás ar cuid de dhualgais an phoist seirbhísí pearsanta agus gur gá daoine den dá ghnéas a bheith fruilithe leis na dualgais sin,
(c) i gcás ar daoine de ghnéas amháin (go hiomlán nó go páirteach) atá i mbunachas nó in institiúid is daoine ar gá aire, maoirseacht nó cóireáil ar leith lena n-aghaidh agus go bhfuil baint ag fostú daoine den ghnéas sin le sainchineál an bhunachais nó na hinstitiúide nó leis an gcineál aire, maoirseachta nó cóireála a thugtar ann,
(d) i gcás, mar gheall ar an gcineál dualgas a ghabhann le post, gur den chóir, ar fhoras príobháideachta nó modhúlachta, gur daoine de ghnéas áirithe a d'fhostófaí,
(e) i gcás ar gá, mar gheall ar chineál na fostaíochta, cóiríocht chodlata agus sláintíochta a sholáthar go comhchoiteann d'fhostaithe agus gur mhíréasúnach bheith ag súil go soláthrófaí cóiríocht den sórt sin go leithleach nó nár phraiticiúil d'fhostóir soláthar den sórt sin a dhéanamh.
(f) i gcás ar gá gur duine de ghnéas áirithe a bheadh sa phost mar gur dóigh go ngabhfadh leis an bpost sin dualgais a chomhlíonadh lasmuigh den Stát in áit arb amhlaidh do na dlíthe nó do na gnásanna ann gur duine den ghnéas sin go heisiatach a d'fhéadfadh na dualgais a chomhlíonadh.
Oifigigh chomhionannais.
18.—Ó thosach feidhme an ailt seo oifigeach comhionannais a thabharfar ar oifigeach pá chomhionainn (agus is é sin a ghairtear de san Acht seo) agus, dá réir sin, forléireofar na tagairtí go léir in Acht 1974 d'oifigeach pá chomhionainn mar thagairtí d'oifigeach comhionannais.
Díospóidí a tharchur chun na Cúirte.
19.—(1) Faoi réir ailt 26, 27 (1) agus 27 (2), féadfaidh aon duine lena mbainfidh díospóid i dtaobh idirdhealú a bheith déanta nó gan a bheith déanta ag duine a tharchur chun na Cúirte.
(2) I gcás díospóid a tharchur faoin alt seo chun na Cúirte, féachfaidh an Chúirt leis an díospóid a shocrú trí oifigeach caidrimh thionscail dá cuid nó tarchuirfidh sí an díospóid chuig oifigeach comhionannais lena imscrúdú agus moladh a dhéanamh, nó tarchuirfidh sí an díospóid amhlaidh i gcás nach n-éireoidh leis an oifigeach caidrimh thionscail socrú a dhéanamh.
(3) I gcás díospóid a tharchur faoin alt seo chuig oifigeach comhionannais imscrúdóidh sé an díospóid agus eiseoidh sé moladh ina leith.
(4) Cuirfear moladh faoin alt seo i bhfios—
(a) i gcás díospóid a tarchuireadh faoin alt seo, don Chúirt agus do na páirtithe sa díospóid, nó
(b) i gcás tarchur faoi alt 20, don Chúirt, don Aire agus do cibé duine nó daoine is dealraitheach don oifigeach comhionannais baint a beith acu leis.
(5) Ach amháin i gcás inar féidir cúis réasúnach a shuíomh, déanfar tarchur faoin alt seo a thaisceadh tráth nach déanaí ná sé mhí ón dáta a chéad-tharla an gníomh a líomhnaítear gurb é an t-idirdhealú é.
(6) Féadfar, faoi réir fho-alt (7), na cumhachtaí a thugtar d'oifigeach comhionannais le halt 6 (4) d'Acht 1974 i ndáil le fostóir a fheidhmiú i ndáil le duine seachas fostóir.
(7) Ní fhorléireofar aon ní san Acht seo mar ní a cheanglaíonn ar aon duine aon teastas cáilíochta (nó cóip de) ó fhostóir nó aon tuarascáil (nó cóip di), rúnda nó eile, a bhaineann le carachtar aon duine eile, nó lena oiriúnacht le haghaidh fostaíochta, a sholáthar nó a bhfuil i dteastas nó i dtuarascáil den sórt sin a nochtadh.
Tarchur chun na Cúirte ag an Aire.
20.—I gcás ar dealraitheach don Aire—
(a) go bhfuil idirdhealú á dhéanamh go ginearálta in aghaidh daoine nó go bhfuil cleachtas dá dtagraítear in alt 3 (2) á fheidhmiú nó á oibriú,
(b) gur tharla idirdhealú i ndáil le duine áirithe nach ndearna tarchur faoi alt 19 i ndáil leis an idirdhealú agus nach bhfuil sé réasúnach bheith ag súil go ndéanfaidh sé tarchur den sórt sin,
(c) gur thug duine ar dhuine eile nó gur fhéach sé le tabhairt air aon ní is idirdhealú a dhéanamh i ndáil le fostaíocht, nó
(d) go ndearnadh foilsiú nó taispeáint contrártha d'alt 8,
féadfaidh an tAire an t-ábhar a tharchur chun na Cúirte agus déileálfar leis an ábhar ionann is dá mba tharchur díospóide faoi alt 19 é.
Imscrúdú díospóidí ag an gCúirt.
21.—(1) Féadfaidh duine nó (i gcás tarchur faoi alt 20) an tAire achomharc a dhéanamh chun na Cúirte in aghaidh moladh faoi alt 19 nó féadfaidh sé achomharc a dhéanamh chun na Cúirte le cinneadh a fháil nár feidhmíodh an moladh.
(2) Eistfidh agus cinnfidh an Chúirt achomharc faoin alt seo agus cuirfidh sí a cinneadh i bhfios—
(a) i gcás tarchur faoi alt 19, do na páirtithe, nó
(b) i gcás tarchur faoi alt 20, don Aire agus do cibé duine nó daoine is dealraitheach don Chúirt baint a bheith acu leis.
(3) (a) Is go príobháideach a sheolfar éisteacht faoin alt seo, ach seolfaidh an Chúirt an éisteacht go poiblí má iarrann páirtí sa díospóid nó duine dá dtagraítear in alt 20 uirthi é sin a dhéanamh.
(b) I gcás éisteacht faoin alt seo a bheith á seoladh go poiblí féadfaidh an Chúirt, más deimhin léi go mbaineann aon chuid den éisteacht le hábhar ar chóir, ar mhaithe le haon pháirtí sa díospóid, nó le haon duine dá dtagraítear in alt 20, déileáil leis i modh rúin, an chuid sin den éisteacht a sheoladh go príobháideach.
(c) Bainfidh ailt 14 agus 21 d'Acht 1946 le hachomharc faoin alt seo.
(d) Taiscfear achomharc faoin alt seo sa Chúirt tráth nach déanaí ná 42 lá tar éis dáta an mholta iomchuí faoi alt 19 agus sonróidh an fógra forais an achomhairc.
(4) Féadfaidh páirtí i ndíospóid a chinnfidh an Chúirt faoi fho-alt (2) nó, i gcás cinneadh den sórt sin maidir le ní a tarchuireadh faoi alt 20, féadfaidh an tAire nó duine lena mbaineann achomharc a dhéanamh chun na hArd-Chúirte ar phointe dlí.
Cinneadh ón gCúirt faoi alt 21.
22.—Déanfaidh cinneadh ón gCúirt faoi alt 21 ní amháin nó níos mó díobh seo a leanas—
(a) a dhearbhú gur tharla nó (de réir mar a bheidh) nár tharla idirdhealú,
(b) a mholadh do dhuine nó do dhaoine lena mbaineann gníomh sonraithe a dhéanamh,
(c) cúiteamh a dhámhadh de réir an Achta seo,
(d) maidir le cás a tarchuireadh chun na Cúirte faoi alt 20 (c) nó 20 (d), a dhearbhú gur thug nó (de réir mar a bheidh) nár thug an duine lena mbaineann ar dhuine eile nó gur fhéach sé nó (de réir mar a bheidh) nár fhéach sé le tabhairt air aon ní is idirdhealú a dhéanamh i ndáil le fostaíocht nó go ndearnadh nó (de réir mar a bheidh) nach ndearnadh foilsiú nó taispeáint contrártha d'alt 8 agus, más cuí leis an gCúirt é, gníomh sonraithe a mholadh don duine lena mbaineann a dhéanamh.
Méid cúitimh faoi alt 22 nó fineáil bhreise faoi alt 25 nó 26.
23.—(1) Is é an méid a bheidh i gcúiteamh faoi alt 22 cibé méid a mheasfaidh an Chúirt a bheith réasúnach ag féachaint d'imthosca uile an cháis ach ní bheidh sé níos mó in aon chás ná luach saothair 104 sheachtain de réir an ráta a bhí á fháil ag an duine áirithe ar dháta an idirdhealaithe nó a bheadh á fháil aige mura mbeadh an t-idirdhealú.
(2) Ní bheidh méid aon fhíneála breise a ghearrfar faoi alt 25 nó 26 níos mó in aon chás ná luach saothair 104 sheachtain de réir an ráta a bhí á fháil ag an duine áirithe ar dháta an idirdhealaithe nó a bheadh á fháil aige mura mbeadh an t-idirdhealú.
Cinneadh ón gCúirt a bheith gan feidhmiú.
24.—(1) I gcás a ndéanfaidh duine lena mbaineann nó (i gcás tarchur faoi alt 20) an tAire gearán leis an gCúirt nár feidhmíodh cinneadh faoi alt 22 (b) go 22 (d), beidh éifeacht leis na forálacha seo a leanas :
(i) breithneoidh an Chúirt an gearán agus éistfidh sí gach duine is dealraitheach don Chúirt leas a bheith aige san ábhar agus ar mian leis go n-éistfí é;
(ii) más deimhin leis an gCúirt tar éis an bhreithnithe sin go bhfuil bonn leis an ngearán, féadfaidh an Chúirt le hordú a threorú don duine nár fheidhmigh an cinneadh cibé nithe a dhéanamh dá dtiocfaidh, i dtuairim na Cúirte, an cinneadh a bheith feidhmithe ag an duine sin.
(2) Más rud é, i gcás an Chúirt do dhéanamh ordú faoi fho-alt (1), nach ndéanfar an treoir san ordú a chomhlíonadh laistigh de dhá mhí ó dháta an ordaithe a dhéanamh (nó, i gcás achomharc faoi alt 21 (4), laistigh de dhá mhí ó dháta an ordaithe ón Ard-Chúirt ar an achomharc), beidh an duine ar díríodh an treoir chuige ciontach i gcion agus dlífear ar é a ciontú go hachomair fíneáil nach mó ná £100 agus, i gcás ciona leanúnaigh, fíneáil bhreise nach mó ná £10 in aghaidh gach lae a leanfar den chion, a chur air.
(3) (a) Ar dhuine a chiontú i gcion faoin alt seo, féadfaidh an chúirt, i dteannta fíneáil a ghearradh, más cuí leis an gcúirt agus an duine (dá ngairtear an gearánaí san alt seo) ar ina fhabhar a rinneadh an cinneadh, agus é féin nó ionadaí uaidh a bheith i láthair agus do thoiliú leis, suim a dhámhadh don ghearánaí nach mó ná cibé méid is dóigh leis an gcúirt a bheadh faighte ag an ngearánaí ón duine a ndearnadh an cinneadh ina aghaidh mar dhamáistí i leith luach saothair i ndáil leis an ábhar arb é ábhar an chinnidh é, ach nach mó in aon chás ná luach saothair 104 sheachtain.
(b) Íocfar leis an ngearánaí damáistí a dhámhfar faoi mhír (a).
(c) Is cosaint mhaith é in aon chaingean shibhialta a thionscnóidh an gearánaí maidir le luach saothair a luaitear i mír (a), an duine ciontaithe d'íoc suim a dámhadh faoin mír sin.
(d) Gan dochar d'aon cheart atá ag aon duine eile achomharc a dhéanamh, beidh de cheart ag an ngearánaí achomharc a dhéanamh go feadh méid na ndamáistí, chun na hArd-Chúirte nó (de réir mar a bheidh) chun an bhreithimh den Chúirte Cuarda ar ina chuaird atá ceantar (nó cuid de cheantar) an Bhreithimh den Chúirt Dúiche a rinne an dámhadh, agus is cinneadh críochnaitheach ar achomharc den sórt sin an cinneadh.
Dífhostú mar gheall ar ghníomh faoi alt 2.
25.—(1) I gcás fostaí a dhífhostú as a fhostaíocht go heisiatach nó go príomha toisc go ndearna sé, de mheon macánta, aon ní a shonraítear in alt 2 (d) (i) go 2 (d) (iv), beidh a fhostóir ciontach i gcion agus dlífear ar é a chiontú go hachomair fíneáil nach mó ná £100 nó, ar é a chiontú ar díotáil, fíneáil nach mó ná £1,000, a chur air.
(2) In ionchúiseamh i gcion faoin alt seo is ar an bhfostóir a bheidh a chruthú don chúirt nárbh í an chúis dá dtagraítear i bhfo-alt (1) an t-aonchúis nó an phríomhchúis a bhí leis an dífhostú.
(3) (a) Ar dhuine a chiontú i gcion faoin alt seo, féadfaidh an chúirt, más cuí léi agus an fostaí áirithe nó ionadaí uaidh a bheith i láthair agus do thoiliú leis—
(i) a ordú go ndéanfaidh an fostóir an fostaí a athfhostú sa phost a bhí aige díreach sular dífhostaíodh é ar na téarmaí agus na coinníollacha ar a raibh sé fostaithe díreach sular dífhostaíodh é, maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe,
(ii) a ordú go ndéanfaidh an fostóir an fostaí a athfhruiliú sa phost a bhí aige díreach sular dífhostaíodh é nó i bpost eile a bheadh réasúnta oiriúnach dó ar cibé téarmaí agus coinníollacha a bheidh réasúnach ag féachaint do na himthosca go léir, nó
(iii) fíneáil a ghearradh ar an duine ciontaithe, i dteannta fíneáil a gearradh faoi fho-alt (1), nach mó ná an méid a bheadh, i dtuairim na cúirte, faighte ag an bhfostaí ón bhfostóir áirithe mar luach saothair dá mba nár tharla an dífhostú.
(b) Íocfar leis an bhfostaí áirithe méid fíneála a gearradh faoi mhír (a).
(c) Gan dochar d'aon cheart a bheidh ag aon duine eile achomharc a dhéanamh, beidh de cheart ag an bhfostaí áirithe achomharc a dhéanamh go feadh méid na fíneála, chun na hArd-Chúirte nó (de réir mar a bheidh) chun an bhreithimh den Chúirt Chuarda ar ina chuaird atá cean tar (nó aon chuid de cheantar) an Bhreithimh den Chúirt Dúiche a ghearr an fhíneáil, agus is cinneadh críochnaitheach ar achomharc den sórt sin an cinneadh.
(d) Is cosaint mhaith é in aon chaingean shibhialta a thionscnóidh an fostaí áirithe maidir leis an luach saothair a luaitear i mír (a) duine ciontaithe d'íoc fíneáil a gearradh faoin mír sin.
Forálacha is forlíonadh ar alt 25.
26.—(1) I gcás duine nár tionscnaíodh ionchúiseamh i gcion faoi alt 25 i ndáil lena dhífhostú do dhéanamh gearáin leis an gCúirt gur dífhostaíodh as a fhostaíocht é go heisiatach nó go príomha toisc go ndearna sé, de mheon macánta, ní a shonraítear in alt 2 (d) (i) go 2 (d) (iv), beidh feidhm ag na forálacha seo a leanas :
(a) imscrúdóidh an Chúirt an gearán agus éistfidh sí gach duine ar dealraitheach don Chúirt leas a bheith aige san ábhar agus ar mian leis go n-éistfí é;
(b) is go príobháideach a sheolfar imscrúdú faoin bhfo-alt seo ach seolfaidh an Chúirt an t-imscrúdú go poiblí má iarrann ceachtar de na daoine lena mbaineann uirthi sin a dhéanamh;
(c) i gcás imscrúdú faoin bhfo-alt seo a bheith á sheoladh go poiblí, féadfaidh an Chúirt, más deimhin léi go mbaineann aon chuid den imscrúdú le hábhar ar chóir, ar mhaithe le haon duine lena mbaineann, déileáil leis i modh rúin, an chuid sin den imscrúdú a sheoladh go príobháideach;
(d) más deimhin leis an gCúirt, tar éis an imscrúdaithe sin, go bhfuil bonn leis an ngearán, féadfaidh an Chúirt—
(i) a ordú go ndéanfaidh an fostóir áirithe an duine dífhostaithe a athfhostú sa phost a bhí aige díreach sular dífhostaíodh é ar na téarmaí agus na coinníollacha ar a raibh sé fostaithe díreach sular dífhostaíodh é, maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe,
(ii) a ordú go ndéanfaidh an fostóir áirithe an duine dífhostaithe a athfhruiliú sa phost a bhí aige díreach sular dífhostaíodh é nó i bpost eile a bheadh réasúnta oiriúnach dó ar cibé téarmaí agus coinníollacha a bheidh réasúnach ag féachaint do na himthosca go léir, nó
(iii) a threorú le hordú don fhostóir áirithe cibé cúiteamh a íoc leis an duine dífhostaithe a mheasfaidh an Chúirt a bheith réasúnach sna himthosca, ach nach mó in aon chás ná luach saothair 104 sheachtain;
(e) Féadfaidh fostóir nó duine dífhostaithe a ndearnadh ordú ina leith faoin bhfo-alt seo achomharc a dhéanamh chun na hArd-Chúirte ar phointe dlí.
(2) Faoi réir fho-alt (5), mura ndéanfar ordú ón gCuirt faoi fho-alt (1) a chomhlíonadh laistigh de dhá mhí ó dháta an ordaithe a dhéanamh (nó, i gcás achomharc faoi fho-alt (5) in aghaidh an ordaithe, laistigh de dhá mhí ó dháta an ordaithe ón gCúirt Chuarda ar an achomharc nó, i gcás achomharc faoi fho-alt (1) (e), laistigh de dhá mhí ó dháta an ordaithe ón Ard-Chúirt ar an achomharc), beidh an duine dar tugadh an treoir ciontach i gcion agus dlífear ar é a chiontú go hachomair fíneáil nach mó ná £100 agus, i gcás ciona leanúnaigh, fíneáil bhreise nach mó ná £10 in aghaidh gach lae a leanfar den chion, a chur air.
(3) (a) Ar dhuine a chiontú i gcion faoin alt seo, féadfaidh an chúirt, más cuí léi agus an duine dífhostaithe nó ionadaí uaidh a bheith i lathair agus do thoiliú leis—
(i) a ordú go ndéanfaidh an fostóir an duine dífhostaithe a athfhostú sa phost a bhí aige díreach sular dífhostaíodh é ar na téarmaí agus na coinníollacha ar a raibh sé fostaithe díreach sular dífhostaíodh é, maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe,
(ii) a ordú go ndéanfaidh an fostóir an duine dífhostaithe a athfhruiliú sa phost a bhí aige díreach sular dífhostaíodh é nó i bpost eile a bheadh réasúnta oiriúnach dó ar cibé téarmaí agus coinníollacha a bheidh réasúnach ag féachaint do na himthosca go léir, nó
(iii) fíneáil a ghearradh ar an duine ciontaithe, i dteannta fíneáil a gearradh faoi fho-alt (2), nach mó ná an méid a bheadh, i dtuairim na cúirte, faighte ag an duine dífhostaithe ón bhfostóir áirithe mar luach saothair dá mba nár tharla an dífhostú.
(b) Íocfar leis an bhfostaí áirithe méid fíneála a gearradh faoi mhír (a).
(c) Gan dochar d'aon cheart a bheidh ag aon duine eile achomharc a dhéanamh, beidh de cheart ag an bhfostaí áirithe achomharc a dhéanamh go feadh méid na fíneála, chun na hArd-Chúirte nó (de réir mar a bheidh) chun an bhreithimh den Chúirt Chuarda ar ina chuaird atá ceantar (nó aon chuid de cheantar) an Bhreithimh den Chúirt Dúiche a ghearr an fhíneáil, agus is cinneadh críochnaitheach ar achomharc den sórt sin an cinneadh.
(d) Is cosaint mhaith in aon chaingean shibhialta a thionscnóidh an fostaí áirithe maidir leis an luach saothair a luaitear i mír (a) duine ciontaithe d'íoc fíneáil a gearradh faoin mír sin.
(4) Ach amháin i gcás inar féidir cúis réasúnach a shuíomh, déanfar gearán faoin alt seo a thaisceadh tráth nach déanaí ná sé mhí ó dháta an dífhostaithe.
(5) Duine dá dtabharfar treoir in ordú faoi fho-alt (1) féadfaidh sé, d'ainneoin alt 17 d'Acht 1946, achomharc a dhéanamh in aghaidh an ordaithe chun an bhreithimh den Chúirt Chuarda ar ina chuaird a sheolann an duine gnó.
Díospóidí a bhaineann le dífhostú faoi alt 3(4) a tharchur chun na Cúirte.
27.—(1) Féadfaidh duine a mbeidh díospóid ann i dtaobh alt 3 (4) a bheith sáraithe nó gan a bheith sáraithe i ndáil lena dhífhostú an díospóid a tharchur chun na Cúirte.
(2) I gcás a ndéanfar díospóid faoin alt seo a tharchur chun na Cúirte, bainfidh alt 26 leis an díospóid ionann is dá mba ghearán faoin alt sin í.
(3) Duine a ghlacfaidh i leith dífhostú áirithe sásamh a dámhadh faoi alt 9 nó 10 d'Acht 1974 nó faoi alt 7 den Acht um Dhífhostú Eagórach, 1977, ní bheidh sé i dteideal sásamh a ghlacadh a dámhadh faoin Acht seo i leith an dífhostaithe sin, agus duine a ghlacfaidh i leith dífhostú áirithe sásamh a dámhadh faoin Acht seo ní bheidh sé i dteideal sásamh a ghlacadh a dámhadh faoi alt 9 nó 10 d'Acht 1974 nó faoi alt 7 den Acht um Dhífhostú Eagórach, 1977, i leith an dífhostaithe sin.
Ceart an fhostaí, etc., chun faisnéise áirithe.
28.—(1) I gcás a mbeartóidh duine (dá ngairtear an fostaí san alt seo) díospóid a tharchur chun na Cúirte faoi alt 19, féadfaidh sé an fáth a bhí leis an ngníomh a gcreideann an fostaí gur idirdhealú é a fháil amach ón duine eile lena mbaineann agus tabharfaidh an duine eile sin an fáth i scríbhinn don fhostaí.
(2) Féadfaidh an tAire le rialacháin foirmeacha a fhorordú a bheidh le húsáid chun críocha an ailt seo agus teorainneacha ama a shonrú chun fáthanna a thabhairt faoi fho-alt (1).
Leasú ar alt 1 d'Acht 1974.
29.—Leasaítear leis seo alt 1 d'Acht 1974 tríd an méid seo a leanas a chur isteach i ndiaidh an mhínithe ar “an Chúirt” :
“measfar go bhfolaíonn ‘dífhostú’ fostaí d'fhoirceannadh a conartha fostaíochta lena fostóir (cibé acu a tugadh nó nár tugadh fógra roimh ré faoin bhfoirceannadh don fhostóir) in imthosca ina raibh nó ina mbeadh, mar gheall ar iompar an fhostóra, an fostaí i dteideal an conradh a fhoirceannadh gan fógra den sórt sin a thabhairt, nó ina raibh nó ina mbeadh sé réasúnach aici sin a dhéanamh, agus forléireofar ‘dífhostaithe’ dá réir sin;”.
Leasú ar alt 9 d'Acht 1974.
30.—Leasaítear leis seo alt 9 (3) d'Acht 1974 tríd an mír seo a leanas a chur in ionad mhír (a):
“(a) Ar dhuine a chiontú i gcion faoin alt seo, féadfaidh an chúirt, más cuí léi agus an bhean dífhostaithe nó ionadaí uaithi a bheith i láthair agus do thoiliú leis—
(i) a ordú go ndéanfaidh an fostóir an bhean dífhostaithe a athfhostú sa phost a bhí aici díreach sular dífhostaíodh í ar na téarmaí agus na coinníollacha ar a raibh sí fostaithe díreach sular dífhostaíodh í, maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe,
(ii) a ordú go ndéanfaidh an fostóir an bhean dífhostaithe a athfhruiliú sa phost a bhí aici díreach sular dífhostaíodh í nó i bpost eile a bheadh réasúnta oiriúnach di ar cibé téarmaí agus coinníollacha a bheidh réasúnach ag féachaint do na himthosca go léir, nó
(iii) fíneáil a ghearradh ar an duine ciontaithe, i dteannta fíneáil a gearradh faoi fho-alt (1), nach mó ná an méid a bheadh, i dtuairim na cúirte, faighte ag an mbean dífhostaithe ón bhfostóir áirithe mar luach saothair dá mba nár tharla an dífhostú, ach nach mó in aon chás ná luach saothair 104 sheachtain.”.
Leasú ar alt 10 d'Acht 1974.
31.—(1) Déantar leis seo an méid seo a leanas a chur in ionad ailt 10 (1) (d), 10 (3) (a) agus 10 (4), faoi seach, d'Acht 1974 :
“(1) (d) más deimhin leis an gCuirt, tar éis an imscrúdaithe sin, go bhfuil bonn leis an ngearán, féadfaidh an Chúirt—
(i) a ordú go ndéanfaidh an fostóir an bhean dífhostaithe a athfhostú sa phost a bhí aici díreach sular dífhostaíodh í ar na téarmaí agus na coinníollacha ar a raibh sí fostaithe díreach sular dífhostaíodh í, maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe,
(ii) a ordú go ndéanfaidh an fostóir an bhean dífhostaithe a athfhruiliú sa phost a bhí aici díreach sular dífhostaíodh í nó i bpost eile a bheadh réasúnta oiriúnach di ar cibé téarmaí agus coinníollacha a bheidh réasúnach ag féachaint do na himthosca go léir, nó
(iii) a threorú le hordú don fhostóir cibé cúiteamh a íoc leis an mbean dífhostaithe a mheasfaidh an Chúirt a bheith réasúnach sna himthosca, ach nach mó in aon chás ná luach saothair 104 sheachtain.
(3) (a) Ar dhuine a chiontú i gcion faoin alt seo, féadfaidh an chúirt, más cuí léi agus an duine dífhostaithe nó ionadaí uaithi a bheith i láthair agus do thoiliú leis—
(i) a ordú go ndéanfaidh an fostóir an bhean dífhostaithe a athfhostú sa phost a bhí aici díreach sular dífhostaíodh í ar na téarmaí agus na coinníollacha ar a raibh sí fostaithe díreach sular dífhostaíodh í, maille le téarma go measfar gur thosaigh an t-athfhostú lá an dífhostaithe,
(ii) a ordú go ndéanfaidh an fostóir an bhean dífhostaithe a athfhruiliú sa phost a bhí aici díreach sular dífhostaíodh í nó i bpost eile a bheadh réasúnta oiriúnach di ar cibé téarmaí agus coinníollacha a bheidh réasúnach ag féachaint do na himthosca go léir, nó
(iii) fíneáil a ghearradh ar an duine ciontaithe, i dteannta fíneáil a gearradh faoi fho-alt (2), nach mó ná an méid a bheadh, i dtuairim na cúirte, faighte ag an mbean dífhostaithe ón bhfostóir áirithe mar luach saothair dá mba nár tharla an dífhostú, ach nach mó in aon chás ná luach saothair 104 sheachtain.
(4) Ach amháin i gcás inar féidir cúis réasúnach a shuíomh, déanfar gearán faoin alt seo a thaisceadh tráth nach déanaí ná sé mhí ó dháta an dífhostaithe.”.
Cosaint in ionchúisimh áirithe faoin Acht um Aitribh Oifige, 1958.
32.—(1) Is cosaint mhaith in ionchúiseamh i gcion is sárú ar rialacháin faoi alt 13 den Acht um Aitribh Oifige, 1958, an cosantóir do shuíomh chun sástacht na cúirte nach raibh sé réasúnach bheith ag súil go gcomhlíonfaí na rialacháin ag féachaint d'imthosca uile an cháis agus, go háirithe, don Acht seo a rith.
(2) Scoirfidh an t-alt seo d'éifeacht a bheith leis cúig bliana tar éis an chéad ordú a dhéanamh faoi alt 55 nó, mura mbeidh ach ordú amháin den sórt sin déanta, cúig bliana tar éis an t-ordú sin a dhéanamh.
Cumhacht na hArd-Chúirte urghaire a dheonú.
33.—(1) I gcás lena mbaineann an t-alt seo is dleathach don Ard-Chúirt urghaire a dheonú ar fhoriarratas ón Aire chun cosc a chur le hidirdhealú de chineál a bheidh sonraithe san ordú ón Ard-Chúirt a dhéanamh ag duine a bheidh sonraithe amhlaidh.
(2) Baineann an t-alt seo le cás ina ndeimhneoidh an tAire don Ard-Chúirt gur cosúil, tar éis don Chúirt cinneadh a dhéanamh in ábhar a tarchuireadh chuici faoi alt 20 (seachas faoi alt 20 (b)) go ndéanfar tuilleadh idirdhealaithe, go dtabharfar nó go bhféachfar le tabhairt go ndéanfar foilsiú nó taispeáint (de réir mar a bheidh), ag duine a ndearnadh an cinneadh i ndáil leis, den chineál is ábhar don chinneadh sin.
An Ghníomhaireacht um Chomhionannas Fostaíochta a bhunú.
34.—(1) Féadfaidh an Rialtas le hordú lá a cheapadh ina lá bunaithe chun críocha ailt 34 go 52.
(2) Bunófar an lá bunaithe comhlacht dá ngairfear an Ghníomhaireacht um Chomhionannas Fostaíochta (dá ngairtear “an Ghníomhaireacht” san Acht seo) chun na feidhmeanna a shanntar dó leis an Acht seo a chomhlíonadh.
(3) Bainfidh an Sceideal a ghabhann leis an Acht seo leis an nGníomhaireacht.
Feidhmeanna ginearálta na Gníomhaireachta.
35.—Beidh ag an nGníomhaireacht, i dteannta aon fheidhmeanna eile a shanntar di le haon fhoráil eile den Acht seo, na feidhmeanna ginearálta seo a leanas—
(a) oibriú chun deireadh a chur le hidirdhealú i ndáil le fostaíocht,
(b) comhionannas deiseanna d'fhir agus do mhná a chur ar aghaidh i ndáil le fostaíocht,
(c) oibriú Acht 1974 agus an Achta seo a choimeád faoi bhreithniú agus, aon uair a mheasfaidh sí gur gá é, tograí a chur faoi bhráid an Aire chun ceachtar de na hAchtanna sin, nó iad araon, a leasú.
Feidhmeanna áirithe de chuid an Aire a aistriú chun na Gníomhaireachta.
36.—(1) Beidh na feidhmeanna a thugtar don Aire le hailt 20, 21 (1) agus 33 agus le halt 7 (2) d'Acht 1974 arna n-aistriú, de bhua an ailt seo, chuig an nGnomhaireacht an lá bunaithe.
(2) Déanfar, an lá bunaithe agus dá éis, na tagairtí don Aire in ailt 19 (4) (b), 21 (2) (b), 21 (4) agus 24 (1), agus in ailt 7 (4) agus 8 (1) (b) d'Acht 1974, a fhorléiriú mar thagairtí don Ghníomhaireacht.
Gníomhaíochtaí taighde agus faisnéise.
37.—(1) Féadfaidh an Ghníomhaireacht cibé taighde a ghabháil de láimh nó faoina coimirce agus cibé gníomhaíochtaí a bhaineann le leathadh faisnéise a ghabháil de láimh nó faoina coimirce a mheasfaidh sí is gá agus is dealraitheach a bheith fóirsteanach chun aon cheann dá feidhmeanna a fheidhmiú.
(2) Gan dochar do ghinearáltacht fho-alt (1), féadfaidh an Ghníomhaireacht treoirlínte nó cóid chleachtais i ndáil le hidirdhealú a dhréachtú agus a fhoilsiú mar fhaisnéis d'fhostóirí i ndáil le fostaíocht.
(3) Féadfaidh an Ghníomhaireacht táillí a bhaint amach as aon seirbhísí a sholáthróidh sí faoin alt seo.
Reachtaíocht a athbhreithniú.
38.—(1) I gcás ar dóigh, i dtuairim na Gníomhaireachta, d'oibriú nó d'éifeacht aon Acht lena mbaineann alt 14, nó aon fhoráil d'Acht den sórt sin nó aon ionstraim reachtúil arna déanamh faoi Acht den sórt sin feidhm a bheith aige, nó bheith ina bhac, ar dheireadh a chur le hidirdhealú i ndáil le fostaíocht nó ar chomhionannas deiseanna d'fhir agus do mhná a chur ar aghaidh i ndáil le fostaíocht, féadfaidh an Ghníomhaireacht más cuí léi, agus déanfaidh sí má éilíonn an tAire uirthi é, Acht, foráil nó ionstraim den sórt sin, nó oibriú nó éifeacht an chéanna, a athbhreithniú.
(2) D'fhonn cabhrú léi athbhreithniú a dhéanamh faoin alt seo, rachaidh an Ghníomhaireacht i gcomhairle le cibé ceardchumainn, eagraíochtaí fostóirí agus eagraíochtaí ceardchumann nó eagraíochtaí fostóirí is cuí léi.
(3) (a) I gcás a ndéanfaidh an Ghníomhaireacht athbhreithniú faoin alt seo féadfaidh sí tuarascáil a thabhairt don Aire ar an athbhreithniú, agus déanfaidh sí sin i gcás a mbeidh an t-athbhreithniú iarrtha ag an Aire.
(b) Féadfaidh tuarascáil faoin bhfo-alt seo moltaí a bheith inti go leasófar aon reacht, ionstraim reachtúil nó foráil riaracháin a athbhreithníodh amhlaidh.
Cumhacht na Gníomhaireachta imscrúduithe a sheoladh.
39.—(1) Féadfaidh an Ghníomhaireacht, chun aon chríche a bhaineann le comhlíonadh a feidhmeanna, imscrúdú a sheoladh agus déanfaidh sí sin i gcás a n-iarrfaidh an tAire é.
(2) D'fhonn cabhrú léi imscrúdú áirithe a dhéanamh féadfaidh an Ghníomhaireacht, le ceadú an Aire, duine amháin nó níos mó a fhostú ag a bhfuil cáilíochtaí a measfaidh an Ghníomhaireacht baint a bheith acu leis an imscrúdú sin.
(3) Féadfaidh comhalta amháin nó níos mó den Ghníomhaireacht a bheidh údaraithe chuige sin ag an nGníomhaireacht imscrúdú a sheoladh.
(4) Ní sheolfar imscrúdú i ndáil leis na Coimisinéirí um Cheapacháin Áitiúla nó le Coimisinéirí na Státseirbhíse do roghnú duine lena cheapadh in oifig nó i bpost.
Téarmaí tagartha d'imscrúduithe.
40.—Ní sheolfaidh an Ghníomhaireacht imscrúdú go dtí go gcomhlíonfar na ceanglais seo a leanas:
(a) ceapfaidh an Ghníomhaireacht téarmaí tagartha don imscrúdú nó, más imscrúdú é a d'iarr an tAire ar an nGníomhaireacht a sheoladh, ceapfaidh an tAire na téarmaí sin tar éis comhairle a ghlacadh leis an nGníomhaireacht;
(b) tabharfaidh an Ghníomhaireacht fógra go bhfuiltear chun imscrúdú a sheoladh trí fhógra a fhoilseofar i nuachtán laethúil amháin ar a laghad a léitear sa Stát mura rud é go mbaineann na téarmaí tagartha le duine sonrach agus sa chás sin tabharfar an fógra i scríbhinn don duine sin.
Cumhacht na Gníomhaireachta faisnéis agus doiciméid a fháil agus finnéithe a thoghairm.
41.—(1) Féadfaidh an Ghníomhaireacht, chun críocha imscrúdaithe, gach ní nó aon ní díobh seo a leanas a dhéanamh—
(a) a cheangal ar aon duine, trí fhógra a sheachadfar dó go pearsanta nó leis an bpost cláraithe, cibé faisnéis a bheidh sonraithe san fhógra agus a bheidh ag teastáil uaithi le haghaidh an imscrúdaithe a thabhairt di,
(b) a cheangal ar aon duine, trí fhógra a sheachadfar dó go pearsanta nó leis an bpost cláraithe, aon doiciméad sonrach faoina chumhacht nó faoina rialú a thabhairt ar aird di nó a chur chuici,
(c) finnéithe a ghairm, trí fhógraí a sheachadfar dóibh go pearsanta nó leis an bpost cláraithe, chun freastal os a comhair,
(d) na finnéithe a fhreastalóidh os a comhair a cheistiú.
(2) Ní sheachadfar fógra faoi fho-alt (1) mura mbeidh cead faighte ón Aire ag an nGníomhaireacht é a sheachadadh, nó mura sonróidh téarmaí tagartha an imscrúdaithe go gcreideann an Ghníomhaireacht maidir le duine a bheidh ainmnithe sna téarmaí tagartha—
(a) go bhfuil idirdhealú déanta nó á dhéanamh aige,
(b) go bhfuil mainniú déanta nó á dhéanamh aige clásal comhionannais faoi alt 4 a chomhlíonadh,
(c) go bhfuil alt 8 (1) nó alt 9 sáraithe aige,
(d) go raibh nó go bhfuil cleachtas ar siúl aige dá dtagraítear in alt 3 (2), nó
(e) go bhfuil mainneachtain déanta nó á déanamh aige clásal pá chomhionainn (de réir brí alt 7 d'Acht 1974) a chomhlíonadh.
(3) Beidh ag finné a fhreastalóidh os comhair na Gníomhaireachta agus ag duine a chuirfidh doiciméad chun na Gníomhaireachta nó a thabharfaidh faisnéis di teideal chun na ndíolúintí agus na bpribhléidí céanna a bheadh aige dá mba fhinné os comhair na hArd-Chúirte é.
(4) Beidh fógra faoi fho-alt (1) sínithe ag comhalta amháin ar a laghad den Ghníomhaireacht.
(5) Féadfaidh an Ghníomhaireacht cibé íocaíochtaí i leith cothabhála agus costas taistil a chinnfidh an tAire le toiliú Aire na Seirbhíse Poiblí a íoc le duine a fhreastalóidh os a comhair mar fhinné.
Cion maidir le himscrúduithe, etc.
42.—(1) Duine—
(a) a mhainneoidh nó a dhiúltóidh faisnéis a thabhairt don Ghníomhaireacht a d'iarr sí agus a sonraíodh i bhfógra faoi alt 41 (1) nó aon doiciméad a thabhairt ar aird don Ghníomhaireacht nó a chur chuici is doiciméad faoina chumhacht nó faoina rialú agus a d'iarr an Ghníomhaireacht i bhfógra den sórt sin air a thabhairt ar aird,
(b) ar é a thoghairm go cuí freastal mar fhinné os comhair na Gníomhaireachta, a mhainneoidh nó a dhiúltóidh freastal,
(c) a dhiúltóidh, agus é i láthair mar fhinné os comhair na Gníomhaireachta, mionn a ghlacadh nó dearbhasc a dhéanamh nuair a iarrfaidh an Ghníomhaireacht go dlíthiúil air sin a dhéanamh nó a dhiúltóidh aon cheisteanna a fhreagairt a n-iarrfaidh an Ghníomhaireacht go dlíthiúil freagra orthu, nó
(d) a dhéanfaidh aon ní arbh é a bheadh ann, dá mba chúirt bhreithiúnais an Ghníomhaireacht ag a raibh an chumhacht duine a chimiú mar gheall ar dhíspeagadh cúirte, díspeagadh ar an gcúirt sin,
beidh sé ciontach i gcion agus dlífear, ar é a chiontú go hachomair, fíneáil nach mó ná £100 nó, ar é a chiontú ar díotáil, fíneáil nach mó ná £1,000, a chur air, agus i gcás ar cion dá dtagraítear i míreanna (a) go (c) den fho-alt seo an cion féadfaidh an Chúirt a chiontóidh amhlaidh é a ordú dó an mhír áirithe a bheidh i gceist a chomhlíonadh.
(2) Má dhéanann duine dar seachadadh fógra faoi alt 41 (1) doiciméad a bheidh sonraithe san fhógra a athrú, a shochtadh, a cheilt nó a dhíothú nó má thugann sé ráiteas bréagach le linn faisnéis a bheidh sonraithe san fhógra a thabhairt don Ghníomhaireacht, beidh sé ciontach i gcion agus dlífear ar é a chiontú go hachomair fíneáil nach mó ná £100 a chur air.
Moltaí agus tuarascálacha ón nGníomhaireacht.
43.—(1) Tar éis di nó le linn di imscrúdú a dhéanamh féadfaidh an Ghníomhaireacht moltaí a eascróidh as an imscrúdú a dhéanamh d'aon duine (lena n-áirítear an tAire) chun feidhm ghinearálta amháin nó an dá fheidhm ghinearálta a shonraítear di in ailt 35 (a) agus 35 (b) a chur chun cinn.
(2) A luaithe is féidir tar éis di imscrúdú a sheoladh ullmhóidh an Ghníomhaireacht nó cuirfidh sí faoi deara go n-ullmhófar tuarascáil ar an imscrúdú, agus beidh i dtuarascáil den sórt sin aon chinntí de chuid na Gníomhaireachta a d'eascair as an imscrúdú.
(3) I gcás ar imscrúdú a d'éiligh an tAire an t-imscrúdú cuirfear cóip den tuarascáil iomchuí faoin alt seo chuig an Aire a luaithe is féidir tar éis í a ullmhú.
(4) Cuirfidh an Ghníomhaireacht nó (i gcás tuarascáil dá dtagraítear i bhfo-alt (3)) an tAire faoi deara, a luaithe is féidir tar éis fo-alt (2) agus (i gcás ar iomchuí é) fo-alt (3) a bheith comhlíonta, tuarascáil faoin alt seo a fhoilsiú nó a chur ar fáil ar dhóigh eile don phobal agus tabharfaidh sí fógra don phobal go bhfuil an tuarascáil sin foilsithe nó ar fáil.
(5) Ní dhéanfar aon fhaisnéis a gheobhaidh an Ghníomhaireacht de bhua na gcumhachtaí a thugtar di le halt 41 maidir le haon eagraíocht oibrithe nó aon duine nó maidir leis an ngnó a sheolann aon duine, agus nach mbeidh ar fáil ar dhóigh eile, a chur i dtuarascáil faoin alt seo gan toiliú ón eagraíocht oibrithe nó ón duine lena mbaineann (mura mbeadh sé ar neamhréir le dualgais na Gníomhaireachta agus le cuspóir na tuarascála an fhaisnéis sin a bheith gan cur sa tuarascáil sin), agus ní dhéanfaidh aon duine a bhfuil baint aige le haon imeachtaí faoin Acht seo aon fhaisnéis den sórt sin a nochtadh gan an toiliú sin.
Fógra neamhidirdhealúcháin.
44.—(1) I gcás ar deimhin leis an nGníomhaireacht, le linn di nó tar éis di imscrúdú a sheoladh, maidir le duine—
(a) go bhfuil idirdhealú déanta nó á dhéanamh aige,
(b) go bhfuil mainniú déanta nó á dhéanamh aige clásal comhionannais faoi alt 4 a chomhlíonadh,
(c) go bhfuil alt 8 (1) nó alt 9 sáraithe aige,
(d) go raibh nó go bhfuil cleachtas ar siúl aige dá dtagraítear in alt 3 (2), nó
(e) go bhfuil mainneachtain déanta nó á déanamh aige clásal pá comhionainn (de réir brí alt 7 d'Acht 1974) a chomhlíonadh,
féadfaidh sí fógra neamh-idirdhealúcháin a sheirbheáil ar an duine sin.
(2) (a) I gcás a mbeartóidh an Ghníomhaireacht fógra neamhidirdhealúcháin a sheirbheáil, déanfaidh sí, sula seirbheálfaidh sí é, scéala i scríbhinn i dtaobh an bheartaithe sin aici a thabhairt don duine a mbeartaítear an fógra a sheirbheáil air,
(b) Sonróidh scéala faoin bhfo-alt seo an gníomh nó an neamhghníomh arb é an t-idirdhealú, an mhainneachtain, an sárú nó an cleachtas é agus cuirfidh in iúl don duine áirithe go dtig leis uiríolla a dhéanamh chun na Gníomhaireachta i dtaobh an bheartaithe laistigh de thréimhse a bheidh sonraithe sa scéala.
(c) Féadfaidh duine a fuair scéala faoin bhfo-alt seo uiríolla a dhéanamh chun na Gníomhaireachta i dtaobh an fhógra neamh-idirdhealúcháin bheartaithe laistigh de 28 lá ó dháta an scéala a fháil.
(d) I gcás a ndéanfar uiríolla go cuí faoin bhfo-alt seo breithneoidh an Ghníomhaireacht iad sula seirbheálfaidh sí fógra neamh-idirdhealúcháin.
(3) Déanfaidh fógra neamh-idirdhealúcháin mar a leanas :—
(a) sonróidh sé an gníomh nó an neamhghníomh arb é an t-idirdhealú, an mhainneachtain, an sárú nó an cleachtas é,
(b) ceanglóidh sé ar an duine ar a seirbheálfar é gan an t-idirdhealú nó an sárú a dhéanamh nó (i gcás ar iomchuí é) an clásal pá chomhionainn (de réir brí alt 7 d'Acht 1974) nó an clásal comhionannais faoi alt 4 a chomhlíonadh,
(c) sonróidh sé, i gcás idirdhealú, na bearta a cheanglaíonn an Ghníomhaireacht a dhéanfaidh an duine ar a seirbheálfar é le nach ndéanfaidh sé an t-idirdhealú, agus
(d) ceanglóidh sé ar an duine ar a seirbheálfar é a chur in iúl don Ghníomhaireacht, laistigh de thréimhse a bheidh sonraithe san fhógra, agus d'aon daoine eile a bheidh sonraithe amhlaidh cad iad na bearta atá déanta chun an fógra a chomhlíonadh agus aon fhaisnéis eile a bheidh sonraithe amhlaidh a thabhairt don Ghníomhaireacht laistigh de thréimhse a bheidh sonraithe amhlaidh.
(4) Féadfar fógra neamh-idirdhealúcháin a sheirbheáil trína sheachadadh go pearsanta nó leis an bpost cláraithe.
Achomharc in aghaidh fógra neamh-idirdhealúcháin.
45.—(1) Féadfaidh duine ar ar seirbheáladh fógra neamh-idirdhealúcháin achomharc a dhéanamh chun na Cúirte laistigh de 42 lá ó dháta na seirbheála in aghaidh an fhógra nó aon cheanglais de chuid an fhógra.
(2) I gcás nach ndéanfar achomharc faoi fho-alt (1), tiocfaidh fógra neamh-idirdhealúcháin i ngníomh ar an tréimhse 42 lá dá dtagraítear san fho-alt sin a bheith caite.
(3) I gcás a mbeidh an Chúirt tar éis achomharc faoi fho-alt (1) a éisteacht, féadfaidh sí an fógra a dhaingniú go hiomlán nó go páirteach (fara leasú nó gan leasú ar an bhfógra) nó an t-achomharc a cheadú.
(4) I gcás a ndaingneoidh an Chúirt fógra neamh-idirdhealúcháin, tiocfaidh an fógra (arna dhaingniú amhlaidh go hiomlán nó go páirteach) i ngníomh cibé dáta a shocróidh an Chúirt.
(5) I gcás a gceadóidh an Chúirt achomharc faoi fho-alt (1), scoirfidh an fógra neamh-idirdhealúcháin a ndearnadh an t-achomharc ina aghaidh d'éifeacht a bheith leis.
Clár d'fhógraí neamh-idirdhealúcháin.
46.—Coimeádfaidh an Ghníomhaireacht clár, a bheidh ar oscailt lena iniúchadh ag aon duine gach tráth réasúnach, de gach fógra neamh-idirdhealúcháin a bheidh tagtha i ngníomh.
Cumhacht na Gníomhaireachta urghairí a lorg.
47.—(1) I gcás lena mbaineann an t-alt seo is dleathach don Ard-Chúirt urghaire a dheonú, ar fhoriarratas ón nGníomhaireacht, chun cosc a chur le hidirdhealú de chineál a bheidh sonraithe san ordú ón Ard-Chúirt a dhéanamh ag duine a bheidh sonraithe amhlaidh.
(2) Baineann an t-alt seo le cás ina ndeimhneoidh an Ghníomhaireacht don Ard-Chúirt, sa tréimhse cúig bliana dar tosach an dáta a tháinig fógra neamh-idirdhealúcháin i ngníomh, gur cosúil go ndéanfaidh an duine ar seirbheáladh an fógra air tuilleadh idirdhealaithe nó tuilleadh sáraithe nó mainneachtana dá dtagraítear in alt 44 (1).
Cúnamh ón nGníomhaireacht i gcás tarchur áirithe chun na Cúirte nó chuig oifigeach comhionannais.
48.—(1) Duine a mheasfaidh idirdhealú a bheith á dhéanamh nó déanta ina leith ag duine eile, nó mainneachtain nó faillí a bheith á dhéanamh nó déanta ag an duine eile sin clásal pá chomhionainn (de réir brí alt 7 d'Acht 1974) nó clásal comhionannais faoi alt 4 a chomhlíonadh nó cinneadh nó ordú ón gCúirt faoi alt 21 nó 26 nó faoi alt 8 nó 10 d'Acht 1974 a fheidhmiú, féadfaidh sé cúnamh a iarraidh ar an nGníomhaireacht le tarchur a dhéanamh chun na Cúirte nó chuig oifigeach comhionannais.
(2) Más rud é, tar éis don Ghníomhaireacht iarratas faoi fho-alt (1) a bhreithniú, gur deimhin léi go bhfuil ceist thábhachtach prionsabail éirithe de bharr an iarratais, nó gur dealraitheach don Ghníomhaireacht nach réasúnach bheith ag ceapadh go bhféadfadh an t-iarratasóir an cás is ábhar don tarchur atá beartaithe a thíolacadh go leordhóthanach gan chúnamh, féadfaidh an Ghníomhaireacht, dá rogha féin, cúnamh a thabhairt don iarratasóir leis an tarchur a dhéanamh.
(3) Is é an cúnamh a thabharfar faoin alt seo cibé cúnamh is cuí leis an nGníomhaireacht, dá rogha féin.
Cuntais agus iniúchadh.
49.—(1) Coimeádfaidh an Ghníomhaireacht, i cibé foirm a cheadóidh an tAire le comhthoiliú an Aire Airgeadais, na cuntais go léir is cuí agus is gnách ar an airgead go léir a gheobhaidh nó a chaithfidh sí.
(2) Déanfaidh an Ghníomhaireacht na cuntais a choimeádfar de bhun an ailt seo a chur gach bliain faoi bhráid an Ard-Reachtaire Cuntas agus Ciste lena n-iniúchadh cibé tráthanna a ordóidh an tAire, le comhthoiliú an Aire Airgeadais, agus déanfar na cuntais sin, ar iad a bheith iniúchta amhlaidh, a thíolacadh (mar aon le tuarascáil an Ard-Reachtaire Cuntas agus Ciste orthu) don Aire agus cuirfidh seisean faoi deara cóipeanna de na cuntais iniúchta agus den tuarascáil a chur faoi bhráid gach Tí den Oireachtas.
Tuarascáil bhliantúil, etc.
50.—(1) Tabharfaidh an Ghníomhaireacht gach bliain, ar cibé dáta a ordóidh an tAire, tuarascáil don Aire ar a gníomhaíochtaí i gcaitheamh an dá mhí dhéag roimhe sin dar críoch an dáta sin, agus cuirfidh an tAire faoi deara cóipeanna den tuarascáil a leagan faoi bhráid gach Tí den Oireachtas.
(2) Tabharfaidh an Ghníomhaireacht don Aire aon fhaisnéis a iarrfaidh sé ó am go ham maidir lena gníomhaíochtaí.
Deontais don Ghníomhaireacht.
51.—(1) Féadfar deontas a íoc leis an nGníomhaireacht gach bliain airgeadais, as airgead a sholáthróidh an tOireachtas, ina mbeidh cibé méid a cheadóidh an tAire le comhthoiliú an Aire Airgeadais i leith chaiteachais na Gníomhaireachta ag comhlíonadh a fheidhmeanna di.
(2) Féadfaidh an Ghníomhaireacht airgead a infheistiú ar cibé modh a cheadóidh an tAire.
Cumhacht na Gníomhaireachta airgead a fháil ar iasacht.
52.—Féadfaidh an Ghníomhaireacht, le toiliú an Aire, arna thabhairt le comhthoiliú an Aire Airgeadais, cibé suimeanna a theastóidh uaithi chun soláthar a dhéanamh do chaiteachas reatha a fháil ar iasacht go sealadach trí chomhshocraíocht le baincéirí.
Rialacháin.
53.—(1) Féadfaidh an tAire rialacháin a dhéanamh le héifeacht a thabhairt don Acht seo.
(2) (a) Féadfaidh an tAire, le rialacháin, a fhoráil nach mbainfidh foráil áirithe (nó forálacha áirithe) den Acht seo a bheidh sonraithe sna rialacháin le ceapachán lena mbaineann an fo-alt seo.
(b) Baineann an fo-alt seo le ceapadh in oifig nó i bpost a bheidh sonraithe sna rialacháin agus a bheidh déanta nó le déanamh roimh dheireadh na tréimhse sé mhí ó thosach feidhme an ailt seo de dhroim roghnú arna dhéanamh ag na Coimisinéirí um Cheapacháin Áitiúla nó ag Coimisinéirí na Státseirbhíse.
Caiteachais.
54.—Déanfar na caiteachais a thabhófar ag riaradh an Achta seo a íoc a mhéid a cheadóidh an tAire Airgeadais, as airgead a sholáthróidh an tOireachtas.
Tosach feidhme.
55.—(1) Tiocfaidh an tAcht seo (seachas ailt 34 go 52) i ngníomh cibé lá nó laethanta a cheapfar le hordú nó le horduithe ón Aire, go ginearálta nó faoi threoir críche nó forála áirithe, agus féadfar laethanta éagsúla a cheapadh chun críocha éagsúla agus forálacha éagsúla den Acht seo.
Gearrtheideal agus forléiriú.
56.—(1) Féadfar an tAcht um Chomhionannas Fostaíochta, 1977, a ghairm den Acht seo.
(2) Forléireofar Acht 1974 agus an tAcht seo le chéile mar aon Acht amháin.
AN SCEIDEAL
An Ghníomhaireacht um Chomhionannas Fostaíochta
1. Beidh an Ghníomhaireacht ina comhlacht corpraithe le comharbas suthain agus beidh cumhacht agartha aici agus beidh sí inagartha ina hainm corpraithe agus beidh cumhacht aici talamh a fháil, a theachtadh, agus a dhiúscairt.
2. Is é comhdhéanamh na Gníomhaireachta cathaoirleach (dá ngairtear “an cathaoirleach” sa Sceideal seo) agus deich ngnáthchomhalta.
3. Féadfaidh an cathaoirleach éirí as a oifig tráth ar bith trí litir a bheidh dírithe chun an Aire agus glacfaidh a éirí-as éifeacht ar an agus ón dáta a gheobhaidh an tAire an litir.
4. Féadfaidh an tAire tráth ar bith an cathaoirleach a chur as oifig.
5. I gcás a dtiocfaidh an cathaoirleach nó gnáthchomhalta den Ghníomhaireacht chun bheith ina chomhalta de cheachtar Teach den Oireachtas, scoirfidh sé de bheith ina chathaoirleach nó ina ghnáthchomhalta den sórt sin ar é theacht i dteideal, faoi Bhuan-Orduithe an Tí, suí sa Teach sin.
6. Duine a bheidh de thuras na huaire i dteideal, faoi Bhuan-Orduithe cheachtar Tí den Oireachtas, suí sa Teach sin, beidh sé dícháilithe chun bheith ina chathaoirleach nó ina ghnáthchomhalta den Ghníomhaireacht.
7. Ceapfaidh an tAire an cathaoirleach i gcáil lánaimsire nó pháirtaimsire agus sealbhóidh an cathaoirleach oifig go ceann cúig bliana ar a mhéid ar cibé téarmaí agus coinníollacha a chinnfidh an tAire le toiliú Aire na Seirbhíse Poiblí.
8. Íocfar leis an gcathaoirleach, as airgead a sholáthróidh an tOireachtas, cibé luach saothair agus liúntais agus caiteachais a thabhaigh sé, a chinnfidh an tAire le toiliú Aire na Seirbhíse Poiblí.
9. Is mar seo do ghnáthchomhaltaí na Gníomhaireachta—
(a) comhaltaí oibrithe beirt díobh;
(b) comhaltaí fostóirí beirt eile díobh, agus
(c) is é an tAire a ainmneoidh an seisear eile, ar ionadaithe d'eagraíochtaí ban triúr díobh.
10. Is comhalta páirtaimsire gach gnáthchomhalta den Ghníomhaireacht agus, faoi réir an Sceidil seo, sealbhóidh sé oifig go ceann cúig bliana ar cibé téarmaí agus coinníollacha a chinnfidh an tAire le toiliú Aire na Seirbhíse Poiblí.
11. Féadfar an cathaoirleach agus gnáthchomhalta den Ghníomhaireacht a rachaidh a dtéarma oifige in éag le himeacht aimsire a athcheapadh.
12. Féadfaidh an tAire gnáthchomhalta den Ghníomhaireacht a chur as oifig tráth ar bith.
13. Féadfaidh gnáthchomhalta den Ghníomhaireacht éirí as a oifig mar chomhalta den sórt sin trí litir a bheidh dírithe chun an Aire agus glacfaidh an t-éirí-as éifeacht amhail ar an agus ón dáta a gheobhaidh an tAire an litir.
14. Beidh comhalta den Ghníomhaireacht dícháilithe chun oifig a shealbhú, agus scoirfidh sé d'oifig a shealbhú, má bhreithnítear ina fhéimheach é nó má dhéanann sé imshocraíocht nó chomhshocraíocht le creidiúnaithe nó má ghearrann cúirt dlínse inniúla príosúnacht nó pianseirbhís air nó má scoireann sé de ghnáthchónaí a bheith air sa Stát.
15. Íocfar le gach gnáthchomhalta den Ghníomhaireacht, as airgead a sholáthróidh an tOireachtas, cibé caiteachais a cheadóidh an tAire le toiliú Aire na Seirbhíse Poiblí.
16. Ceapfaidh an tAire duine de ghnáthchomhaltaí na Gníomhaireachta le bheith ina leas-chathaoirleach ar an nGníomhaireacht agus é d'fheidhm aige gníomhú mar chathaoirleach nuair a bheidh an cathaoirleach as láthair.
17. I gcás a dtarlóidh corrfholúntas i measc na gcomhaltaí oibrithe, na gcomhaltaí fostóirí nó na gcomhaltaí eagraíochtaí ban den Ghníomhaireacht, iarrfaidh an tAire láithreach ar an eagraíocht a d'ainmnigh an comhalta sin cheana duine a ainmniú leis an bhfolúntas a líonadh agus ceapfaidh an tAire an duine a ainmneofar leis an bhfolúntas a líonadh.
18. (1) Féadfaidh an tAire, le toiliú Aire na Seirbhíse Poiblí, cibé oifigigh agus seirbhísigh a cheapadh a mheasfaidh sé is gá chun cabhrú leis an nGníomhaireacht chun a feidhmeanna a chomhlíonadh.
(2) Sealbhóidh na hoifigigh agus na seirbhísigh a cheapfar amhlaidh oifig ar cibé téarmaí, agus gheobhaidh siad cibé luach saothair, a chinnfidh Aire na Seirbhíse Poiblí.
19. (1) Tionólfaidh an Ghníomhaireacht cibé cruinnithe agus cibé méid cruinnithe is gá chun a feidhmeanna a chomhlíonadh agus féadfaidh sí comhshocraíochtaí a dhéanamh chun a himeachtaí agus a gnó a rialáil.
(2) Féadfaidh socrú a bheith, le ceadú an Aire, sna comhshocraíochtaí sin le go ndéanfaidh coiste de chuid na Gníomhaireachta aon chuid d'fheidhmeanna na Gníomhaireachta a fheidhmiú faoi rialú ginearálta na Gníomhaireachta.
20. Féadfaidh an tAire dáta, am agus áit chéad-chruinniú na Gníomhaireachta a shocrú nó a cheadú.
21. Cúig chomhalta is córam do chruinniú den Ghníomhaireacht.
22. Ag cruinniú den Ghníomhaireacht—
(a) is é an cathaoirleach, má bhíonn sé i láthair, a bheidh ina chathaoirleach ar an gcruinniú;
(b) má bhíonn an cathaoirleach as láthair, nó má bhíonn oifig chathaoirleach na Gníomhaireachta folamh, gníomhóidh leas-chathaoirleach na Gníomhaireachta mar chathaoirleach,
(c) má bhíonn, agus fad a bheidh, an cathaoirleach as láthair, nó má bhíonn oifig chathaoirleach na Gníomhaireachta folamh agus nach mbeidh an leas-chathaoirleach i láthair nó go mbeidh oifig an leas-chathaoirligh folamh, roghnóidh na comhaltaí den Ghníomhaireacht a bheidh i láthair duine dá líon le bheith ina chathaoirleach ar an gcruinniú.
23. Beidh vóta amháin ag an gcathaoirleach agus ag gach gnáthchomhalta den Ghníomhaireacht a bheidh i láthair ag cruinniú den Ghníomhaireacht.
24. Déanfar gach ceist ag cruinniú den Ghníomhaireacht a chinneadh le tromlach na vótaí a chaithfear ar an gceist agus, i gcás na vótaí a bheith roinnte go cothrom, beidh an dara vóta nó vóta réitigh ag cathaoirleach an chruinnithe.
25. Féadfaidh an Ghníomhaireacht gníomhú d'ainneoin folúntas nó folúntais i measc a comhaltaí.
26. Faoi réir an Sceidil seo, rialálfaidh an Ghníomhaireacht a nós imeachta agus a gnó.
27. (1) Soláthróidh an Ghníomhaireacht, a luaithe is féidir tar éis a bunaithe, séala di féin.
(2) Fíordheimhneofar séala na Gníomhaireachta le síniú chathaoirleach na Gníomhaireachta nó le síniú comhalta éigin eile den Ghníomhaireacht a bheidh údaraithe aici gníomhú chuige sin agus le síniú oifigigh don Ghníomhaireacht a bheidh údaraithe aici gníomhú chuige sin.
(3) Tabharfar aird bhreithiúnach ar shéala na Gníomhaireachta agus glacfar i bhfianaise aon doiciméad a bheidh séalaithe leis an séala.
Na hAchtanna dá dTagraítear | |
Acht na Sicpaí (Coinníollacha Fostaíochta), 1938 | |
Number 16 of 1977
EMPLOYMENT EQUALITY ACT, 1977
ARRANGEMENT OF SECTIONS
Number 16 of 1977
EMPLOYMENT EQUALITY ACT, 1977
Interpretation.
1.—(1) In this Act—
“the Act of 1946” means the Industrial Relations Act, 1946;
“the Act of 1974” means the Anti-Discrimination (Pay) Act, 1974;
“act” includes a deliberate omission;
“advertisement” includes every form of advertisement, whether to the public or not and whether in a newspaper or other publication, on television or radio or by display of a notice or by any other means, and references to the publishing of advertisements shall be construed accordingly;
“the Agency” means the Employment Equality Agency established by section 34;
“close relative” means a wife, husband, parent, child, grandparent, grandchild, brother or sister;
“the Court” means the Labour Court;
“dismissal” shall be taken to include the termination by an employee of his contract of employment with his employer (whether prior notice of termination was or was not given to the employer) in circumstances in which, because of the conduct of the employer, the employee was or would have been entitled to terminate the contract without giving such notice, or it was or would have been reasonable for him to do so, and “dismissed” shall be construed accordingly;
“employee” means a person who has entered into or works under (or, in the case of a contract which has been terminated, worked under) a contract of employment with an employer, whether the contract is (or was) for manual labour, clerical work or otherwise, is (or was) expressed or implied, oral or in writing, and whether it is (or was) a contract of service or apprenticeship or otherwise, and includes a civil servant of the State or of the Government and an officer or servant of a local authority within the meaning of the Local Government Act, 1941, an officer or servant of a harbour authority, health board, vocational education committee or committee of agriculture, and cognate words or expressions shall be construed accordingly;
“employer”, in relation to an employee, means the person by whom the employee is (or, in a case where the employment has ceased, was) employed under a contract of employment, and for the purposes of this definition a civil servant of the State or of the Government shall be deemed to be employed by the State or the Government (as the case may be) and an officer or servant of a local authority within the meaning of the Local Government Act, 1941, or of a harbour authority, health board, vocational educational committee or committee of agriculture shall be deemed to be employed by the local authority, harbour authority, health board, vocational educational committee or committee of agriculture (as the case may be);
“employment agency” means a person who, whether for profit or otherwise, provides services related to the finding of employment for prospective employees or the supplying of employees to employers;
“functions” includes powers and duties;
“investigation” means an investigation under section 39;
“the Minister” means the Minister for Labour;
“non-discrimination notice” means a notice under section 44;
“profession” includes any vocation or occupation;
“trade union” has the same meaning as it has in the Trade Union Acts, 1871 to 1975.
(2) In this Act a reference to a section is to a section of this Act unless it is indicated that reference to some other enactment is intended.
(3) In this Act a reference to a subsection is to the subsection of the section in which the reference occurs unless it is indicated that reference to some other section is intended.
Discrimination for the purposes of this Act.
2.—For the purposes of this Act, discrimination shall be taken to occur in any of the following cases—
(a) where by reason of his sex a person is treated less favourably than a person of the other sex,
(b) where because of his marital status a person is treated less favourably than another person of the same sex,
(c) where because of his sex or marital status a person is obliged to comply with a requirement, relating to employment or membership of a body referred to in section 5, which is not an essential requirement for such employment or membership and in respect of which the proportion of persons of the other sex or (as the case may be) of a different marital status but of the same sex able to comply is substantially higher,
(d) where a person is penalised for having in good faith—
(i) made a reference under section 19 or under section 7 of the Act of 1974,
(ii) opposed by lawful means an act which is unlawful under this Act or the Act of 1974,
(iii) given evidence in any proceedings under this Act or the Act of 1974, or
(iv) given notice of an intention to do anything referred to in subparagraphs (i) to (iii),
and cognate words shall be construed accordingly.
Discrimination by employers prohibited.
3.—(1) A person who is an employer or who obtains under a contract with another person the services of employees of that other person shall not discriminate against an employee or a prospective employee or an employee of that other person in relation to access to employment, conditions of employment (other than remuneration or any condition relating to an occupational pension scheme), training or experience for or in relation to employment, promotion or re-grading in employment or classification of posts in employment.
(2) An employer shall not, in relation to his employees or to employment by him, have rules or instructions which would discriminate against an employee or class of employee, and shall not otherwise apply or operate a practice which results or would be likely to result in an act which is a contravention of any provision of this Act when taken in conjunction with section 2 (c).
(3) Without prejudice to the generality of subsection (1), a person shall be taken to discriminate against an employee or prospective employee in relation to access to employment if—
(a) in any arrangements he makes for the purpose of deciding to whom he should offer employment, or
(b) by specifying, in respect of one person or class of persons, entry requirements for employment which are not specified in respect of other persons or classes of persons where the circumstances in which both such persons or classes would be employed are not materially different,
he contravenes subsection (1).
(4) Without prejudice to the generality of subsection (1), a person shall be taken to discriminate against an employee or prospective employee in relation to conditions of employment if he does not offer or afford to a person or class of persons the same terms of employment (other than remuneration or any term relating to an occupational pension scheme), the same working conditions and the same treatment in relation to overtime, shift work, short time, transfers, lay-offs, redundancies, dismissals (other than a dismissal referred to in section 25) and disciplinary measures as he offers or affords to another person or class of persons where the circumstances in which both such persons or classes are or would be employed are not materially different.
(5) Without prejudice to the generality of subsection (1), a person shall be taken to discriminate against an employee in relation to training or experience for or in relation to employment if he refuses to offer or afford to that employee the same opportunities or facilities for employment counselling, training (whether on or off the job) and work experience as he offers or affords to other employees where the circumstances in which that employee and those other employees are employed are not materially different.
(6) Without prejudice to the generality of subsection (1), a person shall be taken to contravene that subsection if he discriminates against an employee in the way he offers or affords that employee access to opportunities for promotion in circumstances in which another eligible and qualified person is offered or afforded such access or if in those circumstances he refuses or deliberately omits to offer or afford that employee access to opportunities for promotion.
(7) Without prejudice to the generality of subsection (1), a person shall be taken to discriminate against an employee or prospective employee where he classifies posts by reference to sex and the classification is not a case referred to in section 17 (2).
Equality clause.
4.—(1) If the terms of a contract under which a person is employed do not include (whether directly or by reference to a collective agreement within the meaning of the Act of 1974 or otherwise) an equality clause, they shall be deemed to include one.
(2) An equality clause is a provision which relates to terms of a contract (other than a term relating to remuneration or an occupational pension scheme) under which a person is employed and has the effect that where the person is employed in circumstances where the work done by that person is not materially different from that being done by a person of the other sex (in this section referred to as “the other person”) in the same employment—
(a) if (apart from the equality clause) any term of the contract is or becomes less favourable to the person than a term of a similar kind in the contract under which the other person is employed, that term of the person's contract shall be treated as so modified as not to be less favourable, and
(b) if (apart from the equality clause) at any time the person's contract does not include a term corresponding to a term benefiting the other person included in the contract under which the other person is employed, the person's contract shall be treated as including such a term.
(3) An equality clause shall not operate in relation to a variation between a person's contract of employment and the contract of employment of the other person if the employer proves that the variation is genuinely a consequence of a material difference (other than the difference of sex) between the two cases.
(4) Where a person offers a person employment on certain terms, and if on his acceptance of the offer any of those terms would fall to be modified or any additional term would fall to be included by virtue of this section, the offer shall be taken to contravene sections 3 (1) and 3 (4).
Discrimination in relation to membership of certain bodies prohibited.
5.—A body which is an organisation of workers, an organisation of employers or a professional or trade organisation or which controls entry to a profession or the carrying on of a profession shall not discriminate against a person in relation to membership of such body (or any benefits provided by it) or in relation to entry or the carrying on of the profession.
Discrimination in relation to vocational training prohibited.
6.—(1) Any person or educational or training body offering a course of vocational training shall not, in respect of any such course offered to persons over the age at which those persons are statutorily obliged to attend school, discriminate against a person (whether at the request of an employer, a trade union or a group of employers or trade unions or otherwise)—
(a) in the terms on which any such course or related facility is offered,
(b) by refusing or omitting to afford access to any such course or facility, or
(c) in the manner in which any such course or facility is provided.
(2) In this section “vocational training” means any system of instruction which enables a person being instructed to acquire, maintain, bring up to date or perfect the knowledge or technical capacity required for the carrying on of an occupational activity and which may be considered as exclusively concerned with training for such activity.
Discrimination by employment agencies prohibited.
7.—(1) An employment agency shall not discriminate—
(a) in the terms on which it offers to provide any of its services,
(b) by refusing or omitting to provide any of its services,
(c) in the manner in which it provides any of its services.
(2) References in subsection (1) to a service of an employment agency include guidance on careers and any service related to employment.
(3) Subsection (1) does not apply where the service concerns only employment which an employer could lawfully refuse to offer to the person concerned.
(4) An employment agency shall not be under any liability under this section if it proves—
(a) that it acted in reliance on a statement made to it by the employer concerned to the effect that, by reason of the operation of subsection (3), its action would not be unlawful, and
(b) that it was reasonable for it to rely on the statement.
(5) An employer who, with a view to obtaining the services of an employment agency, knowingly makes a statement such as is referred to in subsection (4) (a) and which in a material respect is false or misleading shall be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £200.
Discriminatory advertising prohibited.
8.—(1) A person shall not publish or display, or cause to be published or displayed, an advertisement which relates to employment and indicates an intention to discriminate, or might reasonably be understood as indicating such an intention.
(2) For the purpose of subsection (1), where in an advertisement a word or phrase is used defining or describing a post and the word or phrase is one which connotes a particular sex, or which, although not necessarily connoting a particular sex, is descriptive of or refers to a post or occupation of a kind previously held or carried on by members of one sex only, the advertisement shall be taken to indicate an intention to discriminate unless the advertisement contains a contrary indication.
(3) A person who makes a statement which he knows to be false with a view to securing publication or display in contravention of subsection (1) shall upon such publication or display being made be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £200.
Procuring or attempting to procure discrimination prohibited.
9.—A person shall not procure or attempt to procure another person to do in relation to employment anything which constitutes discrimination.
Discrimination in collective agreements, etc.
10.—(1) (a) Where an agreement or order to which this subsection applies contains a provision constituting discrimination, the provision shall be null and void.
(b) This subsection applies to—
(i) a collective agreement,
(ii) an employment regulation order within the meaning of Part IV of the Act of 1946, and
(iii) a registered employment agreement within the meaning of Part III of the Act of 1946 registered in the Register of Employment Agreements.
(2) Where a contract of employment contains a term (whether expressed or implied) constituting discrimination, that term shall be null and void.
Provisions relating to midwives and public health nurses.
11.—(1) The Midwives Act, 1944 (No. 10 of 1944), is hereby amended by the substitution for the definition of “midwife” in section 2 of the following:
“the word ‘midwife’ means a woman or man registered in the roll of midwives and, accordingly, every word importing the feminine gender shall be construed as if it also imported the masculine gender;”.
(2) Notwithstanding any other provision of this Act, it shall not be a contravention of this Act for a person to give access to training or employment as a midwife or as a public health nurse to persons of a particular sex.
Employments excluded from application of Act.
12.—(1) This Act does not apply to employment—
(a) in the Defence Forces,
(b) in the Gárda Síochána,
(c) in the prison service, or
(d) in a private residence or by a close relative.
(2) (a) Notwithstanding subsection (1), the Minister may by order declare that this Act shall apply to such class or classes of employment referred to in that subsection as may be specified in the order, and from the commencement of the order this Act shall apply to that class or those classes.
(b) Where the Minister proposes to make an order under this subsection, a draft of the proposed order shall be laid before each House of the Oireachtas and the order shall not be made until a resolution approving of the draft has been passed by each House.
(3) Sections 19, 20 (b), 21 and 28 shall not apply to the selection, by the Local Appointments Commissioners or the Civil Service Commissioners, of a person for appointment to an office or position.
Saver for certain cases relating to non-performance of duties, etc.
13.—Nothing in this Act shall require an employer—
(a) to employ in a position a person who will not undertake the duties attached to that position or who will not accept the conditions under which those duties are performed, or
(b) to retain in his employment a person not undertaking the duties attached to the position held by that person.
Saver for, and repeal or amendment of, certain statutory provisions.
14.—(1) Notwithstanding any provision of this Act, nothing done by an employer in compliance with any requirement of or under an Act to which this section applies shall constitute discrimination in contravention of this Act.
(2) (a) The Minister may by order repeal or amend any Act to which this section applies or any provision of such an Act.
(b) Before making an order under this subsection the Minister shall consult such trade unions, employers' organisations and organisations of trade unions or of employers' organisations as he considers appropriate.
(c) Where the Minister proposes to make an order under this subsection, a draft of the proposed order shall be laid before each House of the Oireachtas and the order shall not be made until a resolution approving of the draft has been passed by each House.
(3) This section applies to—
(a) the Conditions of Employment Act, 1936,
(c) the Factories Act, 1955,
(d) the Mines and Quarries Act, 1965.
Saver for certain training courses, etc.
15.—Nothing in this Act shall make it unlawful for any person to arrange for or provide training for persons of a particular sex in a type, form or category of work in which either no, or an insignificant number of, persons of that sex had been engaged in the period of twelve months ending at the commencement of the training, or to encourage persons of that sex to take advantage of opportunities for doing such work.
Saver for special treatment in connection with pregnancy, etc.
16.—Nothing in this Act shall make it unlawful for an employer to arrange for or provide special treatment to women in connection with pregnancy or childbirth.
Exclusion of posts where sex is occupational qualification.
17.—(1) This Act does not apply to any act connected with or related to the employment of a person where the sex of the person is an occupational qualification for a post in relation to which the act occurs.
(2) For the purposes of this section, the sex of a person shall be taken to be an occupational qualification for a post in the following cases—
(a) where, on grounds of physiology (excluding physical strength or stamina) or on grounds of authenticity for the purpose of a form of entertainment, the nature of the post requires a member of a particular sex because otherwise the nature of the post would be materially different if carried out by a member of the other sex,
(b) where the duties of a post involve personal services and it is necessary to have persons of both sexes engaged in such duties,
(c) where an establishment or institution is confined (either wholly or partly) to persons of one sex requiring special care, supervision or treatment and the employment of persons of that sex is related to either the character of the establishment or institution or the type of care, supervision or treatment provided in it,
(d) where either the nature of or the duties attached to a post justify on grounds of privacy or decency the employment of persons of a particular sex,
(e) where because of the nature of the employment it is necessary to provide sleeping and sanitary accommodation for employees on a communal basis and it would be unreasonable to expect the provision of separate such accommodation or impracticable for an employer so to provide,
(f) where it is necessary that the post should be held by a member of a particular sex because it is likely to involve the performance of duties outside the State in a place where the laws or customs are such that the duties can only be performed by a member of that sex.
Equality officers.
18.—From the commencement of this section an equal pay officer shall be known (and is in this Act referred to) as an equality officer and, accordingly, all references in the Act of 1974 to an equal pay officer shall be construed as references to an equality officer.
Reference of disputes to Court.
19.—(1) Subject to sections 26, 27 (1) and 27 (2), a dispute as to whether or not a person has discriminated may be referred by any person concerned to the Court.
(2) Where a dispute is referred under this section to the Court, it shall endeavour to settle the dispute through an industrial relations officer of the Court or refer the dispute to an equality officer for investigation and recommendation, or make such a reference where the industrial relations officer fails to effect a settlement.
(3) Where a dispute is referred under this section to an equality officer he shall investigate the dispute and issue a recommendation thereon.
(4) A recommendation under this section shall be conveyed—
(a) in the case of a dispute referred under this section, to the Court and the parties to the dispute, or
(b) in the case of a reference under section 20, to the Court, the Minister and to such person or persons as appear to the equality officer to be concerned.
(5) Save only where a reasonable cause can be shown, a reference under this section shall be lodged not later than six months from the date of the first occurrence of the act alleged to constitute the discrimination.
(6) Subject to subsection (7) the powers conferred on an equality officer by section 6 (4) of the Act of 1974 in relation to an employer may be exercised in relation to a person other than an employer.
(7) Nothing in this Act shall be construed as requiring any person to furnish any reference (or a copy thereof) from an employer or any report (or a copy thereof), whether of a confidential nature or otherwise, relating to the character or the suitability for employment of any other person, or to disclose the contents of such a reference or report.
Reference to Court by Minister.
20.—Where it appears to the Minister—
(a) that discrimination is being generally practised against persons or that a practice referred to in section 3 (2) is being applied or operated,
(b) that discrimination has occurred in relation to a particular person who has not made a reference under section 19 in relation to the discrimination and that it is not reasonable to expect such a reference by him.
(c) that a person has procured or attempted to procure another person to do anything in relation to employment which constitutes discrimination, or
(d) that a publication or display in contravention of section 8 has been made,
the matter may be referred to the Court by the Minister and shall be dealt with as if it were a reference under section 19 of a dispute.
Investigation of disputes by Court.
21.—(1) A person or (in the case of a reference under section 20) the Minister may appeal to the Court against a recommendation under section 19 or may appeal to the Court for a determination that the recommendation has not been implemented.
(2) The Court shall hear and determine an appeal under this section and shall convey its determination—
(a) in the case of a reference under section 19, to the parties, or
(b) in the case of a reference under section 20, to the Minister and such person or persons as appear to the Court to be concerned.
(3) (a) A hearing under this section shall be held in private, but the Court shall, if requested to do so by a party to the dispute or a person referred to in section 20, hold the hearing in public.
(b) Where a hearing under this section is being held in public the Court may, if it is satisfied that any part of the hearing concerns a matter that should, in the interests of any party to the dispute, or of a person referred to in section 20 be treated as confidential, hold that part of the hearing in private.
(c) Sections 14 and 21 of the Act of 1946 shall apply to an appeal under this section.
(d) An appeal under this section shall be lodged in the Court not later than 42 days after the date of the relevant recommendation under section 19 and the notice shall specify the grounds of the appeal.
(4) A party to a dispute determined by the Court under subsection (2) or, in the case of such a determination in a matter referred under section 20, the Minister or a person concerned may appeal to the High Court on a point of law.
Decision of Court under section 21.
22.—A determination of the Court under section 21 shall do one or more of the following—
(a) hold that there was or (as the case may be) was not discrimination,
(b) recommend to a person or persons concerned a specified course of action,
(c) award compensation in accordance with this Act,
(d) in a case referred to the Court under section 20 (c) or 20 (d) hold that the person concerned has or (as the case may be) has not procured or attempted to procure another person to do in relation to employment anything which constitutes discrimination or that a publication or display in contravention of section 8 was or (as the case may be) was not made and, if the Court thinks fit, recommend a specified course of action to the person concerned.
Amount of compensation under section 22 or additional fine under section 25 or 26.
23.—(1) Compensation under section 22 shall be of such amount as the Court thinks reasonable having regard to all the circumstances of the case but shall not in any case exceed 104 weeks' remuneration at the rate the person concerned was receiving at the date of the discrimination or would have received but for the discrimination.
(2) The amount of an additional fine imposed under section 25 or 26 shall not in any case exceed 104 weeks' remuneration at the rate the person concerned was receiving at the date of the discrimination or would have received but for the discrimination.
Failure to implement determination of Court.
24.—(1) Where a person concerned or (in the case of a reference under section 20) the Minister complains to the Court that a determination under section 22 (b) to 22 (d) has not been implemented, the following provisions shall have effect:
(i) the Court shall consider the complaint and shall hear all persons appearing to the Court to be interested and desiring to be heard;
(ii) if after such consideration the Court is satisfied that the complaint is well founded, the Court may by order direct the person failing to implement the determination to do such things as will in the opinion of the Court result in the determination being implemented by that person.
(2) If, where an order is made by the Court under subsection (1), the direction contained in the order is not carried out within two months from the date of the making of the order (or, where there is an appeal under section 21 (4), within two months of the date of the order of the High Court on the appeal), the person to whom the direction is addressed shall be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £100 and, in the case of a continuing offence, a further fine not exceeding £10 for every day during which the offence is continued.
(3) (a) On a conviction for an offence under this section the court may, in addition to imposing a fine, if it thinks fit and the person (in this subsection referred to as the plaintiff) in whose favour the determination was made either present or represented consents, award to the plaintiff a sum not exceeding such amount as in the opinion of the court the plaintiff would have received from the person against whom the determination was made by way of damages in respect of remuneration in relation to the matter the subject of the determination, but not in any case exceeding 104 weeks' remuneration.
(b) Damages awarded under paragraph (a) shall be paid to the plaintiff.
(c) The payment by a convicted person of a sum awarded under paragraph (a) shall be a good defence to any civil action brought by the plaintiff in respect of remuneration mentioned in that paragraph.
(d) Without prejudice to any right of appeal by any other person, the plaintiff shall have a right of appeal limited to the amount of damages, either (as the case may be) to the High Court or to the judge of the Circuit Court in whose circuit the district (or any part thereof) of the Justice of the District Court by whom the award was made is situated, and the decision on such an appeal shall be final.
Dismissal because of action under section 2.
25.—(1) Where an employee is dismissed from his employment solely or mainly because he did in good faith anything specified in section 2 (d) (i) to 2 (d) (iv), his employer shall be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £100 or on conviction on indictment to a fine not exceeding £1,000.
(2) In a prosecution for an offence under this section the onus shall be on the employer to satisfy the court that the reason referred to in subsection (1) was not the sole or principal reason for the dismissal.
(3) (a) On a conviction for an offence under this section, the court may, if it thinks fit and the employee concerned is present or represented and consents—
(i) order the re-instatement by the employer of the employee in the position which he held immediately before his dismissal on the terms and conditions on which he was employed immediately before his dismissal, together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal,
(ii) order the re-engagement by the employer of the employee either in the position which he held immediately before his dismissal or in a different position which would be reasonably suitable for him on such terms and conditions as are reasonable having regard to all the circumstances, or
(iii) impose on the convicted person, in addition to a fine imposed under subsection (1), a fine not exceeding the amount which in the opinion of the court the employee would have received from the employer concerned by way of remuneration if the dismissal had not occurred.
(b) The amount of a fine imposed under paragraph (a) shall be paid to the employee concerned.
(c) Without prejudice to any right of appeal by any other person, the employee concerned shall have a right of appeal limited to the amount of the fine, either (as the case may be) to the High Court or to the judge of the Circuit Court in whose circuit the district (or any part thereof) of the Justice of the District Court by whom the fine was imposed is situated, and the decision on such an appeal shall be final.
(d) The payment by a convicted person of a fine imposed under paragraph (a) shall be a good defence to any civil action brought by the employee concerned in respect of the remuneration mentioned in that paragraph.
Provisions supplemental to section 25.
26.—(1) Where a person, in respect of whose dismissal a prosecution for an offence under section 25 has not been brought, complains to the Court that he has been dismissed from his employment solely or mainly because he did in good faith a thing specified in section 2 (d) (i) to 2 (d) (iv), the following provisions shall apply:
(a) the Court shall investigate the complaint, and shall hear all persons appearing to the Court to be interested and desiring to be heard;
(b) an investigation under this subsection shall be held in private, but the Court shall, if requested to do so by either person concerned, hold the investigation in public;
(c) where an investigation under this subsection is being held in public the Court may, if it is satisfied that any part of the investigation concerns a matter that should, in the interests of any person concerned, be treated as confidential, hold that part of the investigation in private;
(d) if after such investigation the Court is satisfied that the complaint is well founded, the Court may—
(i) order the re-instatement by the employer concerned of the dismissed person in the position which he held immediately before his dismissal on the terms and conditions on which he was employed immediately before his dismissal, together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal,
(ii) order the re-engagement by the employer concerned of the dismissed person either in the position which he held immediately before his dismissal or in a different position which would be reasonably suitable for him on such terms and conditions as are reasonable having regard to all the circumstances, or
(iii) by order direct the employer concerned to pay to the dismissed person such compensation as the Court considers reasonable in the circumstances, but not in any case more than 104 weeks' remuneration;
(e) an employer or dismissed person in respect of whom an order under this subsection has been made may appeal to the High Court on a point of law.
(2) Subject to subsection (5), if an order made by the Court under subsection (1) is not carried out within two months of the date of the making of the order (or, where there is an appeal under subsection (5) against the order, within two months of the date of the order of the Circuit Court on the appeal or, where there is an appeal under subsection (1) (e), within two months of the date of the order of the High Court on the appeal), the person to whom the direction is given shall be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £100 and, in the case of a continuing offence, to a further fine not exceeding £10 for every day during which the offence is continued.
(3) (a) On a conviction for an offence under this section, the court may, if it thinks fit and the dismissed person is present or represented and consents—
(i) order the re-instatement by the employer of the dismissed person in the position which he held immediately before his dismissal on the terms and conditions on which he was employed immediately before his dismissal, together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal,
(ii) order the re-engagement by the employer of the dismissed person either in the position which he held immediately before his dismissal or in a different position which would be reasonably suitable for him on such terms and conditions as are reasonable having regard to all the circumstances, or
(iii) impose on the convicted person, in addition to a fine imposed under subsection (2), a fine not exceeding the amount which in the opinion of the court the dismissed person would have received from the employer concerned by way of remuneration if the dismissal had not occurred.
(b) The amount of a fine imposed under paragraph (a) shall be paid to the employee concerned.
(c) Without prejudice to any right of appeal by any other person, the employee concerned shall have a right of appeal limited to the amount of the fine, either (as the case may be) to the High Court or to the judge of the Circuit Court in whose circuit the district (or any part thereof) of the Justice of the District Court by whom the fine was imposed is situated, and the decision on such an appeal shall be final.
(d) The payment by a convicted person of a fine imposed under paragraph (a) shall be a good defence to any civil action brought by the employee concerned in respect of the remuneration mentioned in that paragraph.
(4) Save only where a reasonable cause can be shown, a complaint under this section shall be lodged not later than six months from the date of dismissal.
(5) A person to whom a direction is given in an order under subsection (1) may, notwithstanding section 17 of the Act of 1946, appeal against the order to the judge of the Circuit Court in whose circuit the person carries on business.
Reference to Court of disputes relating to dismissal under section 3 (4).
27.—(1) A dispute as to whether or not there has been a contravention of section 3 (4) in relation to the dismissal of a person may be referred to the Court by that person.
(2) Where a dispute is referred under this section to the Court, section 26 shall apply to the dispute as if it were a complaint under that section.
(3) A person who accepts in respect of a particular dismissal redress awarded under section 9 or 10 of the Act of 1974 or under section 7 of the Unfair Dismissals Act, 1977, shall not be entitled to accept redress awarded under this Act in respect of that dismissal, and a person who accepts in respect of a particular dismissal redress awarded under this Act shall not be entitled to accept redress awarded under section 9 or 10 of the Act of 1974 or under section 7 of the Unfair Dismissals Act, 1977, in respect of that dismissal.
Right of employee, etc., to certain information.
28.—(1) Where a person (in this section referred to as the employee) proposes to refer under section 19 a dispute to the Court, he may ascertain from the other person concerned the reason for the act believed by the employee to have constituted discrimination and that other person shall state the reason in writing to the employee.
(2) The Minister may by regulations prescribe forms to be used for the purposes of this section and specify time-limits for stating reasons under subsection (1).
Amendment of section 1 of Act of 1974.
29.—Section 1 of the Act of 1974 is hereby amended by the insertion of the following after the definition of “the Court”:
“‘dismissal’ shall be taken to include the termination by an employee of her contract of employment with her employer (whether prior notice of the termination was or was not given to the employer) in circumstances in which, because of the conduct of the employer, the employee was or would have been entitled to terminate the contract without giving such notice, or it was or would have been reasonable for her to do so, and ‘dismissed’ shall be construed accordingly;”.
Amendment of section 9 of Act of 1974.
30.—Section 9 (3) of the Act of 1974 is hereby amended by the substitution of the following paragraph for paragraph (a):
“(a) On a conviction for an offence under this section, the court may, if it thinks fit and the dismissed woman is present or represented and consents—
(i) order the re-instatement by the employer of the dismissed woman in the position which she held immediately before her dismissal on the terms and conditions on which she was employed immediately before her dismissal, together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal,
(ii) order the re-engagement by the employer of the dismissed woman either in the position which she held immediately before her dismissal or in a different position which would be reasonably suitable for her on such terms and conditions as are reasonable having regard to all the circumstances, or
(iii) impose on the convicted person, in addition to a fine imposed under subsection (1), a fine not exceeding the amount which in the opinion of the court the dismissed woman would have received from the employer concerned by way of remuneration if the dismissal had not occurred, but not in any case more than 104 weeks' remuneration.”.
Amendment of section 10 of Act of 1974.
31.—(1) The following are hereby substituted for sections 10 (1) (d), 10 (3) (a) and 10 (4), respectively, of the Act of 1974:
“(1) (d) if after such investigation the Court is satisfied that the complaint is well founded, the Court may—
(i) order the re-instatement by the employer of the dismissed woman in the position which she held immediately before her dismissal on the terms and conditions on which she was employed immediately before her dismissal, together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal,
(ii) order the re-engagement by the employer of the dismissed woman either in the position which she held immediately before her dismissal or in a different position which would be reasonably suitable for her on such terms and conditions as are reasonable having regard to all the circumstances, or
(iii) by order direct the employer to pay to the dismissed woman such compensation as the Court considers reasonable in the circumstances, but not in any case more than 104 weeks' remuneration.
(3) (a) On a conviction for an offence under this section, the court may, if it thinks fit and the dismissed person is present or represented and consents—
(i) order the re-instatement by the employer of the dismissed woman in the position which she held immediately before her dismissal on the terms and conditions on which she was employed immediately before her dismissal, together with a term that the re-instatement shall be deemed to have commenced on the day of the dismissal,
(ii) order the re-engagement by the employer of the dismissed woman either in the position which she held immediately before her dismissal or in a different position which would be reasonably suitable for her on such terms and conditions as are reasonable having regard to all the circumstances, or
(iii) impose on the convicted person, in addition to a fine imposed under subsection (2), a fine not exceeding the amount which in the opinion of the court the dismissed woman would have received from the employer concerned by way of remuneration if the dismissal had not occurred, but not in any case more than 104 weeks' remuneration.
(4) Save only where a reasonable cause can be shown, a complaint under this section shall be lodged not later than six months from the date of dismissal.”.
Defence to certain prosecutions underOffice Premises Act, 1958.
32.—(1) It shall be a good defence in a prosecution for an offence consisting of a contravention of regulations under section 13 of the Office Premises Act, 1958, for the defendant to show to the satisfaction of the court that it was not reasonable to expect compliance with the regulations having regard to all the circumstances of the case and, in particular, to the passing of this Act.
(2) This section shall cease to have effect five years after the making of the first order under section 55 or, where only one such order is made, five years after the making of that order.
Power of High Court to grant injunction.
33.—(1) In a case to which this section applies it shall be lawful for the High Court to grant an injunction on the motion of the Minister to prevent discrimination, by a person specified in the order of the High Court, of a type so specified.
(2) This section applies to a case where the Minister satisfies the High Court that, following a determination of the Court in a matter referred to it under section 20 (other than section 20 (b)) there is a likelihood of further discrimination, procuring or attempting to procure publication or display (as the case may be), by a person in relation to whom the determination was made, of the type the subject of that determination.
Establishment of Employment Equality Agency.
34.—(1) The Government may by order appoint a day to be the establishment day for the purposes of sections 34 to 52.
(2) On the establishment day there shall be established a body to be known as the Employment Equality Agency (in this Act referred to as “the Agency”) to perform the functions assigned to it by this Act.
(3) The Schedule to this Act shall apply to the Agency.
General functions of the Agency.
35.—The Agency shall have, in addition to any functions assigned to it by any other provision of this Act, the following general functions—
(a) to work towards the elimination of discrimination in relation to employment,
(b) to promote equality of opportunity between men and women in relation to employment,
(c) to keep under review the working of the Act of 1974 and this Act and, whenever it thinks it necessary, to make proposals to the Minister for amending either or both of those Acts.
Transfer to Agency of certain functions of Minister.
36.—(1) On the establishment day the functions conferred on the Minister by sections 20, 21 (1) and 33 and by section 7 (2) of the Act of 1974 shall, by virtue of this section, stand transferred to the Agency.
(2) On and from the establishment day the references to the Minister in sections 19 (4) (b), 21 (2) (b), 21 (4) and 24 (1), and in sections 7 (4) and 8 (1) (b) of the Act of 1974, shall be construed as references to the Agency.
Research and informational activities.
37.—(1) The Agency may undertake or sponsor such research and undertake or sponsor such activities relating to the dissemination of information as it considers necessary and which appears expedient for the purposes of exercising any of its functions.
(2) Without prejudice to the generality of subsection (1), the Agency may draft and publish for the information of employers guidelines or codes of practice relating to discrimination in relation to employment.
(3) The Agency may make charges for any services provided by it under this section.
Review of legislation.
38.—(1) Where in the opinion of the Agency the working or effect of any Act to which section 14 applies, any provision of such an Act or any statutory instrument made under such an Act is likely to affect or impede the elimination of discrimination in relation to employment or the promotion of equality of opportunity between men and women in relation to employment, the Agency may if it thinks fit, and shall if required by the Minister, carry out a review of such an Act, provision or instrument or of its working or effect.
(2) For the purpose of assisting it in making a review under this section, the Agency shall consult such trade unions, employers' organisations and organisations of trade unions or of employers' organisations as it considers appropriate.
(3) (a) Where the Agency makes a review under this section it may make to the Minister a report of the review, and shall do so where the review was required by the Minister.
(b) A report under this subsection may contain recommendations for amending any statute, statutory instrument or administrative provision so reviewed.
Agency's power to conduct investigations.
39.—(1) The Agency may, for any purpose connected with the performance of its functions, conduct an investigation and shall do so where required by the Minister.
(2) For the purpose of assisting it in the conduct of a particular investigation the Agency may, with the approval of the Minister, employ one or more than one person having qualifications which in the opinion of the Agency relate to that investigation.
(3) An investigation may be conducted by one or more than one member of the Agency delegated by the Agency for this purpose.
(4) An investigation shall not be conducted in relation to the selection by the Local Appointments Commissioners or the Civil Service Commissioners of a person for appointment to an office or position.
Terms of reference for investigations.
40.—The Agency shall not conduct an investigation until the following requirements have been complied with:
(a) terms of reference for the investigation shall be drawn up by the Agency or, if the investigation is one which the Minister has required the Agency to conduct, by the Minister after consultation with the Agency;
(b) notice of intention to conduct an investigation shall be given by the Agency by a notice published in at least one daily newspaper circulating in the State unless the terms of reference refer to a specified person in which case the notice shall be given in writing to that person.
Agency's power to obtain information and documents and to summon witnesses.
41.—(1) The Agency may for the purposes of an investigation do all or any of the following things—
(a) require any person, by notice delivered to him personally or by registered post, to supply to it such information as it specifies in the notice and requires for the purpose of the investigation,
(b) require any person, by notice delivered to him personally or by registered post, to produce to it or to send to it, any specified document in his power or control,
(c) summon witnesses, by notices delivered to them personally or by registered post, to attend before it,
(d) examine the witnesses attending before it.
(2) A notice under subsection (1) shall not be delivered unless the Agency has obtained the consent of the Minister to the delivery, or unless the terms of reference for the investigation specify that the Agency believes that a person named in the terms of reference—
(a) has discriminated or is discriminating,
(b) has failed or is failing to comply with an equality clause under section 4,
(c) has contravened section 8 (1) or section 9,
(d) has engaged in or is engaging in a practice referred to in section 3 (2), or
(e) has failed or is failing to comply with an equal pay clause (within the meaning of section 7 of the Act of 1974).
(3) A witness before the Agency and a person sending a document to the Agency or supplying information to it shall be entitled to the same immunities and privileges as if he were a witness before the High Court.
(4) A notice under subsection (1) shall be signed by at least one member of the Agency.
(5) The Agency may make, to a person who attends before it as a witness, such payments in respect of subsistence and travelling expenses as may be determined by the Minister with the consent of the Minister for the Public Service.
Offence relating to investigations, etc.
42.—(1) If a person—
(a) fails or refuses to supply to the Agency information required by it and specified in a notice under section 41 (1) or to produce or send to the Agency any document in his power or control and required by the Agency in such a notice to be produced by him,
(b) on being duly summoned as a witness before the Agency fails or refuses to attend,
(c) being in attendance as a witness before the Agency refuses to take an oath or to make an affirmation when legally required by the Agency to do so or to answer any question to which the Agency may legally require an answer, or
(d) does anything which would, if the Agency were a court of justice having power to commit for contempt of court, be contempt of such court,
he shall be guilty of an offence and shall be liable, on summary conviction, to a fine not exceeding £100 or, on conviction on indictment, to a fine not exceeding £1,000, and where the offence is one referred to in paragraphs (a) to (c) of this subsection the court by which he is so convicted may direct him to comply with the paragraph in question.
(2) If a person to whom a notice under section 41 (1) has been delivered alters, suppresses, conceals or destroys a document specified in the notice or makes a false statement when supplying to the Agency information specified in the notice, he shall be guilty of an offence and shall be liable on summary conviction to a fine not exceeding £100.
Recommendations and reports by Agency.
43.—(1) After it has conducted an investigation or in the course of an investigation the Agency may make to any person (including the Minister) recommendations arising out of the investigation for the purpose of promoting one or both of its general functions specified in sections 35 (a) and 35 (b).
(2) As soon as practicable after it has conducted an investigation the Agency shall prepare or cause to be prepared a report of the investigation, and such a report shall contain any findings of the Agency arising out of the investigation.
(3) Where the investigation was one required by the Minister a copy of the relevant report under this section shall be sent to the Minister as soon as practicable after its preparation.
(4) The Agency or (in the case of a report referred to in subsection (3)) the Minister shall, as soon as practicable after subsection (2) and (where appropriate) subsection (3) have been complied with cause a report under this section to be published or otherwise made available to the public and shall give notice to the public of such publication or availability.
(5) Any information obtained by the Agency by virtue of the powers conferred on it by section 41 as to any organisation of workers or any person or as to the business carried on by any person, which is not available otherwise, shall not be included in a report under this section without the consent of the organisation of workers or the person concerned (unless such non-inclusion would be inconsistent with the duties of the Agency and the object of the report), and any person concerned in any proceedings under this Act shall not disclose any such information without such consent.
Non-discrimination notice.
44.—(1) Where in the course of the conduct of an investigation or after an investigation has been conducted the Agency is satisfied that a person—
(a) has discriminated or is discriminating,
(b) has failed or is failing to comply with an equality clause under section 4,
(c) has contravened section 8 (1) or section 9,
(d) has engaged in or is engaging in a practice referred to in section 3 (2), or
(e) has failed or is failing to comply with an equal pay clause (within the meaning of section 7 of the Act of 1974),
it may serve a non-discrimination notice on that person.
(2) (a) Where the Agency proposes to serve a non-discrimination notice it shall before serving it notify in writing the person on whom it is proposed to serve the notice of its proposal.
(b) A notification under this subsection shall specify the act or omission constituting the discrimination, failure, contravention or practice and shall inform the person concerned that he may make representations to the Agency regarding the proposal within a period specified in the notification.
(c) A person who has received a notification under this subsection may make representations to the Agency regarding the proposed non-discrimination notice within 28 days of receipt of the notification.
(d) Where representations are duly made under this subsection they shall be considered by the Agency before serving a non-discrimination notice.
(3) A non-discrimination notice shall—
(a) specify the act or omission constituting the discrimination, failure, contravention or practice,
(b) require the person on whom it is served not to commit the discrimination or contravention or (where appropriate) to comply with the equal pay clause (within the meaning of section 7 of the Act of 1974) or the equality clause under section 4,
(c) specify, in the case of a discrimination, what steps the Agency requires to be taken by the person on whom it is served in order not to commit the discrimination, and
(d) require the person on whom it is served to inform the Agency, within a period specified in the notice, and any other persons so specified of what steps are taken in order to comply with the notice and to supply, within a period so specified, the Agency with any other information so specified.
(4) A non-discrimination notice may be served by personal delivery or by registered post.
Appeal against non-discrimination notice.
45.—(1) A person on whom a non-discrimination notice has been served may appeal to the Court within 42 days of the date of service against the notice or any requirement of the notice.
(2) Where an appeal under subsection (1) is not made, a non-discrimination notice shall come into operation on the expiry of the 42-day period referred to in that subsection.
(3) Where the Court has heard an appeal under subsection (1), it may either confirm the notice in whole or in part (with or without an amendment of the notice) or allow the appeal.
(4) Where the Court confirms a non-discrimination notice, the notice (as so confirmed in whole or in part) shall come into operation on such date as the Court shall fix.
(5) Where the Court allows an appeal under subsection (1), the non-discrimination notice appealed against shall cease to have effect.
Register of non-discrimination notices.
46.—The Agency shall keep a register, which shall be open to inspection by any person at all reasonable times, of every non-discrimination notice which has come into operation.
Power of Agency to seek injunctions.
47.—(1) In a case to which this section applies it shall be lawful for the High Court to grant an injunction, on the motion of the Agency, to prevent discrimination by a person specified in the order of the High Court of a type so specified.
(2) This section applies to a case where, in the period of five years beginning on the date on which a non-discrimination notice came into operation, the Agency satisfies the High Court that there is a likelihood of further discrimination or of a further contravention or failure referred to in section 44 (1) by the person on whom the notice was served.
Assistance by Agency in certain references to Court or equality officer.
48.—(1) A person who considers that there is or has been discrimination in respect of him by another person, or that there is or has been a failure or neglect by such other person to comply with an equal pay clause (within the meaning of section 7 of the Act of 1974) or with an equality clause under section 4 or to implement a determination or order of the Court under section 21 or 26 or under section 8 or 10 of the Act of 1974, may apply to the Agency for assistance in making a reference to the Court or an equality officer.
(2) Where, having considered an application under subsection (1), the Agency is satisfied that the application raises an important matter of principle, or it appears to the Agency that it is not reasonable to expect the applicant adequately to present without assistance the case the subject of the proposed reference, the Agency may at its discretion provide assistance to the applicant in making the reference.
(3) Assistance under this section shall be in such form as the Agency at its discretion thinks fit.
Accounts and audits.
49.—(1) The Agency shall, in such form as may be approved by the Minister with the concurrence of the Minister for Finance, keep all proper and usual accounts of all moneys received or expended by it.
(2) Accounts kept in pursuance of this section shall be submitted annually by the Agency to the Comptroller and Auditor General for audit at such times as the Minister, with the concurrence of the Minister for Finance, directs and those accounts, when so audited, shall (together with the report of the Comptroller and Auditor General thereon), be presented to the Minister, who shall cause copies of the audited accounts and the report to be laid before each House of the Oireachtas.
Annual report, etc.
50.—(1) The Agency shall in each year, at such date as the Minister may direct, make a report to the Minister of its activities during the preceding twelve months ending on that date, and the Minister shall cause copies of the report to be laid before each House of the Oireachtas.
(2) The Agency shall supply to the Minister any information as he may from time to time require regarding its activities.
Grants to the Agency.
51.—(1) In each financial year there may be paid to the Agency out of moneys provided by the Oireachtas a grant of such amount as the Minister, with the concurrence of the Minister for Finance, may sanction towards the expenses of the Agency in the performance of its functions.
(2) The Agency may invest money in such manner as the Minister may approve.
Power of the Agency to borrow.
52.—The Agency may, with the consent of the Minister, given with the concurrence of the Minister for Finance, borrow temporarily by arrangement with bankers such sums as it may require for the purpose of providing for current expenditure.
Regulations.
53.—(1) The Minister may make regulations for the purpose of giving effect to this Act.
(2) (a) The Minister may by regulations provide that a particular provision (or particular provisions) of this Act specified in the regulations shall not apply to an appointment to which this subsection applies.
(b) This subsection applies to an appointment to an office or position specified in the regulations and made or to be made before the expiry of the period of six months from the commencement of this section consequent on a selection by the Local Appointments Commissioners or the Civil Service Commissioners.
Expenses.
54.—The expenses incurred in the administration of this Act shall, to such extent as may be sanctioned by the Minister for Finance, be paid out of moneys provided by the Oireachtas.
Commencement.
55.—This Act (other than sections 34 to 52) shall come into operation on such day or days as may be appointed by order or orders of the Minister, either generally or with reference to a particular purpose or provision, and different days may be fixed for different purposes and different provisions of this Act.
Short title and construction.
56.—(1) This Act may be cited as the Employment Equality Act, 1977.
(2) The Act of 1974 and this Act shall be construed together as one Act.
SCHEDULE
Employment Equality Agency
Section (34) (3)
1. The Agency shall be a body corporate with perpetual succession and power to sue and be sued in its corporate name and to acquire, hold and dispose of land.
2. The Agency shall consist of a chairman (in this Schedule referred to as “the chairman”) and ten ordinary members.
3. The chairman may at any time resign his office by letter addressed to the Minister and his resignation shall take effect as on and from the date of the receipt of the letter by the Minister.
4. The Minister may at any time remove the chairman from office.
5. Where the chairman or an ordinary member of the Agency becomes a member of either House of the Oireachtas, he shall, upon his becoming entitled under the Standing Orders of the House to sit therein, cease to be the chairman or such ordinary member.
6. A person who is for the time being entitled under the Standing Orders of either House of the Oireachtas to sit therein shall be disqualified from being either the chairman or an ordinary member of the Agency.
7. The chairman shall be appointed by the Minister either in a whole-time or a part-time capacity and shall hold office for not more than five years on such terms and conditions as the Minister determines with the consent of the Minister for the Public Service.
8. The chairman shall be paid, out of moneys provided by the Oireachtas, such remuneration and allowances and expenses incurred by him as the Minister, with the consent of the Minister for the Public Service, may determine.
9. Of the ordinary members of the Agency—
(a) two shall be workers' members;
(b) two others shall be employers' members, and
(c) the remaining six, three of whom shall be representative of women's organisations, shall be nominated by the Minister.
10. Each ordinary member of the Agency shall be a part-time member and, subject to this Schedule, shall hold office for five years on such terms and conditions as the Minister determines with the consent of the Minister for the Public Service.
11. The chairman and an ordinary member of the Agency whose term of office expires by effluxion of time shall be eligible for re-appointment.
12. The Minister may at any time remove an ordinary member of the Agency from office.
13. An ordinary member of the Agency may resign his office as such member by letter addressed to the Minister and the resignation shall take effect as on and from the date of the receipt of the letter by the Minister.
14. A member of the Agency shall be disqualified from holding and shall cease to hold office if he is adjudged bankrupt or makes a composition or arrangement with creditors or is sentenced by a court of competent jurisdiction to suffer imprisonment or penal servitude or ceases to be ordinarily resident in the State.
15. Each ordinary member of the Agency shall be paid, out of moneys provided by the Oireachtas, such expenses as the Minister, with the consent of the Minister for the Public Service, may sanction.
16. The Minister shall appoint one of the ordinary members of the Agency to be vice-chairman of the Agency with the function of acting as chairman in the absence of the chairman.
17. Where a casual vacancy occurs among the workers' members, the employers' members or the women's organisations members of the Agency, the Minister shall forthwith invite the organisation which previously nominated that member to nominate a person for appointment to fill the vacancy and the Minister shall appoint the person nominated to fill the vacancy.
18. (1) The Minister, with the consent of the Minister for the Public Service, may appoint such officers and servants as he thinks necessary to assist the Agency in the performance of its functions.
(2) The officers and servants so appointed shall hold office on such terms, and receive such remuneration, as the Minister for the Public Service determines.
19. (1) The Agency shall hold such and so many meetings as may be necessary for the performance of its functions and may make arrangements for the regulation of its proceedings and business.
(2) Such arrangements may, with the approval of the Minister, provide for the discharge, under the general direction of the Agency, of any of its functions by a committee of the Agency.
20. The Minister may fix or sanction the date, time and place of the first meeting of the Agency.
21. The quorum for a meeting of the Agency shall be five members.
22. At a meeting of the Agency—
(a) the chairman shall, if present, be the chairman of the meeting;
(b) in the absence of the chairman or, if the office of chairman of the Agency is vacant, the vice-chairman of the Agency shall act as chairman,
(c) if, and so long as, the chairman is not present, or if the office of chairman of the Agency is vacant and the vice-chairman is not present or the office of vice-chairman is vacant, the members of the Agency present shall choose one of their number to be chairman of the meeting.
23. The chairman and each ordinary member of the Agency attending a meeting of the Agency shall have one vote.
24. Every question at a meeting of the Agency shall be determined by a majority of the votes cast on the question and, in the case of an equal division of votes, the chairman of the meeting shall have a second or casting vote.
25. The Agency may act notwithstanding one or more than one vacancy among its members.
26. Subject to this Schedule, the Agency shall regulate its procedure and business.
27. (1) The Agency shall, as soon as may be after its establishment, provide itself with a seal.
(2) The seal of the Agency shall be authenticated by the signature of the chairman or some other member of the Agency authorised by it to act in that behalf and by the signature of an officer of the Agency authorised by it to act in that behalf.
(3) Judicial notice shall be taken of the seal of the Agency and any document sealed with the seal shall be received in evidence.
Acts Referred to | |
1974, No. 15. | |
1936, No. 2. | |
1955, No. 10. | |
1946, No. 26. | |
1941, No. 23. | |
1944, No. 10. | |
1965, No. 7. | |
1958, No. 3. | |
1938, No. 4. | |
1977, No. 10. | |