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Number 21 of 1998
EMPLOYMENT EQUALITY ACT, 1998
ARRANGEMENT OF SECTIONS
PART I
Preliminary and General
Section | |
PART II
Discrimination: General Provisions
Introductory
Discrimination in Specific Areas
Vicarious Liability etc.
Obligations of Employers etc.
Nature and extent of employer's obligations in certain cases. | |
Specific Provisions as to Equality Between Women and Men
Introductory
Remuneration
Other Matters
Specific Provisions as to Equality Between other Categories of Persons
Savings and exceptions related to the family, age or disability. | |
Exclusion of discrimination on particular grounds in certain employments. |
Equality Authority
General
Continuation of Employment Equality Agency as Equality Authority. | |
Inquiries by Authority
Injunctions for failure to comply with non-discrimination notice. | |
Offence relating to failure to comply with non-discrimination notice. | |
Assistance by Authority in connection with certain references. |
Equality Reviews and Action Plans and Review of Legislation
Enforcement powers in respect of equality reviews and action plans. | |
Other Remedies and Enforcement
Introductory
Equality Investigations
Redress
Collective Agreements
Mediation, decisions and appeals relating to collective agreements. |
Decisions and Determinations Generally
Enforcement by Circuit Court
Enforcement of determinations, decisions and mediated settlements. | |
Information
Sanctions for failure or refusal to supply documents, information, etc. | |
Offences
Supplementary
Acts Referred to | |
1995, No. 2 | |
1946, No. 23 | |
1974, No. 15 | |
1988, No. 27 | |
1956, No. 45 | |
1956, No. 46 | |
Civil Service Regulation Acts, 1956 to 1996 | |
1963, No. 33 | |
1993, No. 8 | |
1981, No. 11 | |
1954, No. 18 | |
1971, No. 27 | |
1977, No. 16 | |
1997, No. 2 | |
1987, No. 10 | |
1970, No. 1 | |
1946, No. 26 | |
1969, No. 14 | |
1990, No. 19 | |
1937, No. 38 | |
Interpretation Acts, 1937 to 1997 | |
1993, No. 29 | |
1941, No. 23 | |
Maternity Protection Act, 1994 | 1994, No. 34 |
1947, No. 46 | |
1979, No. 37 | |
1990, No. 25 | |
Petty Sessions (Ireland) Act, 1851 | 14 & 15 Vict., c. 9 |
1984, No. 21 | |
1967, No. 21 | |
1954, No. 36 | |
1941, No. 22 | |
1971, No. 14 | |
Unfair Dismissals Acts, 1977 to 1993 | |
Number 21 of 1998
EMPLOYMENT EQUALITY ACT, 1998
PART I
Preliminary and General
Short title and commencement.
1.—(1) This Act may be cited as the Employment Equality Act, 1998.
(2) Except in so far as any provision of this Act provides expressly for the coming into operation of any such provision, this Act shall come into operation on such day as may be fixed by order made by the Minister, and different days may be so fixed for different provisions and for different purposes.
Interpretation.
2.—(1) In this Act, unless the context otherwise requires—
“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;
“agency worker” means an employee whose contract of employment is as mentioned in paragraph (b) of the definition of such a contract in this subsection;
“associated employer” shall be construed in accordance with subsection (2);
“the Authority” means the Equality Authority;
“contract of employment” means, subject to subsection (3)—
(a) a contract of service or apprenticeship, or
(b) any other contract whereby an individual agrees with a person carrying on the business of an employment agency, within the meaning of the Employment Agency Act, 1971, to do or perform personally any work or service for another person (whether or not that other person is a party to the contract),
whether the contract is express or implied and, if express, whether it is oral or in writing;
“the Director” means the Director of Equality Investigations;
“disability” means—
(a) the total or partial absence of a person's bodily or mental functions, including the absence of a part of a person's body,
(b) the presence in the body of organisms causing, or likely to cause, chronic disease or illness,
(c) the malfunction, malformation or disfigurement of a part of a person's body,
(d) a condition or malfunction which results in a person learning differently from a person without the condition or malfunction, or
(e) a condition, illness or disease which affects a person's thought processes, perception of reality, emotions or judgement or which results in disturbed behaviour,
and shall be taken to include a disability which exists at present, or which previously existed but no longer exists, or which may exist in the future or which is imputed to a person;
“the discriminatory grounds” has the meaning given by section 6(2);
“dismissal” includes the termination of a contract of employment by the employee (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 the employee to do so, and “dismissed” shall be construed accordingly;
“employee”, subject to subsection (3), means a person who has entered into or works under (or, where the employment has ceased, entered into or worked under) a contract of employment;
“employer”, subject to subsection (3), means, in relation to an employee, the person with whom the employee has entered into or for whom the employee works under (or, where the employment has ceased, entered into or worked under) a contract of employment;
“employment agency” (when not defined by reference to the Employment Agency Act, 1971) 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;
“equality clause” means a gender equality clause, as defined in section 21 or a non-discriminatory equality clause, as defined in section 30;
“equal remuneration term” means such a term of a contract as is specified in section 19(1), 20(1) or 29(1);
“family status” means responsibility—
(a) as a parent or as a person in loco parentis in relation to a person who has not attained the age of 18 years, or
(b) as a parent or the resident primary carer in relation to a person of or over that age with a disability which is of such a nature as to give rise to the need for care or support on a continuing, regular or frequent basis,
and, for the purposes of paragraph (b), a primary carer is a resident primary carer in relation to a person with a disability if the primary carer resides with the person with the disability;
“functions”, in relation to the Authority, includes powers and duties;
“like work” shall be construed in accordance with section 7;
“marital status” means single, married, separated, divorced or widowed;
“member of the family”, in relation to any person, means—
(a) that person's spouse, or
(b) a brother, sister, uncle, aunt, nephew, niece, lineal ancestor or lineal descendant of that person or that person's spouse;
“the Minister” means the Minister for Justice, Equality and Law Reform;
“pension rights” means a pension or any other benefits flowing from an occupational pension scheme;
“proceedings” include any referral, mediation or investigation under Part VII but does not include criminal proceedings for an offence under this Act;
“provider of agency work” shall be construed in accordance with subsection (5);
“regulatory body” means a body which falls within any of paragraphs (a) to (c) of section 13;
“relevant characteristic” shall be construed in accordance with section 28(3);
“religious belief” includes religious background or outlook;
“remuneration”, in relation to an employee, does not include pension rights but, subject to that, includes any consideration, whether in cash or in kind, which the employee receives, directly or indirectly, from the employer in respect of the employment;
“sexual orientation” means heterosexual, homosexual or bisexual orientation;
“trade union” means a trade union which is the holder of a negotiation licence under Part II of the Trade Union Act, 1941;
“vocational training” shall be construed in accordance with section 12(2).
(2) For the purposes of this Act, two employers shall be taken to be associated if one is a body corporate of which the other (whether directly or indirectly) has control or if both are bodies corporate of which a third person (whether directly or indirectly) has control.
(3) For the purposes of this Act—
(a) a person holding office under, or in the service of, the State (including a member of the Garda Síochána or the Defence Forces) or otherwise as a civil servant, within the meaning of the Civil Service Regulation Act, 1956, shall be deemed to be an employee employed by the State or Government, as the case may be, under a contract of service,
(b) an officer or servant of a local authority for the purposes of the Local Government Act, 1941, a harbour authority, a health board or a vocational education committee shall be deemed to be an employee employed by the authority, board or committee, as the case may be, under a contract of service, and
(c) in relation to an agency worker, the person who is liable for the pay of the agency worker shall be deemed to be the employer.
(4) In this Act a reference to “conditions of employment” does not include remuneration or pension rights.
(5) A person who, under a contract with an employment agency, within the meaning of the Employment Agency Act, 1971, obtains the services of one or more agency workers but is not their employer for the purposes of this Act is in this Act referred to, in relation to the agency workers, as the “provider of agency work”.
(6) In this Act a reference to a Part or section is to a Part or section of this Act, unless it is indicated that reference to some other enactment is intended.
(7) In this Act a reference to a subsection or paragraph is to the subsection or paragraph of the provision in which the reference occurs, unless it is indicated that reference to some other provision is intended.
(8) In this Act a reference to an enactment includes a reference to that enactment as amended by or under any other enactment, including this Act.
Orders and regulations.
3.—(1) Any power under this Act to make an order, other than under section 1(2), includes power to amend or revoke an order made in the exercise of that power.
(2) Where an order is proposed to be made under this Act, other than an order under section 1(2) or subsection (3) or (5) of section 56, a draft of the order shall be laid before both Houses of the Oireachtas, and the order shall not be made until a resolution approving the draft has been passed by each such House.
(3) The Minister may make regulations for the purpose of giving effect to this Act.
(4) Every regulation made under this Act shall be laid before each House of the Oireachtas as soon as practicable after it is made and, if a resolution annulling the regulation is passed by either such House within the next 21 days on which that House has sat after the regulation is laid before it, the regulation shall be annulled accordingly, but without prejudice to the validity of anything previously done thereunder.
(5) Any order or regulation made under this Act may contain such consequential, supplementary and ancillary provisions as the Minister considers necessary or expedient.
Expenses.
4.—Any 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.
Repeals and consequential amendments.
5.—(1) Subject to subsection (2), the Anti-Discrimination (Pay) Act, 1974, and the Employment Equality Act, 1977, are hereby repealed.
(2) Without prejudice to the operation of section 21 (which relates to the effect of repeals) of the Interpretation Act, 1937, nothing in this section shall affect the continuing operation of orders made under section 14 (which relates to power to repeal or amend certain enactments) of the Employment Equality Act, 1977, and, accordingly, any such orders shall have effect, after the coming into operation of this section, as if that section continued in force.
(3) In subsection (2) of section 4 (which relates to the deputy chairman of the Labour Court) of the Industrial Relations Act, 1969, to substitute “, this Act and the Employment Equality Act, 1998” for “and this Act”.
PART II
Discrimination: General Provisions
Introductory
Discrimination for the purposes of this Act.
6.—(1) For the purposes of this Act, discrimination shall be taken to occur where, on any of the grounds in subsection (2) (in this Act referred to as “the discriminatory grounds”), one person is treated less favourably than another is, has been or would be treated.
(2) As between any 2 persons, the discriminatory grounds (and the descriptions of those grounds for the purposes of this Act) are—
(a) that one is a woman and the other is a man (in this Act referred to as “the gender ground”),
(b) that they are of different marital status (in this Act referred to as “the marital status ground”),
(c) that one has family status and the other does not (in this Act referred to as “the family status ground”),
(d) that they are of different sexual orientation (in this Act referred to as “the sexual orientation ground”),
(e) that one has a different religious belief from the other, or that one has a religious belief and the other has not (in this Act referred to as “the religion ground”),
(f) that they are of different ages, but subject to subsection (3) (in this Act referred to as “the age ground”),
(g) that one is a person with a disability and the other either is not or is a person with a different disability (in this Act referred to as “the disability ground”),
(h) that they are of different race, colour, nationality or ethnic or national origins (in this Act referred to as “the ground of race”),
(i) that one is a member of the traveller community and the other is not (in this Act referred to as “the traveller community ground”).
(3) Where—
(a) a person has attained the age of 65 years, or
(b) a person has not attained the age of 18 years,
then, subject to section 12(3), treating that person more favourably or less favourably than another (whatever that other person's age) shall not be regarded as discrimination on the age ground.
(4) The Minister shall review the operation of this Act, within 2 years of the date of the coming into operation of this section, with a view to assessing whether there is a need to add to the discriminatory grounds set out in this section.
Like work.
7.—(1) Subject to subsection (2), for the purposes of this Act, in relation to the work which one person is employed to do, another person shall be regarded as employed to do like work if—
(a) both perform the same work under the same or similar conditions, or each is interchangeable with the other in relation to the work,
(b) the work performed by one is of a similar nature to that performed by the other and any differences between the work performed or the conditions under which it is performed by each either are of small importance in relation to the work as a whole or occur with such irregularity as not to be significant to the work as a whole, or
(c) the work performed by one is equal in value to the work performed by the other, having regard to such matters as skill, physical or mental requirements, responsibility and working conditions.
(2) In relation to the work which an agency worker is employed to do, no person except another agency worker may be regarded under subsection (1) as employed to do like work (and, accordingly, in relation to the work which a non-agency worker is employed to do, an agency worker may not be regarded as employed to do like work).
(3) In any case where—
(a) the remuneration received by one person (“the primary worker”) is less than the remuneration received by another (“the comparator”), and
(b) the work performed by the primary worker is greater in value than the work performed by the comparator, having regard to the matters mentioned in subsection (1)(c),
then, for the purposes of subsection (1)(c), the work performed by the primary worker shall be regarded as equal in value to the work performed by the comparator.
Discrimination in Specific Areas
Discrimination by employers etc.
8.—(1) In relation to—
(a) access to employment,
(b) conditions of employment,
(c) training or experience for or in relation to employment,
(d) promotion or re-grading, or
(e) classification of posts,
an employer shall not discriminate against an employee or prospective employee and a provider of agency work shall not discriminate against an agency worker.
(2) For the purposes of this Act, neither an employer nor a provider of agency work shall be taken to discriminate against an agency worker unless (on one of the discriminatory grounds) that agency worker is treated less favourably than another agency worker is, has been or would be treated.
(3) In subsections (4) to (8), references to an employee include references to an agency worker and, in relation to such a worker, references to the employer include references to the provider of agency work.
(4) A person who is an employer shall not, in relation to employees or employment—
(a) have rules or instructions which would result in discrimination against an employee or class of employees in relation to any of the matters specified in paragraphs (b) to (e) of subsection (1), or
(b) otherwise apply or operate a practice which results or would be likely to result in any such discrimination.
(5) Without prejudice to the generality of subsection (1), an employer shall be taken to discriminate against an employee or prospective employee in relation to access to employment if the employer discriminates against the employee or prospective employee—
(a) in any arrangements the employer makes for the purpose of deciding to whom employment should be offered, 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.
(6) Without prejudice to the generality of subsection (1), an employer shall be taken to discriminate against an employee or prospective employee in relation to conditions of employment if, on any of the discriminatory grounds, the employer does not offer or afford to that employee or prospective employee or to a class of persons of whom he or she is one—
(a) the same terms of employment (other than remuneration and pension rights),
(b) the same working conditions, and
(c) the same treatment in relation to overtime, shift work, short time, transfers, lay-offs, redundancies, dismissals and disciplinary measures,
as the employer 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.
(7) Without prejudice to the generality of subsection (1), an employer shall be taken to discriminate against an employee in relation to training or experience for, or in relation to, employment if, on any of the discriminatory grounds, the employer 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 the employer offers or affords to other employees, where the circumstances in which that employee and those other employees are employed are not materially different.
(8) Without prejudice to the generality of subsection (1), an employer shall be taken to discriminate against an employee in relation to promotion if, on any of the discriminatory grounds—
(a) the employer refuses or deliberately omits to offer or afford the employee access to opportunities for promotion in circumstances in which another eligible and qualified person is offered or afforded such access, or
(b) the employer does not in those circumstances offer or afford the employee access in the same way to those opportunities.
Provisions in certain agreements and orders.
9.—(1) In a case where—
(a) an agreement or order to which this section applies contains a provision in which differences in rates of remuneration are based on any of the discriminatory grounds, and
(b) in relation to a person to whom the agreement or order relates, that provision conflicts with an equal remuneration term in that person's contract of employment,
then, subject to subsection (4), that provision shall be null and void.
(2) If an agreement or order to which this section applies contains a provision which does not fall within subsection (1) but which gives rise to discrimination in relation to any of the matters in paragraphs (a) to (e) of section 8(1) then, subject to subsection (4), that provision shall be null and void.
(3) This section applies to the following agreements and orders, whether made before or after the coming into operation of this section:
(a) collective agreements;
(b) employment regulation orders, within the meaning of Part IV of the Industrial Relations Act, 1946; and
(c) registered employment agreements, within the meaning of Part III of that Act.
(4) In the case of a provision which—
(a) is contained in an agreement or order made before the coming into operation of this section, and
(b) is discriminatory on a ground other than the gender ground,
subsection (1) or, as the case may be, subsection (2) shall not apply until the first anniversary of the date on which this section comes into operation; and, accordingly, until that date, the equal remuneration term or equality clause in a person's contract of employment shall not override any such provision of an agreement or order which relates to that person.
Advertising.
10.—(1) A person shall not publish or display, or cause to be published or displayed, an advertisement which relates to employment and which—
(a) indicates an intention to discriminate, or
(b) might reasonably be understood as indicating such an intention.
(2) For the purposes 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—
(a) connotes an individual of a particular sex or an individual having (in terms of any of the discriminatory grounds) a particular relevant characteristic, or
(b) is descriptive of, or refers to, a post or occupation of a kind previously held or carried on only by members of one sex or only by individuals having such a particular relevant characteristic,
then, unless the advertisement indicates a contrary intention, the advertisement shall be taken to indicate an intention to discriminate on whichever discriminatory ground is relevant in the circumstances.
(3) Nothing in this section relates to an advertisement which, or to the extent to which it, specifies a requirement, restriction or other matter which relates to employment and which it would not be unlawful for the employer in question to impose, having regard to any other provision of this Part or of Part III or Part IV.
(4) A person who, with a view to securing publication or display of an advertisement in contravention of subsection (1), makes a statement knowing it to be false shall, upon such publication or display, be guilty of an offence.
(5) Without prejudice to subsection (4), if an advertisement is published or displayed and it appears to the High Court or the Circuit Court, on the motion of the Authority, that there are grounds for believing that publication or display of the advertisement may be in contravention of subsection (1), the court may grant an injunction preventing the appointment of any person to any post to which the advertisement relates until—
(a) the decision of the Director on a contemporaneous reference under section 85 of the publication or display of the advertisement, or
(b) the court otherwise orders,
and, for the purpose of this subsection, a reference under section 85 shall be regarded as contemporaneous with a motion if it is made on the same day as the motion or not more than 14 days earlier or later.
(6) The jurisdiction conferred on the Circuit Court by subsection (5) shall be exercised by the judge for the time being assigned to the circuit where the person by whom the advertisement was published or displayed (or caused to be published or displayed) ordinarily resides or carries on any profession, business or occupation.
Employment agencies.
11.—(1) Without prejudice to its obligations as an employer, an employment agency shall not discriminate against any person—
(a) who seeks the services of the agency to obtain employment with another person, or
(b) who seeks from the agency guidance as to a career or any other service (including training) related to the employment of that person.
(2) Subsection (1) does not apply to the extent that the employment in question is such that an employer could lawfully refuse to offer it to the person concerned.
(3) 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 (2), its action would not be unlawful, and
(b) that it was reasonable for it to rely on the statement.
(4) An employer who, with a view to obtaining the services of an employment agency, knowingly makes such a statement as is referred to in subsection (3) (a) which is false or misleading in a material respect shall be guilty of an offence.
(5) Nothing in this Act shall make it unlawful for an employment agency to provide services exclusively for persons with disabilities or any class or description of such persons.
Vocational training.
12.—(1) Subject to subsection (7) any person, including an educational or training body, who offers a course of vocational training shall not, in respect of any such course offered to persons over the maximum 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 an activity.
(3) For the purposes of this section, section 6(3)(b) shall have effect as if the reference to the age of 18 years were a reference to the age referred to in subsection (1).
(4) For the purposes of ensuring the availability of nurses to hospitals and teachers to primary schools which are under the direction or control of a body established for religious purposes or whose objectives include the provision of services in an environment which promotes certain religious values, and in order to maintain the religious ethos of the hospitals or primary schools, the prohibition of discrimination in subsection (1), in so far as it relates to discrimination on the religion ground, shall not apply in respect of—
(a) the nomination of persons for admission to the School of Nursing pursuant to clause 24(4)(a) or (c) of the Adelaide Hospital Charter as substituted by paragraph 5(s) of the Health Act, 1970 (Section 76) (Adelaide and Meath Hospital, Dublin, incorporating the National Children's Hospital) Order, 1996, or
(b) places in a vocational training course specified in an order made under subsection (5).
(5) Where an educational or training body applies to the Minister for Health and Children, in the case of hospitals, or to the Minister for Education and Science, in the case of primary schools, for an order permitting the body concerned to reserve places in a vocational training course offered by the body, the Minister for Health and Children or the Minister for Education and Science, as the case may be, may, with the consent of the Minister, by order allow the body to reserve places in such numbers as seem reasonably necessary to the Minister for Health and Children or the Minister for Education and Science, as the case may be, to meet the purposes set out in subsection (4).
(6) Without prejudice to section 3(1), an order under subsection (5) may be revoked by a further order made by the Minister for Health and Children or the Minister for Education and Science, as the case may be, with the like consent; but any such revocation order shall contain transitional provisions safeguarding any person who took advantage of the effect of the order when it was in force.
(7) Nothing in subsection (1) shall make unlawful discrimination on the age ground or the ground of race in respect of any course of vocational training offered by a vocational or training body where—
(a) it provides different treatment in relation to—
(i) the fees for admission or attendance at any such course by persons who are citizens of Ireland or nationals of another Member State of the European Union, or
(ii) the allocation of places on any such course to those citizens or nationals, or
(b) it offers assistance to particular categories of persons by way of sponsorships, scholarships, bursaries or other awards, which assistance is reasonably justifiable, having regard to traditional or historical considerations.
Membership of certain bodies.
13.—A body which—
(a) is an organisation of workers or of employers,
(b) is a professional or trade organisation, or
(c) controls entry to, or the carrying on of, a profession, vocation or occupation,
shall not discriminate against a person in relation to membership of that body or any benefits, other than pension rights, provided by it or in relation to entry to, or the carrying on of, that profession, vocation or occupation.
Procuring etc. discrimination or victimisation.
14.—A person who procures or attempts to procure another person to do anything which—
(a) constitutes discrimination which is unlawful under this Act, or
(b) constitutes victimisation for the purposes of Part VII,
shall be guilty of an offence.
Vicarious Liability etc.
Liability of employers and principals.
15.—(1) Anything done by a person in the course of his or her employment shall, in any proceedings brought under this Act, be treated for the purposes of this Act as done also by that person's employer, whether or not it was done with the employer's knowledge or approval.
(2) Anything done by a person as agent for another person, with the authority (whether express or implied and whether precedent or subsequent) of that other person shall, in any proceedings brought under this Act, be treated for the purposes of this Act as done also by that other person.
(3) In proceedings brought under this Act against an employer in respect of an act alleged to have been done by an employee of the employer, it shall be a defence for the employer to prove that the employer took such steps as were reasonably practicable to prevent the employee—
(a) from doing that act, or
(b) from doing in the course of his or her employment acts of that description.
Obligations of Employers etc.
Nature and extent of employer's obligations in certain cases.
16.—(1) Nothing in this Act shall be construed as requiring any person to recruit or promote an individual to a position, to retain an individual in a position, or to provide training or experience to an individual in relation to a position, if the individual—
(a) will not undertake (or, as the case may be, continue to undertake) the duties attached to that position or will not accept (or, as the case may be, continue to accept) the conditions under which those duties are, or may be required to be, performed, or
(b) is not (or, as the case may be, is no longer) fully competent and available to undertake, and fully capable of undertaking, the duties attached to that position, having regard to the conditions under which those duties are, or may be required to be, performed.
(2) In relation to—
(a) the provision by an employment agency of services or guidance to an individual in relation to employment in a position,
(b) the offer to an individual of a course of vocational training or any related facility directed towards employment in a position, and
(c) the admission of an individual to membership of a regulatory body or into a profession, vocation or occupation controlled by a regulatory body,
subsection (1) shall apply, with any necessary modification, as it applies to the recruitment of an individual to a position.
(3) (a) For the purposes of this Act, a person who has a disability shall not be regarded as other than fully competent to undertake, and fully capable of undertaking, any duties if, with the assistance of special treatment or facilities, such person would be fully competent to undertake, and be fully capable of undertaking, those duties.
(b) An employer shall do all that is reasonable to accommodate the needs of a person who has a disability by providing special treatment or facilities to which paragraph (a) relates.
(c) A refusal or failure to provide for special treatment or facilities to which paragraph (a) relates shall not be deemed reasonable unless such provision would give rise to a cost, other than a nominal cost, to the employer.
(4) In subsection (3)—
“employer” includes an employment agency, a person offering a course of vocational training as mentioned in section 12(1) and a regulatory body; and accordingly references to a person who has a disability include—
(a) such a person who is seeking or using any service provided by the employment agency,
(b) such a person who is participating in any such course or facility as is referred to in paragraphs (a) to (c) of section 12(1), and
(c) such a person who is a member of or is seeking membership of the regulatory body;
“providing”, in relation to the special treatment or facilities to which paragraph (a) relates, includes making provision for, allowing or availing of such treatment or facilities, and “provide” shall be construed accordingly.
(5) Nothing in this Act shall be construed as requiring an employer to recruit, retain in employment or promote an individual if the employer is aware, on the basis of a criminal conviction of the individual or other reliable information, that the individual engages, or has a propensity to engage, in any form of sexual behaviour which is unlawful.
(6) Without prejudice to the generality of subsection (5), that subsection applies in particular where the employment concerned involves access to minors or to other persons who are vulnerable.
Compliance with statutory requirements etc.
17.—(1) In relation to discrimination on the marital status ground, nothing in this Act shall render unlawful any act done in compliance with any provision of the Maternity Protection Act, 1994, or the Adoptive Leave Act, 1995.
(2) In relation to discrimination on the ground of race, nothing in this Act shall render unlawful any act done in compliance with any provision made by or under—
(a) section 40(3) of the Solicitors Act, 1954, or
(b) section 35 of the Finance Act, 1987.
(3) In relation to discrimination on the age ground or the disability ground, nothing in this Act shall render unlawful any act done in compliance with any provision made by or under—
(a) sections 5, 9, 11 and 16 of the Air Navigation and Transport Act, 1946,
(b) section 12 of the Merchant Shipping Act, 1947,
(c) section 29 of the Transport (Miscellaneous Provisions) Act, 1971,
(d) sections 3 and 8 of the Merchant Shipping (Certification of Seamen) Act, 1979, or
(e) sections 5, 14, 58 and 60 of the Irish Aviation Authority Act, 1993.
(4) In relation to discrimination on the age ground, nothing in this Act shall render unlawful any act done in compliance with paragraph 1 of Schedule 3 to the Redundancy Payments Act, 1967.
PART III
Specific Provisions as to Equality Between Women and Men
Introductory
Application of equality principles to both men and women.
18.—(1) For the purposes of this Part, “A” and “B” represent 2 persons of opposite sex so that, where “A” is a woman, “B” is a man, and vice versa.
(2) Subject to subsection (1), nothing in this Act affects the operation of the Interpretation Acts, 1937 to 1997, in so far as they provide that, unless the contrary intention appears—
(a) words importing the masculine gender shall be construed as importing also the feminine gender, and
(b) words importing the feminine gender shall be construed as also importing the masculine gender.
Remuneration
Entitlement to equal remuneration.
19.—(1) It shall be a term of the contract under which A is employed that, subject to this Act, A shall at any time be entitled to the same rate of remuneration for the work which A is employed to do as B who, at that or any other relevant time, is employed to do like work by the same or an associated employer.
(2) In this section—
(a) “employed” includes, in addition to employment under a contract of employment, employment under a contract personally to execute any work or labour, and
(b) in relation to a particular time, a relevant time is any time (including a time before the commencement of this Act) during the 3 years which precede, or the 3 years which follow, the particular time.
(3) For the purposes of this Part, where B's employer is an associated employer of A's employer, A and B shall not be regarded as employed to do like work unless they both have the same or reasonably comparable terms and conditions of employment.
(4) Where a term of a contract or a criterion applied to employees (including A and B)—
(a) applies to all the employees of a particular employer or to a particular class of such employees (including A and B),
(b) is such that the remuneration of those employees who fulfil the term or criterion is different from that of those who do not,
(c) is such that the proportion of employees who are disadvantaged by the term or criterion is substantially higher in the case of those of the same sex as A than in the case of those of the same sex as B, and
(d) cannot be justified by objective factors unrelated to A's sex,
then, for the purpose of subsection (1), A and B shall each be treated as fulfilling or, as the case may be, as not fulfilling the term or criterion, whichever results in the higher remuneration.
(5) Subject to subsection (4), nothing in this Part shall prevent an employer from paying, on grounds other than the gender ground, different rates of remuneration to different employees.
Implied term as to equal remuneration.
20.— (1) Where a person is employed under a contract which does not include (expressly or by reference to a collective agreement or otherwise) a term satisfying subsection (1) of section 19, the contract shall be taken to include a term giving effect to that subsection; and, if such an implied term conflicts with an express term, it shall override the express term.
(2) In this section “employed” has the same meaning as in section 19.
Other Matters
Equality clause relating to gender issues.
21.— (1) If and so far as the terms of a contract of employment do not include (expressly or by reference to a collective agreement or otherwise) a gender equality clause, they shall be taken to include one.
(2) A gender equality clause is a provision relating to the terms of a contract of employment, other than a term relating to remuneration or pension rights, which has the effect that if—
(a) A is employed in circumstances where the work done by A is not materially different from that done by B in the same employment, and
(b) at any time A's contract of employment would (but for the gender equality clause)—
(i) contain a term which is or becomes less favourable to A than a term of a similar kind in B's contract of employment, or
(ii) not include a term corresponding to a term in B's contract of employment which benefits B,
then the terms of A's contract of employment shall be treated as modified so that the term in question is not less favourable to A or, as the case may be, so that they include a similar term benefiting A.
(3) A gender equality clause shall not operate in relation to a difference between A's contract of employment and B's contract of employment if the employer proves that the difference is genuinely based on grounds other than the gender ground.
(4) Without prejudice to the generality of section 8(1), where a person offers A employment on certain terms and, were A to accept the offer on those terms, the gender equality clause in A's contract of employment would have the effect of modifying the terms in either of the ways specified in subsection (2), the making of the offer shall be taken to amount to discrimination against A on the gender ground in relation to A's conditions of employment.
Indirect discrimination on the gender ground.
22.—(1) Where a provision (whether in the nature of a requirement, practice or otherwise) which relates to any of the matters specified in paragraphs (a) to (e) of section 8(1) or to membership of a regulatory body—
(a) applies to both A and B,
(b) is such that the proportion of persons who are disadvantaged by the provision is substantially higher in the case of those of the same sex as A than in the case of those of the same sex as B, and
(c) cannot be justified by objective factors unrelated to A's sex,
then, for the purposes of this Act, A's employer or, as the case may be, the regulatory body shall be regarded as discriminating against A on the gender ground contrary to section 8 or, as the case may require, section 13.
(2) Subsection (1) shall apply to the provision of any such services as are referred to in paragraphs (a) and (b) of section 11(1) subject to the following modifications:
(a) for the words “any of the matters specified in paragraphs (a) to (e) of section 8(1)” there shall be substituted the words “a person seeking any such services or guidance as are referred to in paragraphs (a) and (b) of section 11(1)”;
(b) the reference to the employer shall be construed as a reference to the employment agency; and
(c) the reference to section 8 shall be construed as a reference to section 11.
(3) Subsection (1) shall apply to participation in any such course or facility as is referred to in paragraphs (a) to (c) of section 12(1) subject to the following modifications:
(a) the reference to paragraphs (a) to (e) of section 8(1) shall be construed as a reference to paragraphs (a) to (c) of section 12(1);
(b) the reference to the employer shall be construed as a reference to the person offering the course or facility; and
(c) the reference to section 8 shall be construed as a reference to section 12.
(4) The reference in subsection (1)(b) to persons who are disadvantaged by a provision includes not only those who are so disadvantaged because of their sex but also those who are so disadvantaged by reference to their marital status or family status.
(5) Subsection (3) of section 8 applies for the purposes of subsection (1) as it applies for the purposes of subsections (4) to (8) of that section.
Sexual harassment in the workplace etc.
23.—(1) If, at a place where A is employed (in this section referred to as “the workplace”), or otherwise in the course of A's employment, B sexually harasses A and either—
(a) A and B are both employed at that place or by the same employer,
(b) B is A's employer, or
(c) B is a client, customer or other business contact of A's employer and the circumstances of the harassment are such that A's employer ought reasonably to have taken steps to prevent it,
then, for the purposes of this Act, the sexual harassment constitutes discrimination by A's employer, on the gender ground, in relation to A's conditions of employment.
(2) Without prejudice to the generality of subsection (1) in its application in relation to the workplace and the course of A's employment, if, in a case where one of the conditions in paragraphs (a) to (c) of that subsection is fulfilled—
(a) B sexually harasses A, whether or not in the workplace or in the course of A's employment, and
(b) A is treated differently in the workplace or otherwise in the course of A's employment by reason of A's rejection or acceptance of the sexual harassment or it could reasonably be anticipated that A would be so treated,
then, for the purposes of this Act, the sexual harassment constitutes discrimination by A's employer, on the gender ground, in relation to A's conditions of employment.
(3) For the purposes of this Act—
(a) any act of physical intimacy by B towards A,
(b) any request by B for sexual favours from A, or
(c) any other act or conduct of B (including, without prejudice to the generality, spoken words, gestures or the production, display or circulation of written words, pictures or other material),
shall constitute sexual harassment of A by B if the act, request or conduct is unwelcome to A and could reasonably be regarded as sexually, or otherwise on the gender ground, offensive, humiliating or intimidating to A.
(4) According to the nature of the business of A's employer, the reference in subsection (1)(c) to a client, customer or other business contact includes a reference to any other person with whom A's employer might reasonably expect A to come into contact in the workplace or otherwise in the course of A's employment.
(5) If, as a result of any act or conduct of B, another person (“the Employer”) who is A's employer would, apart from this subsection, be regarded by virtue of subsection (1) as discriminating against A, it shall be a defence for the Employer to prove that the Employer took such steps as are reasonably practicable—
(a) in a case where subsection (2) applies, to prevent A being treated differently in the workplace or otherwise in the course of A's employment and, if and so far as any such treatment has occurred, to reverse the effects of it, and
(b) in a case where subsection (1) applies (whether or not subsection (2) also applies) to prevent B from sexually harassing A (or any class of persons of whom A is one).
(6) In this section “employed”, in relation to an individual (whether A or B), includes—
(a) seeking or using any service provided by an employment agency, and
(b) participation in any such course or facility as is referred to in paragraphs (a) to (c) of section 12(1),
and, accordingly, any reference to that individual's employer includes a reference to the employment agency providing the service or, as the case may be, the person offering the course of training.
(7) Where subsection (6) applies in relation to A, subsection (1) shall have effect as if for the words “in relation to A's conditions of employment” there were substituted “contrary to section 11 or, as the case may be, section 12”.
Positive action on equal opportunities.
24.—(1) The provisions of this Act are without prejudice to measures to promote equal opportunity for men and women, in particular by removing existing inequalities which affect women's opportunities in the areas of access to employment, vocational training and promotion, and working conditions.
(2) In the Defence Act, 1954, in section 289(2) (the Army Nursing Service limited to women) for the word “women” there shall be inserted “persons”.
Exclusion of discrimination in certain employments.
25.—(1) Nothing in this Part or Part II applies to discrimination against A in respect of employment in a particular post if the discrimination results from preferring B on the ground that, by reference to one or more of subsections (2) to (4) the sex of B is or amounts to an occupational qualification for the post in question.
(2) For the purposes of this section, the sex of B shall be taken to be an occupational qualification for a post where, on grounds of physiology (excluding physical strength or stamina) or on grounds of authenticity for the purpose of entertainment, the nature of the post—
(a) requires a person of the same sex as B, and
(b) would be materially different if filled by a person of the same sex as A.
(3) For the purposes of this section, the sex of B shall be taken to be an occupational qualification for a post where it is necessary that the post should be held by B because it is likely to involve the performance of duties outside the State in a place where the laws or customs are such that those duties could not reasonably be performed by a person who is of the same sex as A.
(4) For the purposes of this section, the sex of B shall be taken to be an occupational qualification for a post—
(a) where the duties of the post involve personal services and it is necessary to have persons of both sexes engaged in such duties, or
(b) 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 accommodation of that nature or impracticable for an employer so to provide.
Exceptions relating to family and personal matters.
26.—(1) Nothing in this Act shall make it unlawful for an employer to arrange for or provide treatment which confers benefits on women in connection with pregnancy and maternity (including breast feeding) or adoption.
(2) This Act does not apply to discrimination on the gender ground in employment which consists of the performance of services of a personal nature, such as the care of an elderly or incapacitated person in that person's home, where the sex of the employee constitutes a determining factor.
Garda Síochána and prison service.
27.—(1) With regard to employment in the Garda Síochána or the prison service, nothing in this Act—
(a) applies to the assignment of a man or, as the case may require, a woman to a particular post where this is essential—
(i) in the interests of privacy or decency,
(ii) in order to guard, escort or control violent individuals or quell riots or violent disturbances, or
(iii) in order, within the Garda Síochána, to disarm or arrest violent individuals, to control or disperse violent crowds or to effect the rescue of hostages or other persons held unlawfully, or
(b) prevents the application of one criterion as to height for men and another for women, if the criteria chosen are such that the proportion of women in the State likely to meet the criterion for women is approximately the same as the proportion of men in the State likely to meet the criterion for men.
(2) (a) If—
(i) in the opinion of the Minister there are insufficient numbers of either men or women serving in the Garda Síochána to be assigned to such posts as are for the time being referred to in subsection (1)(a), and
(ii) the Minister by order under this subsection so provides,
this Act shall not apply to such competitions for recruitment to the Garda Síochána as may be specified in the order.
(b) If—
(i) in the opinion of the Minister there are insufficient numbers of either men or women serving in the prison service to be assigned to such posts as are for the time being referred to in subsection (1)(a), and
(ii) the Minister by order under this subsection so provides,
this Act shall not apply to such competitions for recruitment to the prison service as may be specified in the order.
PART IV
Specific Provisions as to Equality Between Other Categories of Persons
The comparators.
28.—(1) For the purpose of this Part, “C” and “D” represent 2 persons who differ as follows:
(a) in relation to the marital status ground, C and D have different marital status;
(b) in relation to the family status ground, C has family status and D does not, or vice versa;
(c) in relation to the sexual orientation ground, C and D are of different sexual orientations;
(d) in relation to the religion ground, C and D have different religious beliefs or C has a religious belief and D does not, or vice versa;
(e) in relation to the age ground, C and D are of different ages;
(f) in relation to the disability ground, C is a person with a disability and D is not, or vice versa, or C and D are persons with different disabilities;
(g) in relation to the ground of race, C and D differ as to race, colour, nationality or ethnic or national origins or any combination of those factors;
(h) in relation to the traveller community ground, C is a member of the traveller community and D is not, or vice versa.
(2) In the following provisions of this Part, any reference to C and D which does not apply to a specific discriminatory ground shall be treated as a reference to C and D in the context of each of the discriminatory grounds (other than the gender ground) considered separately.
(3) Any reference in this Act to persons having the same relevant characteristic as C (or as D) shall be construed by reference to the discriminatory ground in relation to which the reference applies or, as the case may be, in relation to each of the discriminatory grounds (other than the gender ground) separately, so that—
(a) in relation to the marital status ground, the relevant characteristic is having the same marital status as C (or, as the case may be, as D), and
(b) in relation to the family status ground, the relevant characteristic is having the same, or the same lack of, family status as C (or, as the case may be, as D),
and so on for each of the other discriminatory grounds.
Entitlement to equal remuneration.
29.—(1) It shall be a term of the contract under which C is employed that, subject to this Act, C shall at any time be entitled to the same rate of remuneration for the work which C is employed to do as D who, at that or any other relevant time, is employed to do like work by the same or an associated employer.
(2) For the purposes of subsection (1), in relation to a particular time, a relevant time is any time (on or after the commencement of this section) which falls during the 3 years which precede, or the 3 years which follow, the particular time.
(3) For the purposes of this Part, where D's employer is an associated employer of C's employer, C and D shall not be regarded as employed to do like work unless they both have the same or reasonably comparable terms and conditions of employment.
(4) Where a term of a contract of employment or a criterion applied to employees (including C and D)—
(a) applies to all employees of a particular employer or to a particular class of such employees (including C and D),
(b) is such that the remuneration of those who fulfil the term or criterion is different from that of those who do not,
(c) is such that the proportion of employees who can fulfil the term or criterion is substantially smaller in the case of the employees having the same relevant characteristic as C when compared with the employees having the same relevant characteristic as D, and
(d) cannot be justified as being reasonable in all the circumstances of the case,
then, for the purposes of subsection (1), C and D shall each be treated as fulfilling or, as the case may be, as not fulfilling the term or criterion, whichever results in the higher remuneration.
(5) Subject to subsection (4), nothing in this Part shall prevent an employer from paying, on grounds other than the discriminatory grounds, different rates of remuneration to different employees.
Equality clause relating to non-gender issues.
30.—(1) If and so far as the terms of a contract of employment do not include (expressly or by reference to a collective agreement or otherwise) a non-discriminatory equality clause, they shall be taken to include one.
(2) A non-discriminatory equality clause is a provision relating to the terms of a contract of employment, other than a term relating to remuneration or pension rights, which has the effect that if—
(a) C is employed in circumstances where the work done by C is not materially different from that done by D in the same employment, and
(b) at any time C's contract of employment would (but for the non-discriminatory equality clause)—
(i) contain a term which is or becomes less favourable to C than a term of a similar kind in D's contract of employment, or
(ii) not include a term corresponding to a term in D's contract of employment which benefits D,
then the terms of C's contract of employment shall be treated as modified so that the term in question is not less favourable to C or, as the case may be, so that they include a similar term benefiting C.
(3) A non-discriminatory equality clause shall not operate in relation to a difference between C's contract of employment and D's contract of employment if the employer proves that the difference is genuinely based on grounds which are not among those specified in paragraphs (a) to (h) of section 28(1).
(4) Without prejudice to the generality of section 8(1), where a person offers C employment on certain terms and, were C to accept the offer on those terms, the non-discriminatory equality clause in C's contract of employment would have the effect of modifying the terms in either of the ways specified in subsection (2), the making of the offer shall be taken to amount to discrimination against C in relation to C's conditions of employment on whichever of the discriminatory grounds is (or are) relevant to the difference (or differences) between C and D.
Indirect discrimination.
31.—(1) Where a provision (whether in the nature of a requirement, practice or otherwise) relating to employment—
(a) applies to all the employees or prospective employees of a particular employer who include C and D or, as the case may be, to a particular class of those employees or prospective employees which includes C and D,
(b) operates to the disadvantage of C, as compared with D, in relation to any of the matters specified in paragraphs (a) to (e) of section 8(1),
(c) in practice can be complied with by a substantially smaller proportion of the employees or prospective employees having the same relevant characteristic as C when compared with the employees or prospective employees having the same relevant characteristic as D, and
(d) cannot be justified as being reasonable in all the circumstances of the case,
then, subject to subsections (4) and (5), for the purposes of this Act the employer shall be regarded as discriminating against C, contrary to section 8, on whichever of the discriminatory grounds gives rise to the relevant characteristics referred to in paragraph (c).
(2) Where a provision (whether in the nature of a requirement, practice or otherwise) relating to membership of a regulatory body—
(a) applies to all members or potential members or to a particular class of member or potential member which includes C and D,
(b) operates to the disadvantage of C, as compared with D, in relation to any of the matters specified in paragraphs (a) to (e) of section 8(1),
(c) in practice can be complied with by a substantially smaller proportion of the members or potential members having the same relevant characteristic as C when compared with the members or potential members having the same relevant characteristic as D, and
(d) cannot be justified as being reasonable in all the circumstances of the case,
then, subject to subsection (5), for the purposes of this Act the regulatory body shall be regarded as discriminating against C, contrary to section 13, on whichever of the discriminatory grounds gives rise to the relevant characteristics referred to in paragraph (c).
(3) Subsection (1) shall apply with the necessary modifications in relation to—
(a) the provision of any such services of an employment agency as are referred to in paragraphs (a) and (b) of section 11(1),
(b) participation in any such course or facility as is referred to in paragraphs (a) to (c) of section 12(1).
(4) Subsection (3) of section 8 applies for the purposes of subsection (1) and, in so far as it relates to an employer, subsection (5) as it applies for the purposes of subsections (4) to (8) of that section.
(5) If a provision is such that, apart from this subsection, an employer or regulatory body would be regarded—
(a) by virtue of subsection (1) or (2), as discriminating against an individual on the marital status ground or the family status ground, and
(b) by virtue of section 22, also as discriminating against the same individual on the gender ground,
the employer or regulatory body shall not be regarded as discriminating against that individual by virtue of subsection (1) or, as the case may be, subsection (2).
Harassment in the workplace etc.
32.—(1) If, at a place where C is employed (in this section referred to as “the workplace”), or otherwise in the course of C's employment, another individual (“E”) harasses C by reference to the relevant characteristic of C and—
(a) C and E are both employed at that place or by the same employer,
(b) E is C's employer, or
(c) E is a client, customer or other business contact of C's employer and the circumstances of the harassment are such that C's employer ought reasonably to have taken steps to prevent it,
then, for the purposes of this Act, the harassment constitutes discrimination by C's employer, in relation to C's conditions of employment, on whichever discriminatory ground is relevant to persons having the same relevant characteristic as C.
(2) Without prejudice to the generality of subsection (1) in its application in relation to the workplace and the course of C's employment, if, in a case where one of the conditions in paragraphs (a) to (c) of that subsection is fulfilled—
(a) E harasses C by reference to the relevant characteristic of C, whether or not in the workplace or in the course of C's employment, and
(b) C is treated differently in the workplace or otherwise in the course of C's employment by reason of C's rejection or acceptance of the harassment or it could reasonably be anticipated that C would be so treated,
then, for the purposes of this Act, the harassment constitutes discrimination by C's employer, in relation to C's conditions of employment, on whichever discriminatory ground is relevant to persons having the same relevant characteristic as C.
(3) Section 23(4) applies in relation to subsection (1)(c) with the substitution for any reference to A of a reference to C.
(4) It is immaterial for the purposes of this section whether E—
(a) stands as D in relation to C, or
(b) has the same relevant characteristic as C,
and any reference in this section to the relevant characteristic of C (or the same relevant characteristic as C) includes a reference to what E believes to be the relevant characteristic of C.
(5) For the purposes of this Act, any act or conduct of E (including, without prejudice to the generality, spoken words, gestures or the production, display or circulation of written words, pictures or other material) constitutes harassment of C by E if the action or other conduct is unwelcome to C and could reasonably be regarded, in relation to the relevant characteristic of C, as offensive, humiliating or intimidating to C.
(6) If, as a result of any act or conduct of E another person (“F”) who is C's employer would, apart from this subsection, be regarded by virtue of subsection (1) as discriminating against C, it shall be a defence for F to prove that F took such steps as are reasonably practicable—
(a) in a case where subsection (2) applies, to prevent C being treated differently in the workplace or otherwise in the course of C's employment and, if and so far as any such treatment has occurred, to reverse the effects of it, and
(b) in a case where subsection (1) applies (whether or not subsection (2) also applies), to prevent E from harassing C (or any class of persons of whom C is one).
(7) In this section “employed”, in relation to an individual, includes—
(a) seeking or using any service provided by an employment agency, and
(b) participating in any such course or facility as is referred to in paragraphs (a) to (c) of section 12(1),
and, accordingly, any reference to the individual's employer includes a reference to the employment agency providing the service or, as the case may be, the person offering the course or facility.
(8) Where subsection (7) applies in relation to C, subsection (1) shall have effect as if for the words “in relation to C's conditions of employment” there were substituted “contrary to section 11 or, as the case may be, section 12”.
Positive action permitted.
33.—(1) Nothing in this Part or Part II shall prevent the taking of such measures as are specified in subsection (2) in order to facilitate the integration into employment, either generally or in particular areas or a particular workplace, of—
(a) persons who have attained the age of 50 years,
(b) persons with a disability or any class or description of such persons, or
(c) members of the traveller community.
(2) The measures mentioned in subsection (1) are those intended to reduce or eliminate the effects of discrimination against any of the persons referred to in paragraphs (a) to (c) of that subsection.
(3) Nothing in this Part or Part II shall render unlawful the provision, by or on behalf of the State, of training or work experience for a disadvantaged group of persons if the Minister certifies that, in the absence of the provision in question, it is unlikely that that disadvantaged group would receive similar training or work experience. Savings and exceptions related to the family, age or disability.
Savings and exceptions related to the family, age or disability.
34.—(1) In relation to the discriminatory grounds specified in paragraphs (a) to (h) of section 28(1), nothing in this Part or Part II shall make it unlawful for an employer to provide—
(a) a benefit to an employee in respect of events related to members of the employee's family or any description of those members,
(b) a benefit to or in respect of a person as a member of an employee's family,
(c) a benefit to an employee on or by reference to an event occasioning a change in the marital status of the employee, or
(d) to an employee who has family status a benefit intended directly to provide or assist in the provision, during working hours, of care for a person for whom the employee has responsibility as mentioned in paragraphs (a) and (b) of the definition of “family status” in section 2(1).
(2) In subsection (1) “employer” includes an employment agency, a person offering a course of vocational training as mentioned in section 12(1) and a regulatory body; and accordingly references to an employee include—
(a) a person seeking or using any service provided by the employment agency,
(b) a person participating in any such course or facility as is referred to in paragraphs (a) to (c) of section 12(1), and
(c) a person who is a member of the regulatory body.
(3) Nothing in this Part or Part II shall make unlawful discrimination on the age ground or the disability ground in circumstances where it is shown that there is clear actuarial or other evidence that significantly increased costs would result if the discrimination were not permitted in those circumstances.
(4) Without prejudice to subsection (3), it shall not constitute discrimination on the age ground to fix different ages for the retirement (whether voluntarily or compulsorily) of employees or any class or description of employees.
(5) Without prejudice to the generality of subsection (3), it shall not constitute discrimination on the age ground to set, in relation to any job, a maximum age for recruitment which takes account of—
(a) any cost or period of time involved in training a recruit to a standard at which the recruit will be effective in that job, and
(b) the need for there to be a reasonable period of time prior to retirement age during which the recruit will be effective in that job.
(6) Where immediately before the relevant day, arrangements are in force in any employment for age-related remuneration, it shall be a sufficient compliance with this Part and Part II if those arrangements are brought to an end within the period of 3 years beginning on the relevant day.
(7) It shall not constitute discrimination on the age ground for an employer to provide for different persons—
(a) different rates of remuneration, or
(b) different terms and conditions of employment,
if the difference is based on their relative seniority (or length of service) in a particular post or employment.
(8) In this section “the relevant day” means the day appointed for the coming into operation of section 29.
Special provisions related to persons with disabilities.
35.—(1) Nothing in this Part or Part II shall make it unlawful for an employer to provide, for an employee with a disability, a particular rate of remuneration for work of a particular description if, by reason of that disability, the employee is restricted in his or her capacity to do the same amount of work (or to work the same hours) as a person who is employed to do work of that description but who is without that disability.
(2) Nothing in this Part or Part II shall make it unlawful for an employer or any other person to provide, for a person with a disability, special treatment or facilities where the provision of that treatment or those facilities—
(a) enables or assists that person to undertake vocational training, to take part in a selection process or to work, or
(b) provides that person with a training or working environment suited to the disability, or
(c) otherwise assists that person in relation to vocational training or work.
(3) Where, by virtue of subsection (1) or (2), D, as a person with a disability, receives a particular rate of remuneration or, as the case may be, special treatment or facilities, C, as a person without a disability, or with a different disability, shall not be entitled under this Act to that rate of remuneration, that treatment or those facilities.
Imposition of certain requirements to be lawful.
36.—(1) Nothing in this Part or Part II shall make unlawful the application of any provision (whether in the nature of a requirement, practice or otherwise) such as is mentioned in subsection (2) with respect to—
(a) holding office under, or in the service of, the State (including the Garda Síochána and the Defence Forces) or otherwise as a civil servant, within the meaning of the Civil Service Regulation Act, 1956, or
(b) officers or servants of a local authority, for the purposes of the Local Government Act, 1941, a harbour authority, a health board or vocational education committee.
(2) The provisions referred to in subsection (1) are those relating to all or any of the following:
(a) residence;
(b) citizenship;
(c) proficiency in the Irish language.
(3) Nothing in this Part or Part II shall make unlawful the application of any provision (whether in the nature of a requirement, practice or otherwise) in relation to proficiency in the Irish language with respect to teachers in primary and post-primary schools.
(4) Nothing in this Part or Part II shall make it unlawful to require, in relation to a particular post—
(a) the holding of a specified educational, technical or professional qualification which is a generally accepted qualification in the State for posts of that description, or
(b) the production and evaluation of information about any qualification other than such a specified qualification.
(5) Nothing in this Part or Part II shall make it unlawful for a body controlling the entry to, or carrying on of, a profession, vocation or occupation to require a person carrying on or wishing to enter that profession, vocation or occupation to hold a specified educational, technical or other qualification which is appropriate in the circumstances.
(6) Nothing in this section shall render lawful discrimination on the gender ground.
Exclusion of discrimination on particular grounds in certain employments.
37.—(1) A religious, educational or medical institution which is under the direction or control of a body established for religious purposes or whose objectives include the provision of services in an environment which promotes certain religious values shall not be taken to discriminate against a person for the purposes of this Part or Part II if—
(a) it gives more favourable treatment, on the religion ground, to an employee or a prospective employee over that person where it is reasonable to do so in order to maintain the religious ethos of the institution, or
(b) it takes action which is reasonably necessary to prevent an employee or a prospective employee from undermining the religious ethos of the institution.
(2) Nothing in this Part or Part II applies to discrimination against C in respect of employment in a particular post if the discrimination results from preferring D on the ground that the relevant characteristic of D is or amounts to an occupational qualification for the post in question.
(3) Without prejudice to the generality of subsection (2), in relation to discrimination on the age ground, the disability ground or the ground of race, the relevant characteristic of D shall be taken to be an occupational qualification for a post where on grounds of physiology or on grounds of authenticity for the purpose of entertainment, the nature of the post—
(a) requires a person having the same relevant characteristic as D, and
(b) would be materially different if filled by a person not having that relevant characteristic.
(4) Without prejudice to the generality of subsection (2), in relation to discrimination on the religion ground or the ground of race, the relevant characteristic of D shall be taken to be an occupational qualification for a post where it is necessary that the post should be held by D because it is likely to involve the performance of duties outside the State in a place where the laws or customs are such that those duties could not reasonably be performed by a person who does not have that relevant characteristic or, as the case may require, by a person who has a relevant characteristic of C.
(5) In relation to the discriminatory grounds specified in paragraphs (a) to (h) of section 28(1), nothing in this Part or Part II applies to the employment of any person for the purposes of a private household.
(6) In relation to discrimination on the age ground or the disability ground, nothing in this Part or Part II applies to employment—
(a) in the Defence Forces,
(b) in the Garda Síochána, or
(c) in the prison service.
PART V
Equality Authority
General
Continuation of Employment Equality Agency as Equality Authority.
38.—(1) The Employment Equality Agency established by section 34 of the Employment Equality Act, 1977, shall continue as 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 and on and after the coming into operation of this section shall be known as An tÚdarás Comhionannais or, in the English language, the Equality Authority, and references in any enactment or other document to the Employment Equality Agency shall be construed accordingly.
(2) Every person who, immediately before the day of the coming into operation of this section, held office as the chairman or as an ordinary member of the Agency shall cease to hold the office on that day.
Functions of Authority.
39.—The Authority shall have, in addition to the functions assigned to it by any other provision of this Act or of any other Act, the following general functions:
(a) to work towards the elimination of discrimination in relation to employment;
(b) to promote equality of opportunity in relation to the matters to which this Act applies;
(c) to provide information to the public on and to keep under review the working of this Act, the Maternity Protection Act, 1994, and the Adoptive Leave Act, 1995, and, whenever it thinks necessary, to make proposals to the Minister for amending any of those Acts; and
(d) to keep under review the working of the Pensions Act, 1990, as regards the principle of equal treatment and, whenever it thinks necessary, to make proposals to the Minister for Social, Community and Family Affairs for amending that Act.
Strategic Plans.
40.—(1) As soon as practicable after the coming into operation of section 38 and thereafter within 6 months before each third anniversary of such coming into operation, the Authority shall prepare and submit to the Minister, for approval by the Minister with or without amendment, a strategic plan for the ensuing 3 year period.
(2) A strategic plan shall—
(a) comprise the key objectives, outputs and related strategies, including use of resources, of the Authority,
(b) be prepared in a form and manner in accordance with any directions issued from time to time by the Minister, and
(c) have regard to the need to ensure the most beneficial, effective and efficient use of the resources of the Authority.
(3) The Minister shall, as soon as practicable after the strategic plan has been approved, cause a copy of the strategic plan to be laid before each House of the Oireachtas.
Membership.
41.—(1) Subject to subsection (2), the Authority shall consist of 12 members appointed by the Minister (one of whom shall be appointed as its chairperson) of whom at least 5 shall be male and 5 shall be female.
(2) For the 4 years immediately following the first appointment by the Minister of members of the Authority, the Authority shall consist of not more than 12 members so appointed (one of whom shall be its chairperson) of whom, other than 2, at least half shall be male and half shall be female.
(3) The Authority may act notwithstanding any vacancy or vacancies among its members.
Chairperson.
42.—(1) The chairperson shall be appointed either in a whole-time or a part-time capacity and shall hold office for not more than 4 years on such terms and conditions as the Minister, with the consent of the Minister for Finance, may determine.
(2) The chairperson shall be paid, out of moneys provided by the Oireachtas, such remuneration and allowances and expenses as the Minister, with the consent of the Minister for Finance, may determine.
(3) The chairperson may at any time resign that office by letter addressed to the Minister and the resignation shall take effect on the date of the receipt of the letter by the Minister.
(4) The Minister may at any time, for stated reasons, remove the chairperson from office.
Disqualification.
43.—(1) Where a person who is the chairperson or an ordinary member of the Authority is—
(a) nominated as a member of Seanad Éireann,
(b) elected as a member of either House of the Oireachtas or to the European Parliament, or
(c) regarded pursuant to section 19 of the European Parliament Elections Act, 1997, as having been elected to the European Parliament to fill a vacancy,
the person shall thereupon cease to be chairperson or an ordinary member of the Authority.
(2) A person who is for the time being entitled under the Standing Orders of either House of the Oireachtas to sit therein or who is a member of the European Parliament shall, while so entitled or such a member, be disqualified from becoming chairperson or an ordinary member of the Authority.
(3) A person who is a member of the Authority shall be disqualified from holding and shall cease to hold office if that person is adjudged bankrupt or makes a composition or arrangement with creditors or, on conviction on indictment by a court of competent jurisdiction, is sentenced to imprisonment, or if he or she ceases to be ordinarily resident in the State.
Ordinary members.
44.—(1) Of the ordinary members of the Authority—
(a) two, one male and one female, shall be persons appointed on the nomination by such organisations representative of employees as the Minister considers appropriate,
(b) two, one male and one female, shall be persons appointed on the nomination by such organisations representative of employers as the Minister considers appropriate, and
(c) the remaining number shall be such persons as appear to the Minister to be persons who have knowledge of, or experience in—
(i) consumer, social affairs or equality issues, including issues related to the experience and circumstances of groups who are disadvantaged by reference to gender, marital status, family status, sexual orientation, religion, age, disability, race, colour, nationality, ethnic or national origin or membership of the traveller community,
(ii) issues related to the provision of goods or services, or
(iii) such other subject-matter (including law, finance, management or administration) as appears to the Minister to be relevant to the issues to which the functions of the Authority relate.
(2) Each ordinary member of the Authority shall be a part-time member and, subject to this Act, shall hold office for not more than 4 years on such terms and conditions as the Minister, with the consent of the Minister for Finance, may determine.
(3) The Minister may at any time, for stated reasons, remove an ordinary member of the Authority from office.
(4) Each ordinary member of the Authority shall be paid out of moneys provided by the Oireachtas such expenses as the Minister, with the consent of the Minister for Finance, may sanction.
(5) An ordinary member of the Authority may resign as such a member by letter addressed to the Minister and the resignation shall take effect on the date of the receipt of the letter by the Minister.
(6) Where a casual vacancy occurs among any members of the Authority nominated as mentioned in subsection (1)(a) or (b), the Minister shall forthwith invite the organisation which made the nomination concerned to nominate a person (being a person of the same sex as the former member concerned) for appointment to fill the vacancy and the Minister shall appoint to fill the vacancy the person so nominated.
(7) Where a person is appointed a member of the Authority to fill a casual vacancy, such member shall hold office for the unexpired period of offices of the person that he or she replaced as a member.
Chairperson and ordinary members may be re-appointed.
45.—The chairperson and an ordinary member of the Authority whose term of office expires by effluxion of time shall be eligible for re-appointment as the chairperson or an ordinary member.
Vice-chairperson.
46.—(1) The Minister shall appoint one of the ordinary members of the Authority to be vice-chairperson of the Authority with the function of acting as chairperson in the absence of the chairperson.
(2) The vice-chairperson shall be paid, out of moneys provided by the Oireachtas, such remuneration and allowances and expenses as the Minister, with the consent of the Minister for Finance, may determine.
Meetings and business.
47.—(1) The Authority shall hold such and so many meetings as may be necessary for the performance of its functions and subject to this Act may make arrangements for the conduct of its meetings and business.
(2) Arrangements referred to in subsection (1) may, with the approval of the Minister, provide for the discharge, under the general direction of the Authority, of any of its functions by a sub-committee of the Authority.
(3) The Minister may fix or sanction the date, time and place of the first meeting of the Authority to take place after the coming into operation of this subsection.
(4) The quorum for a meeting of the Authority shall be 5 members.
(5) At a meeting of the Authority—
(a) the chairperson shall, if present, take the chair,
(b) in the absence of the chairperson or, if the office of chairperson is vacant, the vice-chairperson of the Authority shall take the chair, and
(c) if and so long as—
(i) the chairperson is not present or the office of chairperson is vacant, and
(ii) the vice-chairperson of the Authority is not present or the office of vice-chairperson is vacant,
the members of the Authority shall choose one of their number to take the chair at the meeting.
(6) The chairperson and each ordinary member of the Authority attending a meeting of the Authority shall have one vote.
(7) Every question at a meeting of the Authority shall be determined by a majority of the votes cast on the question and, in the case of an equal division of votes, the person who chairs the meeting shall have a second or casting vote.
Advisory committees.
48.—(1) The Authority may from time to time appoint such and so many advisory committees as it thinks fit to advise it on matters relating to its functions, for such period and subject to such terms of reference as it thinks appropriate.
(2) Where the Authority has appointed an advisory committee, it shall appoint one of the members of the committee as the presiding member and another as a vice presiding member who shall act in the absence of the presiding member.
(3) The presiding member of an advisory committee shall be paid out of moneys at the disposal of the Authority such fee for attendance at meetings of the committee as the Minister, with the consent of the Minister for Finance, may sanction.
(4) Each member of an advisory committee shall be paid out of moneys at the disposal of the Authority such allowance for expenses incurred by the member as the Minister, with the consent of the Minister for Finance, may sanction.
Chief Executive Officer.
49.—(1) There shall be a chief executive officer of the Authority (who shall be known, and is referred to in this Act as the “Chief Executive Officer”).
(2) The Chief Executive Officer shall manage and control generally the staff, administration and business of the Authority and perform such other functions as may be conferred on him or her by or under this Act or determined by the Authority.
(3) The Chief Executive Officer shall be responsible to the Authority for the performance of his or her functions and the implementation of the Authority's policies.
(4) The Chief Executive Officer shall provide to the Authority such information, including financial information, in relation to the performance of his or her functions as the Authority may from time to time require.
(5) Such of the functions of the Chief Executive Officer as may from time to time be specified by him or her may, with the consent of the Authority, be performed by such member of the staff of the Authority as may be authorised by the Chief Executive Officer.
(6) The functions of the Chief Executive Officer may be performed during his or her absence or when the position of Chief Executive Officer is vacant by such member of the staff of the Authority as may from time to time be designated for that purpose by the Authority.
(7) The first Chief Executive Officer shall be appointed, and may be removed from office at any time, by the Minister; each subsequent Chief Executive Officer (including any person re-appointed as Chief Executive Officer) shall be appointed, and may be removed from office at any time, by the Authority with the consent of the Minister.
Accountability of Chief Executive Officer.
50.—(1) The Chief Executive Officer of the Authority shall, whenever required by the Committee of Dáil Éireann established under the Standing Orders of Dáil Éireann to examine and report to Dáil Éireann on the appropriation accounts and reports of the Comptroller and Auditor General, give evidence to that committee on—
(a) the regularity and propriety of the transactions recorded or required to be recorded in any book or other record of account subject to audit by the Comptroller and Auditor General which the Chief Executive Officer or the Authority is required by or under statute to prepare,
(b) the economy and efficiency of the Authority in the use of its resources,
(c) the systems, procedures and practices employed by the Authority for the purpose of evaluating the effectiveness of its operations, and
(d) any matter affecting the Authority referred to in a special report of the Comptroller and Auditor General under section 11(2) of the Comptroller and Auditor General (Amendment) Act, 1993, or in any other report of the Comptroller and Auditor General (in so far as it relates to a matter specified in paragraph (a), (b) or (c)) that is laid before Dáil Éireann.
(2) In the performance of duties under this section, the Chief Executive Officer shall not question or express an opinion on the merits of any policy of the Government or a Minister of the Government or on the merits of the objectives of such a policy.
Staff.
51.—(1) The Minister may, after consultation with the Authority, appoint such number of persons to be members of the staff of the Authority as may be approved by the Minister for Finance.
(2) The Minister shall, after consultation with the Authority and with the consent of the Minister for Finance, determine the grades of staff of the Authority and the numbers of staff in each grade.
(3) Each appointment under this section or section 49 shall be—
(a) on such terms as the Minister may, with the consent of the Minister for Finance, determine and shall be subject to the Civil Service Commissioners Act, 1956, and the Civil Service Regulation Acts, 1956 to 1996, or
(b) on such other terms and conditions as may be determined by the Authority and approved by the Minister with the consent of the Minister for Finance.
Seal of Authority.
52.—(1) The Authority shall provide itself with a seal which shall be authenticated by the chairperson or some other member of the Authority authorised by it to act on its behalf and by the signature of an officer of the Authority authorised by it to act in that behalf.
(2) Judicial notice shall be taken of the seal of the Authority and any document sealed with the seal shall be admissible in evidence.
Accounts and audits.
53.—(1) The Chief Executive Officer, following the agreement of the Authority, shall—
(a) submit estimates of income and expenditure to the Minister in such form in respect of such periods and at such times as may be required by the Minister, and
(b) furnish to the Minister any information which the Minister may require in relation to such estimates, including proposals and future plans relating to the discharge by the Authority of its functions over a period of years.
(2) The Chief Executive Officer, under the direction of the Authority, shall cause to be kept all proper and usual books or other records of account of—
(a) all income and expenditure of the Authority,
(b) the sources of such income and the subject matter of such expenditure, and
(c) the property, assets and liabilities of the Authority,
and shall keep and account to the Authority for all such special accounts as the Minister or the Authority, with the consent of the Minister, may from time to time direct to be kept.
(3) The financial year of the Authority shall be the period of 12 months ending on the 31st day of December in any year.
(4) The Authority, the Chief Executive Officer and the other officers of the Authority shall, whenever so requested by the Minister, permit any person appointed by the Minister to examine the books or other records of account of the Authority in respect of any financial year or other period and shall facilitate any such examination, and the Authority shall pay such fee therefor as may be fixed by the Minister.
(5) The accounts of the Authority for each financial year shall—
(a) be prepared in such form and manner as may be specified by the Minister, and
(b) be prepared by the Chief Executive Officer and approved by the Authority as soon as practicable but not later than 3 months after the end of the financial year to which they relate for submission to the Comptroller and Auditor General for audit,
and a copy of the accounts and the auditor's report thereon shall be presented, as soon as practicable, to the Authority and to the Minister.
(6) The Minister shall cause a copy of the accounts and the auditor's report referred to in subsection (5) to be laid before each House of the Oireachtas.
Annual report and provision of information to Minister.
54.—(1) The Authority shall, within 6 months of the commencement of every calendar year, make a report to the Minister on the activities of the Authority in respect of the previous calendar year, or in the case of the first calendar year during which section 38 came into operation, that part of the calendar year in which section 38 was in operation.
(2) A report under subsection (1) shall include information on the performance of the functions of the Authority during the period to which the report relates and, without prejudice to the generality of the foregoing, shall include in the report—
(a) an account of any equality review made in that period,
(b) such information as the Authority considers appropriate concerning the implementation of equality action plans in that period, and
(c) such other information in such form as the Authority thinks fit or the Minister may direct.
(3) The Authority shall, if so requested by the Minister, furnish to the Minister such information as the Minister may request relating to—
(a) any matter concerning the policy and activities of the Authority generally,
(b) any specific matter or account prepared by it, or
(c) any report specified in subsection (1),
and the information shall be furnished by the Chief Executive Officer acting under the general authority of the Authority.
(4) The Minister shall cause a copy of every report under subsection (1) to be laid before each House of the Oireachtas.
(5) In subsection (2) “equality review” and “equality action plan” have the same meanings as in Part VI.
Grants and borrowing powers.
55.—(1) In each financial year there may be paid to the Authority out of moneys provided by the Oireachtas a grant of such amount as the Minister, with the consent of the Minister for Finance, may sanction towards the expenses of the Authority in the performance of its functions.
(2) The Authority may, with the consent of the Minister given with the concurrence of the Minister for Finance, borrow temporarily such sums of money as it may require for the purpose of providing for current expenditure.
Codes of practice.
56.—(1) The Authority may, or if requested to do so by the Minister shall, prepare for submission to the Minister draft codes of practice in furtherance of either or both of the following aims:
(a) the elimination of discrimination in employment;
(b) the promotion of equality of opportunity in employment.
(2) Before submitting a draft code of practice under subsection (1) to the Minister, the Authority shall consult such other Minister of the Government or other person or body as the Authority considers appropriate or as the Minister may direct.
(3) After a draft code of practice has been submitted under subsection (1), the Minister may by order declare that the draft—
(a) is an approved code of practice for the purposes of this Act, or
(b) as amended by the Minister after consultation with the Authority, is an approved code of practice for the purposes of this Act,
and an order under this subsection shall set out the text of the approved code of practice to which it relates.
(4) An approved code of practice shall be admissible in evidence and, if any provision of the code appears to be relevant to any question arising in any criminal or other proceedings, it shall be taken into account in determining that question; and for this purpose “proceedings” includes, in addition to proceedings before a court and under Part VII, proceedings before the Labour Court, the Labour Relations Commission, the Employment Appeals Tribunal, the Director and a rights commissioner.
(5) The Minister may, by order, after consultation with the Authority, revoke or amend an approved code of practice.
(6) Every order made under subsection (3) or (5) shall be laid before each House of the Oireachtas as soon as practicable after it is made and, if a resolution annulling the order is passed by either such House within the next 21 days on which that House has sat after the order is laid before it, the order shall be annulled accordingly, but without prejudice to the validity of anything previously done thereunder.
Research and information.
57.—(1) The Authority may undertake or sponsor such research and undertake or sponsor such activities relating to the dissemination of information as it considers necessary and as appear expedient for the purpose of performing any of its functions.
(2) The Authority may make charges for any services provided by it under subsection (1).
(3) For the purpose of assisting it in the performance of its functions under this section the Authority may, with the approval of the Minister, employ any person or persons having qualifications which in the opinion of the Authority relate to those functions.
Inquiries by Authority
Inquiries.
58.—(1) Subject to subsection (4), the Authority may, for any purpose connected with the performance of its functions, conduct an inquiry, and shall do so where required by the Minister.
(2) An inquiry may be conducted—
(a) by a member of the Authority, or
(b) by a member of its staff as may be delegated by the Authority for the purpose, or
(c) by a person duly employed under subsection (3) as may be delegated by the Authority for the purpose, or
(d) by more than one person, to each of whom paragraph (a), (b) or (c) relates,
and the person or persons conducting the inquiry shall, for the purposes of the inquiry, have all the functions of the Authority.
(3) For the purposes of an inquiry provided for by this section, the Authority may, with the approval of the Minister, employ one or more persons having qualifications which, in the opinion of the Authority, are relevant to the conduct of the inquiry.
(4) The Authority shall not conduct an inquiry until—
(a) terms of reference for the inquiry have been drawn up by the Authority or, if the inquiry is one which the Minister has required, by the Minister after consultation with the Authority, and
(b) notice of intention to conduct the inquiry has been given by the Authority—
(i) by publishing it in at least one daily newspaper circulating generally in the State, or
(ii) where the terms of reference refer to a specified person, by providing the person with a copy of the notice in writing.
Obtaining information etc. for purposes of inquiry.
59.—(1) The Authority may, for the purposes of an inquiry under section 58, do all or any of the following:
(a) require any person, by notice delivered to that person, to supply to the Authority such information as it specifies in the notice and requires for the purpose of the inquiry;
(b) require any person, by notice delivered to that person, to produce to the Authority or to send to it, any document specified in the notice and in that person's power or control;
(c) summon witnesses, by notice delivered to them, to attend before the Authority;
(d) administer oaths and affirmations to witnesses and examine witnesses attending before the Authority.
(2) A notice shall not be regarded as delivered to a person for the purposes of any paragraph of subsection (1) unless it is delivered to the person—
(a) personally, or
(b) by registered post,
and the notice shall be signed by at least one member of the Authority.
(3) No notice under subsection (1) shall be delivered unless—
(a) the Authority has obtained the Minister's consent to the delivery, or
(b) the Authority believes that a person named in the terms of reference for the inquiry to which the notice relates—
(i) has discriminated or is discriminating,
(ii) has contravened or is contravening section 8(4), 10 or 14, or
(iii) has failed or is failing to comply with an equality clause or an equal remuneration term.
(4) The Authority may make, to a person who attends before it as a witness, such payments in respect of subsistence and travelling expenses as the Minister, with the consent of the Minister for Finance, may determine.
Offences relating to inquiries etc.
60.—(1) Every person who—
(a) fails or refuses to supply to the Authority information required by it and specified in a notice under section 59(1)(a),
(b) fails or refuses to produce or send to the Authority any document in that person's power or control as required by a notice under section 59(1)(b),
(c) on being duly summoned as a witness by a notice under section 59(1)(c), fails or refuses to attend before the Authority,
(d) being in attendance as a witness before the Authority, refuses to take an oath or affirmation when required by the Authority to do so or to answer any question to which the Authority may require an answer, or
(e) does anything which, if the Authority were a court of justice having power to commit for contempt of court, would be contempt of court,
shall be guilty of an offence.
(2) The court by which a person is convicted of an offence under paragraph (a), (b) or (c) of subsection (1) may require the person to comply with the notice referred to in that paragraph.
(3) A person to whom a notice has been delivered under section 59(1)(a) who—
(a) makes a false statement when supplying to the Authority information specified in the notice, or
(b) alters, suppresses, conceals or destroys a document specified in the notice,
shall be guilty of an offence.
Recommendations arising out of and reports of inquiries.
61.—(1) After it has conducted an inquiry under section 58, or in the course of such an inquiry, the Authority may make to any person, including the Minister, recommendations arising out of the inquiry for the purpose of promoting either or both of the general functions of the Authority specified in paragraphs (a) and (b) of section 39.
(2) As soon as practicable after it has conducted an inquiry under section 58 the Authority shall prepare or cause to be prepared a report of the inquiry and the report shall contain any findings of the Authority arising out of the inquiry.
(3) Where the inquiry under section 58 was one required by the Minister, a copy of the report under subsection (2) shall be sent to the Minister as soon as practicable after its preparation.
(4) As soon as practicable after—
(a) the preparation of a report under subsection (2) that is not required to be sent to the Minister under subsection (3), the Authority, or
(b) the receipt of a copy of a report sent to the Minister under subsection (3), the Minister,
shall cause the report to be published or otherwise made available and give notice to the public of the publication or availability.
(5) Any information obtained by the Authority in the exercise of its powers under section 59 concerning any organisation or person or the business carried on by any organisation or person, which is not available otherwise, shall not—
(a) be included in a report under this section without the consent of the organisation or the person concerned, unless the non-inclusion would be inconsistent with the duties of the Authority and the object of the report, and
(b) without such consent, be disclosed by any person concerned in any criminal or other proceedings under this Act.
Non-discrimination notices.
62.—(1) Where, in the course of the conduct of an inquiry or after such an inquiry has been conducted, the Authority is satisfied that any person—
(a) has discriminated or is discriminating,
(b) has contravened or is contravening section 8(4), 10 or 14, or
(c) has failed or is failing to comply with an equality clause or an equal remuneration term,
the Authority may serve a non-discrimination notice on that person, either by personal delivery or by registered post.
(2) Where the Authority proposes to serve a non-discrimination notice on any person, it shall, before the notice is served, notify the person in writing of its proposal to do so.
(3) Notification under subsection (2) of a proposal to serve a non-discrimination notice shall—
(a) specify the act or omission constituting the discrimination, contravention or failure referred to in subsection (1) to which the notification relates, and
(b) inform the person concerned of the right to make representations to the Authority in accordance with subsection (4).
(4) A person who has received a notification under subsection (2) may, within 28 days of the receipt, make representations to the Authority regarding the proposal, and where any such representations are made, the Authority shall consider them before serving a non-discrimination notice on the person.
(5) A non-discrimination notice shall—
(a) specify the act or omission constituting the discrimination, contravention or failure referred to in subsection (1) to which the non-discrimination notice relates,
(b) require the person on whom it is served not to commit the act or omission constituting the discrimination or contravention or, where appropriate, to comply with the equality clause or equal remuneration term,
(c) specify, in the case of a discrimination, what steps the Authority requires to be taken by the person on whom it is served in order not to commit the discrimination,
(d) require the person on whom it is served, within a period specified in the non-discrimination notice, to inform the Authority and any other persons so specified of the steps taken in order to comply with the notice, and
(e) require the person on whom it is served, within a period specified in the non-discrimination notice, to supply the Authority with any additional information so specified.
Appeal against non-discrimination notice.
63.—(1) A person on whom a non-discrimination notice has been served may appeal to the Labour 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 Labour 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 Labour Court confirms a non-discrimination notice, the notice, as so confirmed in whole or in part, shall come into operation on such date as it shall fix.
(5) Where the Labour Court allows an appeal under subsection (1), the non-discrimination notice appealed against shall cease to have effect.
Register of non-discrimination notices.
64.—The Authority shall keep and maintain a register of every non-discrimination notice which has come into operation and the register shall be open to inspection by any person at all reasonable times.
Injunctions for failure to comply with non-discrimination notice.
65.—(1) Subject to subsection (2), the High Court or the Circuit Court may, on the motion of the Authority, grant an injunction to prevent discrimination by a person specified in the order of the court concerned of a type so specified.
(2) Subsection (1) applies to a case where, in the period of 5 years beginning on the date on which a non-discrimination notice came into operation, the Authority satisfies the High Court or the Circuit Court, as the case may be, that there is a likelihood of a further discrimination, contravention or failure referred to in section 62 (1) by the person on whom the notice was served.
(3) The jurisdiction conferred on the Circuit Court by this section shall be exercised by the judge for the time being assigned to the circuit where the person on whom the non-discrimination notice was served ordinarily resides or carries on any profession, business or occupation.
Offence relating to failure to comply with non-discrimination notice.
66.—A person on whom a non-discrimination notice is served who, at any time within the period of 5 years beginning on the date on which the notice comes into operation, does not comply with the notice, shall be guilty of an offence.
Assistance by Authority in connection with certain references.
67.—(1) A person who considers that—
(a) discrimination has been directed against the person by another person, or
(b) he or she has been adversely affected by the failure or refusal by another person—
(i) to comply with an equality clause or an equal remuneration term, or
(ii) to implement a decision, order or determination under this Part or a mediated settlement under section 78,
may make a request to the Authority for assistance in taking proceedings in respect of which redress is provided for under this Act.
(2) Where, having considered a request under subsection (1), the Authority is satisfied that the case to which the request relates raises an important matter of principle, or it appears to the Authority that it is not reasonable to expect the person making the request adequately to present the case without assistance, the Authority may at its discretion, and at any stage, provide assistance to the person—
(a) in making the reference or application, and
(b) in any proceedings resulting from or arising out of the reference or application.
(3) Assistance under this section shall be in such form as the Authority at its discretion thinks fit.
(4) Any function of the Authority under this section may be exercised by an officer of the Authority to whom the function is delegated and any such delegation may specify criteria or other guidelines by reference to which the Authority considers that the delegated function should be exercised.
PART VI
Equality Reviews and Action Plans and Review of Legislation
Definition (Part VI).
68.—In this Part “substantive notice” means a notice under subsection (1) or (2) of section 70 or such a notice as confirmed (with or without amendment) by the Labour Court under section 71(3).
Equality reviews and action plans.
69.—(1) For the purposes of this Part, an equality review is—
(a) an audit of the level of equality of opportunity which exists in employment in a particular business, group of businesses or the businesses making up a particular industry or sector thereof, and
(b) an examination of the practices, procedures and other relevant factors (including the working environment) of, in and material to that employment to determine whether those practices, procedures or other factors are conducive to the promotion of equality of opportunity in that employment.
(2) For the purposes of this Part, an equality action plan is a programme of actions to be undertaken in employment in a business or businesses to further the promotion of equality of opportunity in that employment.
(3) The Authority may invite a particular business, group of businesses or the businesses making up a particular industry or sector thereof to do either or both of the following:
(a) carry out an equality review in relation to their business or businesses;
(b) prepare and implement an equality action plan in respect of that business or those businesses.
(4) The Authority may, if it thinks it appropriate, itself carry out an equality review and prepare an equality action plan in relation to a particular business, group of businesses or the businesses making up a particular industry or sector thereof; and, for the purpose of assisting in the conduct of such an audit or examination as is referred to in subsection (1), the Authority may, with the approval of the Minister, employ one or more persons having qualifications which, in the opinion of the Authority, relate to that examination.
(5) The powers conferred by subsection (4) do not apply in relation to any business which has less than 50 employees (and, accordingly, references to a group of businesses or the businesses making up a particular industry or sector thereof do not include such a business).
(6) An equality review and an action plan may be directed at the generality of equality of opportunity or at a particular aspect of discrimination in an employment.
(7) For the purposes of this section—
(a) “business” includes an activity giving rise to employment, whether or not in the industrial or commercial field, and whether or not with a view to profit, and
(b) a “group of businesses” may be defined by reference to geographical location instead of (or as well as) by reference to control or any other factor.
Enforcement powers in respect of equality reviews and action plans.
70.—(1) Subject to subsections (3) and (4), if it appears to the Authority appropriate to do so for the purpose of an equality review or the preparation of an equality action plan, the Authority may do either or both of the following:
(a) require any person, by notice served personally or by registered post, to supply to the Authority such information as it specifies in the notice and required for the purpose;
(b) require any person, by notice so served, to produce to the Authority or send to it such document as it specifies in the notice and is in that person's power or control,
but nothing in this subsection shall entitle the Authority to require the supply of information, or the production or sending of a document, relating to a business which has less than 50 employees.
(2) Subject to subsections (3) and (4), if it appears to the Authority that there is a failure in any business or businesses to implement any provision of an equality action plan, the Authority may require any person, by notice served personally or by registered post, to take such action as—
(a) is specified in the notice,
(b) is reasonably required for the implementation of the plan, and
(c) it is within that person's power to take.
(3) Before serving a substantive notice on any person, the Authority shall give that person notice in writing (in subsection (4) referred to as an “advance notice”) of the proposal to serve the substantive notice and of the proposed contents of that notice.
(4) Where—
(a) the Authority has given an advance notice to any person, and
(b) within 28 days from the date of receipt of the advance notice, that person makes representations to the Authority about the proposed substantive notice, the Authority shall have regard to those representations before deciding whether or not to proceed with service of the proposed substantive notice and, if so, as to its contents.
Appeal against substantive notice.
71.—(1) A person on whom a substantive notice has been served may appeal to the Labour 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 substantive notice shall come into operation on the expiry of the 42 day period referred to in that subsection.
(3) Where the Labour 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 Labour Court confirms a substantive notice, the notice (as so confirmed in whole or in part) shall come into operation on such date as it shall fix.
(5) Where the Labour Court allows an appeal under subsection (1), the substantive notice appealed against shall cease to have effect.
Enforcement of substantive notices.
72.—(1) If, on an application made by the Authority, the High Court or, as the case may be, the Circuit Court is satisfied that a person on whom a substantive notice has been served has failed to comply with the notice, the court may make an order directing that person to comply with the notice.
(2) The jurisdiction conferred on the Circuit Court by this section shall be exercised by the judge for the time being assigned to the circuit where the person on whom the substantive notice was served ordinarily resides or carries on any profession, business or occupation.
Review of legislation.
73.—(1) Where, in the opinion of the Authority, the working or effect of any of the enactments for the time being specified in subsections (1) to (4) of section 17, or of any provision contained in or made under any such enactment, is likely to affect or impede the elimination of discrimination in relation to employment or the promotion of equality of opportunity in relation to employment—
(a) between men and women, or
(b) between persons who differ in terms of any of the other discriminatory grounds,
the Authority may, if it thinks fit, and shall if so required by the Minister, carry out a review of that enactment or provision or of its working or effect.
(2) For the purpose of assisting it in making a review under this section, the Authority shall consult such organisations of trade unions and of employers as it considers appropriate.
(3) Where the Authority 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.
(4) A report under subsection (3) may contain recommendations for amending any enactment or provision reviewed.
PART VII
Other Remedies and Enforcement
Introductory
Interpretation (Part VII).
74.—(1) In this Part, unless the context otherwise requires:
“the complainant” has the meaning given by section 77(4);
“equality mediation officer” and “equality officer” shall be construed in accordance with subsections (3) and (4) of section 75;
“the Equal Pay Directive” means Council Directive No. 75/117/EEC on the approximation of the laws of the Member States relating to the application of the principle of equal pay for men and women;
“the Equal Treatment Directive” means Council Directive No. 76/207/EEC on the implementation of the principle of equal treatment for men and women as regards access to employment, vocational training and promotion, and working conditions;
“the respondent” has the meaning given by section 77(4);
“victimisation” shall be construed in accordance with subsection (2).
(2) For the purposes of this Part, victimisation occurs where the dismissal or other penalisation of the complainant was solely or mainly occasioned by the complainant having, in good faith—
(a) sought redress under this Act or any enactment repealed by this Act for discrimination or for a failure to comply with an equal remuneration term or an equality clause (or a similar term or clause under any such repealed enactment),
(b) opposed by lawful means an act which is unlawful under this Act or which was unlawful under any such repealed enactment,
(c) given evidence in any criminal or other proceedings under this Act or any such repealed enactment, or
(d) given notice of an intention to do anything within paragraphs (a) to (c).
Equality Investigations
Director of Equality Investigations and other officers.
75.—(1) The Minister, with the consent of the Minister for Finance, shall appoint a person to be the Director of Equality Investigations to perform the functions conferred on the Director by or under this Act or any other enactment.
(2) The office of the Director shall consist of the Director and such staff as, subject to subsection (3), may be appointed by the Minister, with the consent of the Minister for Finance, to assist the Director in carrying out the Director's functions; and the Director and the persons so appointed to the staff of the Director shall be subject to the Civil Service Commissioners Act, 1956, and the Civil Service Regulation Acts, 1956 to 1996.
(3) Any person who, immediately before the commencement of this subsection, was holding office as an equality officer of the Labour Relations Commission shall, on that commencement and by virtue of this subsection, become as an equality officer, a member of the staff of the Director.
(4) From among the Director's staff the Director may—
(a) appoint persons to be equality officers, and
(b) appoint persons, including those who are equality officers (whether by virtue of subsection (3) or of appointment under paragraph (a)) to be equality mediation officers,
and the Director may delegate any function conferred on the Director by or under this Act or any other enactment to an equality officer or equality mediation officer.
(5) The Director, equality mediation officers and equality officers shall be independent in the performance of their functions.
(6) Subject to subsection (7), the delegation of a function under subsection (4) shall not affect the continuing power of the Director to exercise that function concurrently with the officer to whom it is delegated.
(7) Where, under subsection (4), the Director has delegated to an officer the function of hearing a case referred to the Director under section 77—
(a) the delegation shall be taken to include the power to issue a decision in the case,
(b) the function may not be exercised concurrently by the Director, and
(c) the delegation may not be revoked or varied except at the request of the officer to whom the function was delegated or if there are exceptional circumstances preventing that officer from acting (or continuing to act).
(8) The Director shall, within 6 months of the commencement of every calendar year, make a report to the Minister on the activities of the office of the Director in respect of the previous calendar year, or in the case of the first calendar year of operation, that part of the calendar year in which the office was in operation.
Redress
Right to information.
76.—(1) With a view to assisting a person (“X”) who considers—
(a) that another person (“Y”) may have discriminated against X in contravention of this Act or may have dismissed or otherwise penalised X in circumstances amounting to victimisation,
(b) that another person (“Y”) who is responsible for providing remuneration to X is not providing that remuneration as required by an equal remuneration term, or
(c) that another person (“Y”) with whom X has a contract of employment has not provided X with a benefit under an equality clause in that contract,
to decide whether to refer the matter under any provision of section 77 and, in the event of such a reference, to formulate and present X's case in the most effective manner, the Minister may by regulations prescribe forms by which—
(i) X may question Y so as to obtain material information, and
(ii) Y may, if Y so wishes, reply to any questions.
(2) Subject to subsections (3) to (7), information is for the purposes of this section “material information” if it is—
(a) information as to Y's reasons for doing or omitting to do any relevant act and as to any practices or procedures material to any such act,
(b) information, other than confidential information, about the remuneration or treatment of other persons who stand in relation to Y in the same or a similar position as X, or
(c) other information which is not confidential information and which, in the circumstances of the case in question, it is reasonable for X to require.
(3) In subsection (2) “confidential information” means any information which relates to a particular individual, which can be identified as so relating and to the disclosure of which that individual does not agree.
(4) Nothing in this Act shall be construed as requiring Y or any other person—
(a) to furnish any reference (or any copy thereof or extract therefrom) or any report (or copy thereof or extract therefrom) relating to the character or the suitability for employment of any person (including X), or
(b) to disclose the contents of such a reference or report.
(5) In a case where a person considers that he or she may have been discriminated against by, or in the course of an interview conducted on behalf of—
(a) the Civil Service Commissioners in the course of a recruitment or selection process, other than one designed to recruit or select only from and for their own staff,
(b) the Local Appointments Commissioners in the course of a recruitment or selection process, other than one designed to recruit or select only from and for their own staff,
(c) the Minister for Defence in the course of a recruitment process for the Defence Forces, or
(d) the Commissioner of the Garda Síochána in the course of a recruitment process for the Garda Síochána,
information shall not be regarded as material information for the purposes of this section if it relates to communications with external advisers to any of the persons referred to in paragraphs (a) to (d) or if it goes beyond the permitted information specified in subsection (6).
(6) For the purposes of subsection (5), in relation to a recruitment or selection process, information is permitted information if it identifies the successful and the unsuccessful candidates—
(a) by reference to their sex, or
(b) in terms of the discriminatory grounds in section 28(1), by reference to those who have the same relevant characteristic as C or the same relevant characteristic as D.
(7) This section is without prejudice to the other provisions of this Act relating to the obtaining of information.
The forum for seeking redress.
77.— (1) A person who claims—
(a) to have been discriminated against by another in contravention of this Act,
(b) not to be receiving remuneration in accordance with an equal remuneration term,
(c) not to be receiving a benefit under an equality clause, or
(d) to have been penalised in circumstances amounting to victimisation,
may, subject to subsections (2) to (8), seek redress by referring the case to the Director.
(2) If a person claims to have been dismissed—
(a) in circumstances amounting to discrimination by another in contravention of this Act, or
(b) in circumstances amounting to victimisation,
then, subject to subsection (3), a claim for redress for the dismissal may be brought to the Labour Court and shall not be brought to the Director.
(3) If the grounds for such a claim as is referred to in subsection (1) or (2) arise—
(a) under Part III, or
(b) in any other circumstances (including circumstances amounting to victimisation) to which the Equal Pay Directive or the Equal Treatment Directive is relevant,
then, subject to subsections (4) to (8), the person making the claim may seek redress by referring the case to the Circuit Court, instead of referring it to the Director under subsection (1) or, as the case may be, to the Labour Court under subsection (2).
(4) In this Part, in relation to a case referred under any provision of this section—
(a) “the complainant” means the person by whom it is referred, and
(b) “the respondent” means the person who is alleged to have discriminated against the complainant or, as the case may be, who is responsible for providing the remuneration to which the equal remuneration term relates or who is responsible for providing the benefit under the equality clause or who is alleged to be responsible for the victimisation.
(5) Subject to subsection (6), a claim for redress in respect of discrimination or victimisation may not be referred under this section after the end of the period of 6 months from the date of the occurrence or, as the case may require, the most recent occurrence of the act of discrimination or victimisation to which the case relates.
(6) If on an application made by the complainant the Director, the Labour Court or, as the case may be, the Circuit Court is satisfied that exceptional circumstances prevented the complainant's case (other than a claim not to be receiving remuneration in accordance with an equal remuneration term) being referred within the time limit in subsection (5)—
(a) the Director, the Labour Court or the Circuit Court, as the case may be, may direct that, in relation to that case, subsection (5) shall have effect as if for the reference to a period of 6 months there were substituted a reference to such period not exceeding 12 months as is specified in the direction, and
(b) where such a direction is given, this Part shall have effect accordingly.
(7) Where the complainant's claim for redress is in respect of discrimination by—
(a) the Civil Service Commissioners in the course of such a recruitment or selection process as is referred to in section 76(5)(a),
(b) the Local Appointments Commissioners in the course of such a recruitment or selection process as is referred to in section 76(5)(b),
(c) the Minister for Defence in the course of a recruitment process for the Defence Forces, or
(d) the Commissioner of the Garda Síochána in the course of a recruitment process for the Garda Síochána,
the complainant shall in the first instance refer the claim for redress to the Commissioners concerned or, as the case may be, to the Minister for Defence or the Commissioner of the Garda Síochána.
(8) Where subsection (7) applies to a claim for redress in respect of discrimination, the complainant may not refer the case under subsection (1), (2) or (3) unless—
(a) the Commissioners concerned or, as the case may be, the Minister for Defence or the Commissioner of the Garda Síochána have failed to give a decision on the claim on or before the twenty-eighth day after it was referred, or
(b) the complainant is not satisfied with the decision given on the claim,
and in a case to which paragraph (a) or (b) relates, the end of the period of time which is applicable under subsection (5) (including, where appropriate, applicable under that subsection by reference to subsection (6)) shall be construed as—
(i) the end of that period, or
(ii) the end of the period of 28 days from the expiration of the period referred to in paragraph (a) or the date of the decision referred to in paragraph (b),
whichever last occurs.
(9) Where—
(a) a claim for redress relating to employment in the Defence Forces arises under Part III or in any other circumstances (including circumstances amounting to victimisation) to which the Equal Pay Directive or the Equal Treatment Directive is relevant, and
(b) the complainant is a member of the Defence Forces,
then the claim shall, in the first instance, be referred for redress under the procedure set out in section 104.
(10) Where subsection (9) applies to a claim for redress, the complainant shall not refer a case under subsection (1), (2) or (3) unless—
(a) a period of 12 months has elapsed after the referral under section 104 to which the claim relates and the procedures under section 104(2)(a) have not been requested or have not been completed, or
(b) the complainant is not satisfied with the recommendation given under section 104(2)(b) on the claim,
and in a case to which paragraph (a) or (b) relates, the end of the period of time which is applicable under subsection (5) (including, where appropriate, applicable under that subsection by reference to subsection (6)) shall be construed as—
(i) the end of that period, or
(ii) the end of the period of 28 days from the expiration of the period referred to in paragraph (a) or the date of the recommendation referred to in paragraph (b),
whichever last occurs.
Mediation.
78.—(1) Subject to subsection (3), if at any time after a case has been referred to the Director under section 77(1) it appears to the Director that the case is one which could be resolved by mediation, the Director shall refer the case for mediation to an equality mediation officer.
(2) Subject to subsection (3), if at any time after a case has been referred to the Labour Court under section 77(2) it appears to the Labour Court that the case is one which could be resolved by mediation, the Labour Court shall either—
(a) attempt to resolve the case in that way itself, or
(b) refer the case to the Director for mediation by an equality mediation officer.
(3) If the complainant or the respondent objects to a case being dealt with by way of mediation, the Director or, as the case may be, the Labour Court shall not exercise their powers under this section but shall deal with the case under section 79.
(4) Mediation, whether by an equality mediation officer or by the Labour Court, shall be conducted in private.
(5) Where a case referred under section 77 is resolved by mediation—
(a) the equality mediation officer concerned or, as the case may be, the Labour Court shall prepare a written record of the terms of the settlement,
(b) the written record of the terms of the settlement shall be signed by the complainant and the respondent,
(c) the equality mediation officer concerned or, as the case may be, the Labour Court shall send a copy of the written record, as so signed, to the complainant and the respondent, and
(d) a copy of the written record shall be retained by the Director or the Labour Court, as the case may require.
(6) If after—
(a) a case has been referred to an equality mediation officer under subsection (1) or (2)(b), or
(b) the Labour Court has attempted to resolve a case under subsection (2)(a),
it appears to the equality mediation officer or, as the case may be, the Labour Court that the case cannot be resolved by mediation, that officer or that Court shall issue a notice to that effect to the complainant and the respondent.
(7) Where—
(a) a notice has been issued under subsection (6) with respect to a case,
(b) within 28 days from the issue of that notice the complainant makes an application to the Director or, as the case may be, the Labour Court for the resumption of the hearing of the case, and
(c) if the notice was issued by an equality mediation officer, a copy of that notice accompanies the application under paragraph (b),
the Director or the Labour Court, as the case may require, shall proceed or, as the case may be, continue to deal with the case under section 79.
Investigations by Director or the Labour Court.
79.—(1) Where a case which has been referred to the Director or the Labour Court under section 77—
(a) does not fall to be dealt with by way of mediation under section 78, or
(b) falls to be dealt with under this section by virtue of section 78(7),
the Director or the Labour Court, as the case may be, shall investigate the case and hear all persons appearing to the Director or that Court to be interested and desiring to be heard.
(2) An investigation under this section shall be held in private unless, at the request of one of the parties to an investigation by the Labour Court, that Court determines to hold the investigation, or so much of it as that Court does not consider should be treated as confidential, in public.
(3) If, in a case which is referred on the ground that the complainant is not receiving remuneration in accordance with an equal remuneration term, a question arises whether the different rates of remuneration to which the case relates are lawful by virtue of section 19(5) or 29(5), the Director may direct that that question shall be investigated as a preliminary issue and shall proceed accordingly.
(4) Subject to subsections (2) and (3), the Minister may by regulations specify—
(a) procedures to be followed by the Director or, as the case may be, the Labour Court in carrying out investigations (or any description of investigations) under this section, and
(b) time limits applicable to such investigations, including procedures for extending those limits in certain circumstances,
but, before making any such regulations, the Minister shall consult the Labour Court, the Authority and the Director; and any such regulations relating to functions of the Labour Court shall be made only with the consent of the Minister for Enterprise, Trade and Employment.
(5) Unless the Director or the Labour Court considers it necessary to do so in order to bring an investigation to a proper conclusion, information shall be neither sought nor relied upon for the purpose of an investigation under this section (or of any appeal subsequent thereto) if it relates to or is derived from communications with external advisers to any of the persons referred to in paragraphs (a) to (d) of section 76(5).
(6) At the conclusion of an investigation under this section (including an investigation of a preliminary issue under subsection (3)), the Director shall issue a decision or, as the case may be, the Labour Court shall make a determination and, if the decision or determination is in favour of the complainant—
(a) it shall provide for redress in accordance with section 82, or
(b) in the case of a decision on a preliminary issue under subsection (3), it shall be followed by an investigation of the substantive issue.
References to the Circuit Court.
80.—(1) This section applies where a case is referred to the Circuit Court under section 77(3); and any reference in subsections (2) to (5) of this section to the proceedings is a reference to the proceedings on the reference.
(2) The jurisdiction of the Circuit Court shall be exercised by the judge for the time being assigned to the circuit where the respondent resides or ordinarily carries on any profession, business or occupation.
(3) With the substitution of a reference to the Circuit Court for the reference to the Director, section 79(3) shall apply in relation to a reference to the Circuit Court as it applies in relation to a reference to the Director.
(4) If requested to do so by the Circuit Court, the Director shall nominate an equality officer to investigate, and prepare a report on, any question specified by the Circuit Court and arising on the reference (including, in particular, any question whether persons are employed to do like work).
(5) Where a report is prepared for the Circuit Court under subsection (4), then, subject to any directions of the Circuit Court—
(a) the equality officer shall furnish a copy of the report to the complainant and the respondent and to any other person to whom it relates,
(b) the report shall be received in evidence in the proceedings, and
(c) without prejudice to the power of the Circuit Court to require the equality officer by whom the report was prepared to attend and give evidence in the proceedings, the equality officer may be called as a witness in the proceedings by the complainant or the respondent.
Consequences of failure to supply information etc.
81.—If, in the course of proceedings on a reference under section 77(3) or of an investigation under section 79, it appears to the Circuit Court, the Director or the Labour Court, as the case may be—
(a) that the respondent failed to supply information which the complainant sought by questions under section 76 and which was in the respondent's possession or power, or
(b) that the information supplied by the respondent in response to any such question was false or misleading or was otherwise not such as the complainant might reasonably have required in order to make the decision referred to in section 76(1),
the Circuit Court, the Director or the Labour Court (as the case may require) may draw such inferences as seem appropriate from the failure to supply the information or, as the case may be, for the supply of information as mentioned in paragraph (b).
Redress which may be ordered.
82.— (1) Subject to this section, the types of redress for which a decision of the Director under section 79 may provide are such one or more of the following as may be appropriate in the circumstances of the particular case:
(a) an order for compensation in the form of arrears of remuneration (attributable to a failure to provide equal remuneration) in respect of so much of the period of employment as begins not more than 3 years before the date of the referral under section 77(1) which led to the decision;
(b) an order for equal remuneration from the date referred to in paragraph (a);
(c) an order for compensation for the effects of acts of discrimination or victimisation which occurred not earlier than 6 years before the date of the referral of the case under section 77;
(d) an order for equal treatment in whatever respect is relevant to the case;
(e) an order that a person or persons specified in the order take a course of action which is so specified.
(2) The types of redress for which a determination of the Labour Court under section 79 may provide are such one or more of the following as may be appropriate in the circumstances of the particular case:
(a) the orders referred to in paragraphs (c) to (e) of subsection (1);
(b) an order for re-instatement or re-engagement, with or without an order for compensation.
(3) The types of redress for which the Circuit Court may provide on a reference under section 77(3) are such one or more of the following as may be appropriate in the circumstances of the particular case:
(a) an order for compensation in the form of arrears of remuneration (attributable to a failure to provide equal remuneration) in respect of so much of the period of employment as begins not more than 6 years before the date of the referral;
(b) an order for equal remuneration from the date of the referral;
(c) the orders referred to in paragraphs (c) to (e) of subsection (1);
(d) an order for re-instatement or re-engagement, with or without an order for compensation,
and no enactment relating to the jurisdiction of the Circuit Court shall be taken to limit the amount of compensation or remuneration which may be ordered by the Circuit Court by virtue of this subsection.
(4) The maximum amount which may be ordered by the Director or the Labour Court by way of compensation under subsection (1)(c) or by that Court under subsection (2)(b), in any case where the complainant was in receipt of remuneration at the date of the reference of the case, or if it was earlier, the date of dismissal, shall be an amount equal to 104 times either—
(a) the amount of that remuneration, determined on a weekly basis, or
(b) where it is greater, the amount, determined on a weekly basis, which the complainant would have received at that date but for the act of discrimination or victimisation in question,
and in any other case, shall be £10,000.
(5) Where the case for which the redress is to be provided is referred to the Director or the Labour Court and arises—
(a) under Part III, or
(b) in any other circumstances (including circumstances amounting to victimisation) to which the Equal Pay Directive or the Equal Treatment Directive is relevant,
the Director or the Labour Court, as the case may be, may, in addition to making an order for compensation, also order the payment of interest, at the rate which is applicable under section 22(1) of the Courts Act, 1981—
(i) in respect of the whole or any part of the amount of the compensation, and
(ii) in respect of the period beginning on the relevant date and ending on the date of the payment,
and, for the purposes of subparagraph (ii), “the relevant date” means the first day of the period (if any) to which the compensation is expressed to be referable or, if there is no such period, the date of the reference under section 77(1).
Appeals from the Director to the Labour Court.
83.—(1) Not later than 42 days from the date of a decision of the Director under section 79, the complainant or the respondent may appeal to the Labour Court by notice in writing specifying the grounds of the appeal.
(2) The Labour Court shall hear an appeal under this section in private unless, at the request of one of the parties, it determines to hold the appeal, or so much of it as it does not consider should be treated as confidential, in public.
(3) The following enactments shall apply to an appeal under this section:
(a) section 14 of the Industrial Relations Act, 1946 (appointment of technical assessors); and
(b) section 21 of that Act and section 56 of the Industrial Relations Act, 1990 (summoning of witnesses etc.).
(4) In its determination of an appeal under this section, the Labour Court may provide for any redress for which provision could have been made by the decision appealed against (substituting the discretion of the Labour Court for the discretion of the Director).
(5) If the Labour Court's determination of an appeal against a decision of the Director on a preliminary issue under section 79(3) is in favour of the complainant, the case shall be referred back to the Director for an investigation of the substantive issue.
(6) Subject to subsection (2), the Minister, with the consent of the Minister for Enterprise, Trade and Employment, may by regulations specify—
(a) procedures to be followed by the Labour Court in conducting appeals under this section, and
(b) time limits applicable to such appeals, including procedures for extending those limits in certain circumstances,
but, before making any such regulations, the Minister shall consult the Labour Court, the Authority and the Director.
References by the Labour Court to the Director.
84.—(1) Where a case is referred to the Labour Court under section 77 and that Court considers that it would be assisted in making its determination by an investigation conducted by the Director, the Labour Court may refer all or any of the matters in issue in the case to the Director; and, where such a reference is made, the Director shall investigate the matters so referred and submit a report thereon to the Labour Court.
(2) Where an appeal is brought to the Labour Court under section 83 and it considers that its determination on the appeal would be assisted by the exercise of its powers under this subsection, the Labour Court may refer all or any of the matters in issue on the appeal to the Director for further investigation or, as appropriate, re-investigation; and, where such a reference is made, the Director shall conduct the further or new investigation of the matters so referred and submit a report thereon to the Labour Court.
(3) Where the Labour Court refers any matters to the Director under subsection (1) or (2)—
(a) it may suspend, in whole or in part, or adjourn its investigation of the case in question or, as the case may be, its hearing of the appeal, pending the receipt of a report from the Director, and
(b) it shall take account of the Director's report on the matters referred in reaching its determination.
(4) Where, on an appeal under section 83, the Labour Court determines that the decision of the Director which is in question should be set aside, it may, by its determination, also refer the matter in issue back to the Director for a new investigation and decision under section 79.
Enforcement powers of the Authority.
85.—(1) Where it appears to the Authority—
(a) that discrimination or victimisation is being generally practised against persons or that a practice referred to in section 8(4) is being applied or operated,
(b) that discrimination or victimisation has occurred in relation to a particular person who has not made a reference under section 77 in relation to the discrimination or victimisation and that it is not reasonable to expect that person to make such a reference,
(c) that there is a failure to comply with an equal remuneration term or an equality clause either generally in a business or in relation to a particular person who has not made a reference under section 77 in relation to the failure and whom it is not reasonable to expect to make such a reference,
(d) that a publication or display has been made in contravention of section 10,
(e) that, contrary to section 14, a person has procured or attempted to procure another to do anything which constitutes discrimination or victimisation, or
(f) that a person has procured or attempted to procure another to break an equal remuneration term or an equality clause,
the Authority may refer the matter to the Director.
(2) Where the Authority refers a matter to the Director under subsection (1), the preceding provisions of this Part shall apply as if it were a case referred under section 77, except that—
(a) any reference to the complainant shall be construed as a reference to the Authority,
(b) any reference to the respondent shall be construed as a reference to the person who, in the opinion of the Authority, practised the discrimination or, as the case may require, was responsible for the failure to comply with the equal remuneration term or equality clause or for the victimisation or the publication or display or for the procurement or attempted procurement, and
(c) any reference to the parties shall be taken to include, in the case of a matter referred by virtue of any of paragraphs (a) to (c) of subsection (1), any person who was discriminated against or victimised or suffered from the failure to comply as mentioned in the paragraph concerned.
(3) In a decision under section 79, as applied by subsection (2), the following types of redress shall be available:
(a) redress as under section 82 (construing references in that section to the complainant as references to the person referred to in subsection (2)(c));
(b) where the reference was by virtue of subsection (1)(d), a decision that a publication or display was or was not made in contravention of section 10; and
(c) where the reference was by virtue of paragraph (e) or (f) of subsection (1), a decision that the person concerned has or has not procured or attempted to procure as mentioned in the paragraph concerned.
(4) Subsection (5) applies in a case where the Authority satisfies the High Court or, as the case may be, the Circuit Court that, following a decision under section 79, as applied by subsection (2), in a matter referred by virtue of any paragraph of subsection (1), there is a likelihood of—
(a) further discrimination or victimisation,
(b) a further failure to comply with an equal remuneration term or equality clause,
(c) a further publication or display in contravention of section 10, or
(d) further procuring or attempting to procure as mentioned in paragraph (e) or (f) of subsection (1), by a person in relation to whom the decision was made, and of the type the subject of the decision.
(5) In a case to which this subsection applies, the High Court or the Circuit Court, on the motion of the Authority specifying the person in question, may grant an injunction to prevent that person from continuing any conduct (such as is mentioned in subsection (4)), of a type so specified.
(6) The jurisdiction conferred on the Circuit Court by this section shall be exercised by the judge for the time being assigned to the circuit where the person specified in the Authority's motion ordinarily resides or carries on any profession, business or occupation.
Collective Agreements
Reference of collective agreements to Director.
86.—(1) If the Authority or a person who is affected by a collective agreement claims that a provision of that agreement is null and void by virtue of section 9, the Authority or that person may refer the question of that agreement to the Director; and in this section (and section 87) the Authority or the person making such a reference is referred to as “the complainant”.
(2) For the purposes of this section (and section 87)—
(a) the expression “collective agreement” shall be taken to include an order or agreement falling within paragraph (b) or (c) of section 9 (3),
(b) a person is affected by a collective agreement if that person is an employee whose remuneration or whose conditions of employment are, in whole or in part, governed by the agreement (or any part of it), and
(c) “the respondents” means the parties to the agreement, other than (where relevant) the complainant.
(3) Subject to subsection (4), where a collective agreement is referred to the Director under this section, the Director shall consider whether the question of the possible nullity of a provision of the agreement appears to be one which could be resolved by mediation and—
(a) if the Director considers that the question could be so resolved, the Director shall refer the agreement to an equality mediation officer for mediation in accordance with section 87, and
(b) if the Director considers that the question could not be so resolved, the Director shall proceed in accordance with paragraph (b) or (c) of subsection (4).
(4) If the complainant or the respondents object to a reference under subsection (3)(a) (or if section 78(7) applies in accordance with subsection (6)) the Director—
(a) shall not exercise the powers under subsection (3)(a),
(b) shall investigate the agreement and, for that purpose, hear all persons appearing to the Director to be interested and desiring to be heard, and
(c) shall issue a decision in accordance with section 87,
and subsections (3) and (4) of section 79 shall apply in relation to an investigation by the Director under this subsection as they apply in relation to an investigation by the Director under that section.
(5) Mediation under subsection (3) or an investigation under subsection (4) shall be conducted in private.
(6) Where a collective agreement is referred for mediation under subsection (3), subsections (5) to (7) of section 78 shall apply as they apply where a case which has been referred to an equality mediation officer under section 78(1) but, for the purpose of that application—
(a) references in those subsections to the complainant and the respondent shall be construed as references to the complainant and the respondents, within the meaning of this section, and
(b) section 78(7) shall have effect as if, for the words following paragraph (c) thereof, there were substituted “the Director shall investigate the matter of the agreement under section 86(4)”.
Mediation, decisions and appeals relating to collective agreements.
87.— (1) Where a collective agreement is referred to the Director under section 86, it shall be the purpose of—
(a) mediation by an equality mediation officer under subsection (3) of that section, or
(b) a decision of the Director under subsection (4) of that section,
to identify which (if any) provisions of the agreement are null and void by virtue of section 9 and, if the equality mediation officer or, as the case may be, the Director thinks it appropriate, to provide guidance to the parties to the agreement as to how alternative or amended provisions might be devised which it would be lawful to include in the agreement.
(2) Not later than 42 days from the date of such a decision as is referred to in subsection (1)(b), the complainant or the respondent may appeal to the Labour Court by notice in writing specifying the grounds of the appeal.
(3) The Labour Court shall hear an appeal under subsection (2) in private unless, at the request of one of the parties, it determines to hold the appeal, or so much of it as it does not consider should be treated as confidential, in public, and the enactments specified in section 83 (3) shall apply to such an appeal as they apply to an appeal under section 83.
(4) In its determination of an appeal under subsection (2) the Labour Court shall seek to achieve the purpose specified in subsection (1).
(5) In this section “collective agreement”, “the complainant” and “the respondent” have the same meaning as in section 86.
Decisions and Determinations Generally
Form and content of decisions and determinations.
88.—(1) Every decision of the Director or determination of the Labour Court under this Part shall be in writing and—
(a) if the Director or the Labour Court thinks fit, or
(b) if any of the parties so requests,
the decision or determination shall include a statement of the reasons why the Director reached that decision or, as the case may be, why the Labour Court reached that determination.
(2) By notice in writing to the parties, the Director or, as the case may be, the Chairman of the Labour Court may correct any mistake (including an omission) of a verbal or formal nature in a decision or determination under this Part.
(3) In this section “the parties” means—
(a) in the case of a decision or determination under section 79, the complainant and the respondent as defined in section 77(4),
(b) in the case of a determination under section 83, the parties to the appeal,
(c) in the case of a decision under section 85, the Authority and the persons referred to in subsections (2) (b) and (c) of that section, and
(d) in the case of a decision under section 86 or a determination under section 87, the complainant and the respondents, within the meaning of section 86.
(4) If any person who participated in an investigation under section 79 or 86 is not correctly identified in the resulting decision or determination, the correction of that error shall be regarded as falling within subsection (2).
Supply and publication of decisions and determinations.
89.—(1) A copy of every decision of the Director under this Part shall be given—
(a) to each of the parties, and
(b) to the Labour Court,
and every such decision shall be published and a copy thereof made available for inspection at the office of the Director.
(2) A copy of every determination of the Labour Court under this Part shall be given to each of the parties; and every such determination shall be published and a copy thereof made available for inspection at the office of the Labour Court.
(3) In this section “the parties” has the same meaning as in section 88.
(4) Any reference in this section to a decision or determination includes a reference to any statement of reasons included in the decision or determination as mentioned in section 88(1).
(5) The contents of any document which is published or made available by virtue of this section shall be protected by absolute privilege.
Appeals and references from the Labour Court.
90.—(1) Not later than 42 days, or such longer period as the Circuit Court may allow, from the date of a determination of the Labour Court under section 79, the complainant or the respondent may appeal against the determination to the Circuit Court.
(2) On an appeal under subsection (1), the Circuit Court may order any form of redress for which provision could have been made by the determination appealed against (substituting the discretion of the Circuit Court for the discretion of the Labour Court) and, subject to any appeal to the High Court on a point of law, the decision of the Circuit Court on an appeal under subsection (1) shall be final and conclusive.
(3) Where a determination is made by the Labour Court under section 79 or on an appeal under this Part, either of the parties may appeal to the High Court on a point of law.
(4) During the investigation of a case by the Labour Court under section 79 or in the course of an appeal to it under this Part, the Labour Court may—
(a) refer to the High Court a point of law arising in the course of the investigation or appeal, and
(b) adjourn the investigation or appeal (if it thinks it appropriate) pending the outcome of the reference.
(5) The jurisdiction conferred on the Circuit Court by this section shall be exercised by the judge for the time being assigned to the circuit where the respondent ordinarily resides or carries on any profession, business or occupation.
(6) The provisions of this Part relating to appeals shall have effect notwithstanding section 17 of the Industrial Relations Act, 1946 (which prohibits appeals from the Labour Court).
Enforcement by Circuit Court
Enforcement of determinations, decisions and mediated settlements.
91.—(1) If an employer or any other person who is bound by the terms of—
(a) a final determination of the Labour Court under this Part, or
(b) a final decision of the Director under this Part,
fails to comply with the terms of the determination or decision then, on an application under this section, the Circuit Court shall make, subject to section 93, an order directing the person affected (that is to say, the employer or other person concerned) to carry out the determination or decision in accordance with its terms.
(2) If an employer or the person who is a party to a settlement to which section 78(5) applies fails to give effect, in whole or in part, to the terms of the settlement, then, on an application under this section, the Circuit Court may make an order directing the person affected (that is to say, the employer or the person who is a party to the settlement) to carry out those terms or, as the case may be, the part of those terms to which the application relates; but the Circuit Court shall not, by virtue of this subsection, direct any person to pay any sum or do any other thing which (had the matter been dealt with otherwise than by mediation) could not have been provided for by way of redress under section 82.
(3) An application under this section may not be made before the expiry of—
(a) in the case of a determination or decision, the period within which an appeal might be brought against the determination or decision, and
(b) in the case of a settlement reached as a result of mediation, 42 days from the date of the written record of the settlement.
(4) An application under this section may be made—
(a) by the complainant, or
(b) in a case where the Authority is not the complainant, then, by the Authority with the consent of the complainant if the Authority considers that the determination, decision or settlement is unlikely to be implemented without its intervention.
(5) On an application under this section, the Circuit Court shall exercise its functions under subsection (1) or (2) on being satisfied—
(a) of the existence and terms of the determination, decision or settlement, and
(b) of the failure by the person affected to comply with those terms.
(6) For the purposes of this section, a determination or decision is final if no appeal lies from it under this Part or if the time for bringing an appeal has expired and either—
(a) no appeal has been brought, or
(b) any appeal which was brought has been abandoned.
(7) Without prejudice to the power of the Circuit Court to make an order for costs in favour of the complainant or the person affected, where an application is made by the Authority by virtue of subsection (4)(b), the costs of the Authority may be awarded by the Circuit Court.
(8) The jurisdiction conferred on the Circuit Court by this section shall be exercised by the judge for the time being assigned to the circuit where the respondent ordinarily resides or carries on any profession, business or occupation.
Additional powers of Circuit Court on enforcement.
92.—(1) Where the Circuit Court makes an order under section 91(1), it may, if in all the circumstances it considers it appropriate to do so, include in the order the additional direction referred to in subsection (2) or, as the case may require, subsection (3).
(2) Where the order under section 91(1) relates to a determination or decision requiring the payment of compensation to any person, the order may direct the employer or other person concerned to pay interest on the compensation at the rate referred to in section 22 of the Courts Act, 1981, in respect of the whole or any part of the period ending on the date of the order and beginning—
(a) 42 days after the date of the determination or decision, or
(b) if it is later, on the date on which the compensation was required to be paid under the determination or decision.
(3) Where the order under section 91(1) relates to a determination requiring an employer to re-instate or re-engage an employee, the order may direct the employer to pay to the employee compensation of such amount as the Circuit Court considers reasonable in respect of the failure of the employer to comply with the determination.
Compensation in lieu of re-instatement or re-engagement.
93.—(1) On an application under section 91 which relates to a determination requiring an employer to re-instate or re-engage an employee, the Circuit Court may, if in all the circumstances it considers it appropriate to do so, instead of making an order under subsection (1) of that section, make a compensation order under this section.
(2) A compensation order under this section is an order directing the employer (in lieu of re-instatement or re-engagement) to pay compensation to the employee.
(3) The maximum amount of compensation which may be ordered under this section is an amount equal to 104 times the amount of the employee's weekly remuneration at the rate which the employee was receiving at the date of the reference of the case under section 77 or would have received at that date but for the discrimination in question.
Information
Powers to enter premises, obtain information, etc.
94.—(1) Subject to subsection (3), this section has effect for the purpose of enabling information to be obtained which the Director or the Labour Court may require to enable them to exercise their functions under this Part; and in this section—
(a) a “designated officer” means the Director, the Chairman of the Labour Court, an equality officer or a person authorised in that behalf by the Director or the Chairman, and
(b) “material information” means information which a designated officer has reasonable grounds for believing to be relevant for the purpose set out above.
(2) For the purpose set out in subsection (1), a designated officer may do any one or more of the following:
(a) at all reasonable times, peaceably enter premises;
(b) require any person to produce to the designated officer any records, books, documents or other things which are in that person's power or control and which the designated officer has reasonable grounds for believing to contain material information and to give the designated officer such information and access as may reasonably be required in relation to the contents of any such records, books, documents or other things;
(c) inspect and copy or take extracts from any such records, books, documents or other things;
(d) inspect any work in progress at any premises.
(3) An equality officer who is nominated by the Director under section 80(4) to investigate and prepare a report on a question specified by the Circuit Court may, for the purpose of that investigation and report, exercise any of the powers in paragraphs (a) to (d) of subsection (2); and, for the purpose of the application of this section in such a case—
(a) any reference in subsections (2), (5) and (6) to a designated officer shall be construed as a reference to the equality officer who is so nominated, and
(b) “material information” shall be construed as information which that equality officer has reasonable grounds for believing to be relevant for the purpose of the investigation and report.
(4) The powers conferred by subsection (2) shall not be exercised in respect of a dwelling or any person, record, book, document or other thing in a dwelling unless—
(a) where the powers are to be exercised by virtue of subsection (1), the Minister (or an officer of the Minister authorised by the Minister in that behalf) certifies in writing that there are reasonable grounds for believing that there is in the dwelling information which is material to the investigation of a case, or the consideration of an appeal, under this Part, or
(b) where the powers are to be exercised by virtue of subsection (3), the Circuit Court is satisfied that there are reasonable grounds for believing that there is in the dwelling information which is material to the equality officer's investigation.
(5) If a judge of the District Court is satisfied by information on oath of a designated officer that there is reasonable cause for suspecting that any records, books, documents or other things containing material information are to be found at any premises, the judge may issue a search warrant under this section.
(6) A search warrant issued under this section shall be expressed and operate to authorise a named designated officer, accompanied by such other persons as the named designated officer thinks necessary, at any time or times within 1 month from the date of issue of the warrant, on production if so requested of the warrant—
(a) to enter the premises named in the warrant, if necessary by force,
(b) to search these premises, and
(c) to exercise any such power as is described in subsection (2) (b) or (c) in relation to persons and records, books, documents or other things found at the premises.
Requirements on persons to provide information.
95.—(1) For the purpose of enabling the Director or the Labour Court to exercise their functions under this Part, the Director or the Chairman of the Labour Court—
(a) may require any person who, in the opinion of the Director or the Chairman (as the case may be) is in possession of, or has in his or her power or control, any information that is relevant to the exercise of those functions to furnish that information to the Director or the Chairman, and
(b) where appropriate, may require any such person to attend before the Director or the Chairman for that purpose,
and the person shall comply with any requirement so made.
(2) A requirement under subsection (1) may specify a time and place at which information is to be furnished or a person is to attend; and if no such time or place is specified in the requirement, the person to whom the requirement is addressed shall comply with it as soon as is reasonably practicable.
(3) Any persons required to attend before the Director or the Chairman of the Labour Court under subsection (1)(b) shall—
(a) answer fully and truthfully any questions put to them by the Director or the Chairman (other than any question tending to incriminate the person asked), and
(b) if so requested by the Director or the Chairman, sign a declaration of the truth of their answers to any such questions.
(4) For the purpose of enabling an equality officer nominated by the Director under section 80(4) to perform the functions of investigating and preparing a report on a question specified by the Circuit Court, subsections (1) to (3) shall apply with the substitution of a reference to the equality officer for any reference to the Director.
Sanctions for failure or refusal to supply documents, information, etc.
96.—(1) If it appears to the Director, the Chairman of the Labour Court or an equality officer that any person has failed to comply with—
(a) a requirement under section 94(2) (b), or
(b) a requirement under section 95(1),
then, according as the case may require, the Director, the Chairman or the equality officer may apply to the Circuit Court for an order under this section.
(2) Subject to subsection (3) if, on an application under this section, the Circuit Court is satisfied as to the failure of the person concerned to comply with the requirement in question, the Circuit Court may make an order requiring that person to comply with the requirement.
(3) If, on an application under this section, the Circuit Court is of the opinion that the requirement in question purports to require the person concerned—
(a) to produce any record, book, document or other thing, or
(b) to furnish any information,
for which that person is entitled to claim legal professional privilege, the Circuit Court shall set aside the requirement.
(4) The jurisdiction conferred on the Circuit Court by this section shall be exercised by the judge for the time being assigned to the circuit where the respondent ordinarily resides or carries on any profession, business or occupation.
Supplementary provisions as to information.
97.—(1) Where, in the course, or for the purposes, of any investigation, mediation or hearing under this Part, any person discloses information to the Labour Court, the Director, an equality mediation officer or any other person entitled to obtain it, the making of the disclosure shall not give rise to any liability (in contract, tort or otherwise) on the part of the person making it.
(2) No information furnished to, or otherwise acquired by, the Labour Court, the Director or any other person, by virtue of sections 94 to 96, or otherwise in the course, or for the purposes, of any investigation, mediation or hearing under this Part shall be published or otherwise disclosed except—
(a) for the purposes of such an investigation, mediation or hearing,
(b) on the order of the High Court or the Circuit Court,
(c) with the consent of the person furnishing the information and of any other person to whom the information may relate,
(d) in a decision of the Director or a determination of the Labour Court which is published or made available under section 89 and to which the disclosure of the information is relevant, or
(e) for the purposes of an application under section 96.
(3) In subsection (2) any reference to information includes any record, book, document or other thing in which the information is contained.
(4) Any person who discloses information in contravention of subsection (2) shall be guilty of an offence under this section.
Offences
Penalty for dismissal of employee for exercising rights.
98.—(1) If an employee is dismissed in circumstances amounting to victimisation, the employee's employer shall be guilty of an offence and if, in a prosecution for an offence under this section, it is proved—
(a) that the employee was dismissed, and
(b) that the employee, in good faith, did one or more of the acts specified in paragraphs (a) to (d) of section 74(2),
that proof shall, without more, be evidence until the contrary is proved, that the sole or main reason for the dismissal of the employee was that the employee, in good faith, did one or more of those acts.
(2) Subject to subsection (4), on a conviction of an offence under this section, the court may, if it thinks fit and considers that the Labour Court would have power to do so—
(a) make an order for the re-instatement of the employee by the employer, or
(b) make an order for the re-engagement of the employee by the employer.
(3) Subject to subsection (4), if the court by which a person is convicted of an offence under this section does not make an order under subsection (2) (a) or (b), it may, if it thinks fit, in addition to imposing a fine for the offence, order the employer to pay to the employee concerned such amount of compensation as, subject to subsection (5), the court considers appropriate, having regard to any evidence and to any representations that are made by or on behalf of the employer or the employee concerned.
(4) The court shall not exercise its powers under subsection (2) or (3) unless the employee concerned consents.
(5) The amount of compensation which may be ordered under subsection (3) shall not exceed either—
(a) the amount which, having regard to subsections (4) and (5) of section 82, the Labour Court could order by way of compensation under section 82 (2) on a claim for redress in respect of the dismissal, or
(b) if the order is made by the District Court, £5,000 or such other amount as may stand prescribed for the time being by law as the limit of that court's jurisdiction in tort,
and, in applying any provision of section 82 for the purposes of paragraph (a), any reference to the date of the reference shall be construed as a reference to the date of the dismissal and any reference to the date of the Labour Court's determination shall be construed as a reference to the date of the conviction of the offence.
(6) Where, on conviction of an employer for an offence under this section, the court makes an order under subsection (2) (a) or (b) or subsection (3)—
(a) whether or not the employer appeals against the conviction or sentence, the employer may appeal against the order to the court to which an appeal lies against the conviction, and
(b) the court hearing an appeal against the conviction or sentence, or an appeal against the order alone, may revoke or vary the order and, in particular, where the order was made under subsection (3), may vary the amount of the compensation.
(7) Where the court makes an order under subsection (3) for the payment of an amount of compensation—
(a) 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 compensation, to either the High Court or, as the case may be, to the judge of the Circuit Court in whose circuit is situated the district (or any part thereof) of the judge of the District Court by whom the compensation was ordered, and
(b) to the extent of the amount of compensation paid, the payment by the employer of the compensation shall be a good defence in any civil proceedings brought by the employee concerned in respect of the remuneration which the employee would have received if the dismissal had not occurred.
(8) Where an appeal is brought under subsection (7)(a), the decision of the High Court or, as the case may be, the judge of the Circuit Court shall be final.
Obstruction etc. of Director and other officers.
99.—(1) Any person who—
(a) obstructs or impedes the Labour Court, the Director or an equality officer in the exercise of powers under this Part, or
(b) fails to comply with a requirement of the Labour Court, the Director or an equality officer given under this Part,
shall be guilty of an offence under this section.
(2) Any reference in subsection (1) to an equality officer includes a reference to a person authorised under section 94(1)(a).
Offences: general provisions.
100.—(1) A person who is guilty of an offence under any provision of this Act shall be liable—
(a) on summary conviction, to a fine not exceeding £1,500 or to imprisonment for a term not exceeding 1 year or both, or
(b) on conviction on indictment, to a fine not exceeding £25,000 or to imprisonment for a term not exceeding 2 years or both.
(2) If the contravention in respect of which a person is convicted of an offence under any provision of this Act is continued after the conviction, that person shall be guilty of a further offence on every day on which the contravention continues and for each such offence shall be liable on summary conviction to a fine not exceeding £250 or, on conviction on indictment, to a fine not exceeding £1,500.
(3) Summary proceedings for an offence under any provision of this Act may be instituted by the Minister or the Authority.
(4) Notwithstanding section 10(4) of the Petty Sessions (Ireland) Act, 1851, summary proceedings for an offence under any provision of this Act may be instituted within 12 months from the date of the offence.
(5) Where an offence under any provision of this Act which is committed by a body corporate is proved to have been committed with the consent or connivance of, or to be attributable to any neglect on the part of, any person who, when the offence was committed, was a director, manager, secretary or other similar officer of the body corporate or a person who was purporting to act in any such capacity, that person (as well as the body corporate) shall be guilty of an offence and liable to be proceeded against and punished as if guilty of the offence committed by the body corporate.
(6) In relation to a body corporate whose affairs are managed by its members, subsection (5) has effect as if “director” included a member of the body corporate.
Supplementary
Alternative avenues of redress.
101.—(1) If an individual has instituted proceedings for damages at common law in respect of a failure, by an employer or any other person, to comply with an equal remuneration term or an equality clause, then, if the hearing of the case has begun, the individual may not seek redress (or exercise any other power) under this Part in respect of the failure to comply with the equal remuneration term or the equality clause, as the case may be.
(2) If an individual has referred a case to the Director under section 77(1) in respect of such a failure as is mentioned in subsection (1), and either a settlement has been reached by mediation or the Director has begun an investigation under section 79, the individual shall not be entitled to recover damages at common law in respect of that failure.
(3) If an individual has referred a case to the Circuit Court under section 77(3) in respect of such a failure as is mentioned in subsection (1), the individual shall not be entitled to recover damages at common law in respect of that failure.
(4) An employee who has been dismissed shall not be entitled to seek redress (or to exercise, or continue to exercise, any other power) under this Part if, as a result of the dismissal—
(a) the employee has instituted proceedings for damages at common law for wrongful dismissal and the hearing of the case has begun,
(b) in the exercise of powers under the Unfair Dismissals Acts, 1977 to 1993, a rights commissioner has issued a recommendation in respect of the dismissal, or
(c) the Employment Appeals Tribunal has begun a hearing into the matter of the dismissal.
(5) If an employee who has been dismissed has referred the case of the dismissal to the Labour Court under section 77 and either a settlement has been reached by mediation or the Labour Court has begun an investigation under section 79—
(a) the employee shall not be entitled, as a result of the dismissal, to recover damages at common law for wrongful dismissal, and
(b) the employee shall not be entitled to seek redress (or to exercise, or continue to exercise, any other power) under the Unfair Dismissals Acts, 1977 to 1993, in respect of the dismissal.
(6) The reference in subsection (5) to an investigation under section 79 does not include an investigation where—
(a) after the reference of the case under section 77, the Labour Court exercises its power under section 78(2)(a),
(b) subsequently the Labour Court issues a notice under section 78(6), and
(c) no application is made under section 78(7)(b) for the resumption of the hearing of the case.
Striking out cases which are not pursued.
102.—(1) Where—
(a) a case is referred to the Director under section 77,
(b) a matter is referred to the Director under section 85, or
(c) a collective agreement is referred to the Director under section 86, and, at any time after the expiry of 1 year from the date of the reference, it appears to the Director that the complainant has not pursued, or has ceased to pursue, the reference, the Director may strike out the reference.
(2) Where—
(a) a case is referred to the Labour Court under section 77, or
(b) an appeal is brought to the Labour Court under this Part,
and, at any time after the expiry of 1 year from the date of the reference or, as the case may be, the bringing of the appeal, it appears to the Labour Court that the complainant or, as the case may be, the appellant has not pursued, or has ceased to pursue, the matter, the Labour Court may strike out the reference or, as the case may be, the appeal.
(3) As soon as practicable after striking out a reference, the Director or, as the case may be, the Labour Court shall give notice in writing to the complainant and the respondent or respondents.
(4) As soon as practicable after striking out an appeal, the Labour Court shall give notice in writing to the appellant and the other party to the appeal.
(5) Where a reference or appeal is struck out under this section, no further proceedings may be taken in relation to that reference or appeal; but nothing in this section prevents any person from making a further reference in relation to the same matters (subject to any applicable time limit).
(6) In this section “the complainant”, “the respondent” and “the respondents” have the same meanings as in section 77, 85 or 86 according to the nature of the reference concerned.
Provisions relating to insolvency.
103.—(1) There shall be included among the debts which, under section 285 of the Companies Act, 1963, are, in the distribution of the assets of a company being wound up, to be paid in priority to all other debts, all relevant compensation payable under this Part by the company, and that Act shall have effect accordingly, and formal proof of the debts to which priority is given under this subsection shall not be required except in cases where it may otherwise be provided by rules made under that Act.
(2) There shall be included among the debts which, under section 81 of the Bankruptcy Act, 1988, are, in the distribution of the property of a bankrupt or arranging debtor, to be paid in priority to all other debts, all relevant compensation payable under this Part by the bankrupt or arranging debtor, as the case may be, and that Act shall have effect accordingly, and formal proof of the debts to which priority is given under this subsection shall not be required except in cases where it may otherwise be provided by general orders made under that Act.
(3) For the purposes of this section “relevant compensation” means sums ordered to be paid by way of redress by virtue of—
(a) an order of the Circuit Court on a reference under section 77(3),
(b) a decision or determination under section 79(6) (including that provision as applied by section 85(2)),
(c) a determination of an appeal under section 83(4), or
(d) an order of the Circuit Court under section 90, 91 or 93.
(4) In the Protection of Employees (Employers' Insolvency) Act, 1984, section 6 (which provides for certain amounts to be paid out of the Social Insurance Fund) shall be amended in accordance with subsections (5) and (6).
(5) At the end of subsection (2)(a)(viii)(II) there shall be inserted “or (III) which an employer is required to pay by virtue of a decision, determination or order of a court falling within section 103(3) of the Employment Equality Act, 1998,”.
(6) In subsection (4)(c), after subparagraph (v) there shall be inserted—
“(vi) A payment shall not be made under this section in respect of an amount to which a decision or determination under any provision of the Employment Equality Act, 1998, applies unless—
(I) in case an appeal from the decision or determination is brought under that Part, the appeal is withdrawn, or
(II) in case there is no such appeal, the time for bringing such an appeal has expired.”.
Special provision as to Defence Forces.
104.—(1) Save as provided for by section 77(10), nothing in this Part shall enable a member of the Defence Forces to refer any case relating to employment as a member of the Defence Forces to the Director, the Labour Court or the Circuit Court or to exercise any other power conferred by the preceding provisions of this Part.
(2) If requested to do so by an officer, within the meaning of the Defence Act, 1954, who is authorised in that behalf, the Director shall—
(a) investigate any matter which has been complained of in accordance with section 114 of that Act and which, apart from this section, would be a matter within the scope of an investigation by the Director or the Labour Court under this Part or of proceedings before the Circuit Court under section 77(3), and
(b) make a recommendation in respect of that matter to the officer concerned.
(3) A recommendation under subsection (2)(b) shall be in writing and shall include a statement of the reasons why the Director made the recommendation and, in deciding what action is to be taken on the complaint, regard shall be had to the recommendation.
(4) The Director shall give a copy of any recommendation made under subsection (2)(b) to the member of the Defence Forces who made the complaint which gave rise to the recommendation.
Amendment of Industrial Relations Act, 1990.
105.—The Industrial Relations Act, 1990, is hereby amended—
(a) in section 9 (application of provision of Part II of that Act), by the substitution in subsection (4) for “an equality officer” of “the Director of Equality Investigations”,
(b) in section 25 (functions of the Labour Relations Commission)—
(i) by the deletion, in subsection (1), of paragraph (e), and
(ii) by the deletion, in subsection (8), of “section 8(2) of the Anti-Discrimination (Pay) Act, 1974, or”,
(c) by the deletion of section 37 (equality officers), and
(d) in section 42 (codes of practice), by the substitution in subsection (4) for “a rights commissioner or an equality officer” of “the Director of Equality Investigations or a rights commissioner”.
Uimhir 21 de 1998
AN tACHT UM CHOMHIONANNAS FOSTAÍOCHTA, 1998
RIAR NA nALT
Réamhráiteach agus Ginearálta
Alt | |
1. | |
2. | |
3. | |
4. | |
5. |
Idirdhealú: Forálacha Ginearálta
Réamhráiteach
6. | |
7. |
Idirdhealú i Réimsí Sonracha
8. | |
9. | |
10. | |
11. | |
12. | |
13. | |
14. |
Dliteanas Ionadach etc.
15. |
Oibleagáidí Fostóirí etc.
16. | |
17. |
Forálacha Sonracha maidir le Comhionannas Idir Mná agus Fir
Réamhráiteach
18. | Feidhm phrionsabail an chomhionannais maidir le fir agus mná araon. |
Luach Saothair
19. | |
20. |
Nithe Eile
21. | |
22. | |
23. | |
24. | |
25. | |
26. | Eisceachtaí a bhaineann le cúrsaí teaghlaigh agus pearsanta. |
27. |
Forálacha Sonracha maidir le Comhionannas Idir Earnálacha eile Daoine
An tÚdarás Comhionannais
Ginearálta
38. | An Ghníomhaireacht um Chomhionannas Fostaíochta do leanúint mar an tÚdarás Comhionannais. |
39. | |
40. | |
41. | |
42. | |
43. | |
44. | |
45. | Féadfar an cathaoirleach agus gnáthchomhaltaí a athcheapadh. |
46. | |
47. | |
48. | |
49. | |
50. | |
51. | |
52. | |
53. | |
54. | Tuarascáil bhliantúil agus faisnéis a chur ar fáil don Aire. |
55. | |
56. | |
57. |
Fiosrúcháin ag an Údarás
Athbhreithnithe agus Pleananna Gníomhaíochta Comhionannais agus Athbhreithniú ar Reachtaíocht
68. | |
69. | |
70. | Cumhachtaí forfheidhmithe i leith athbhreithnithe agus pleananna gníomhaíochta comhionannais. |
71. | |
72. | |
73. |
Leigheasanna eile agus Forfheidhmiú
Réamhráiteach
74. |
Imscrúduithe Comhionannais
75. | An Stiúrthóir Imscrúduithe Comhionannais agus oifigigh eile. |
Sásamh
76. | |
77. | |
78. | |
79. | |
80. | |
81. | Iarmhairtí de dhroim mainneachtain faisnéis a sholáthar etc. |
82. | |
83. | |
84. | |
85. |
Comhaontuithe Comhchoiteanna
86. | Comhaontuithe comhchoiteanna a tharchur chuig an Stiúrthóir. |
87. | Idirghabháil, breitheanna agus achomhairc a bhaineann le comhaontuithe comhchoiteanna. |
Breitheanna agus Cinntí i gCoitinne
88. | Foirm breitheanna agus cinntí agus an t-ábhar a bheidh iontu. |
89. | |
90. |
Forfheidhmiú ag an gCúirt Chuarda
91. | Cinntí, breitheanna agus socraíochtaí idirghabhála a fhorfheidhmiú. |
92. | |
93. |
Faisnéis
94. | |
95. | |
96. | Smachtbhannaí as mainneachtain nó diúltú doiciméid, faisnéis, etc. a sholáthar. |
97. |
Cionta
98. | Pionós mar gheall ar fhostaí a dhífhostú as cearta a fheidhmiú. |
99. | |
100. |
Forlíontach
101. | |
102. | |
103. | |
104. | |
105. |
Na hAchtanna dá dTagraítear | |
An tAcht um Shaoire Uchtaíoch, 1995 | 1995, Uimh. 2 |
Achtanna Rialaithe na Státseirbhíse, 1956 go 1996 | |
Acht an Ard-Reachtaire Cuntas agus Ciste (Leasú), 1993 | 1993, Uimh. 8 |
An tAcht um Thoghcháin do Pharlaimint na hEorpa, 1997 | 1997, Uimh. 2 |
Na hAchtanna Léiriúcháin, 1937 go 1997 | |
An tAcht um Údarás Eitlíochta na hÉireann, 1993 | 1993, Uimh. 29 |
An tAcht um Chosaint Mháithreachais, 1994 | 1994, Uimh. 34 |
An tAcht Loingis Cheannaíochta (Deimhniúchán Mairnéalach), 1979 | |
Petty Sessions (Ireland) Act, 1851 | 14 & 15 Vict., c. 9 |
An tAcht um Chosaint Fostaithe (Dócmhainneacht Fostóirí), 1984 | |
Na hAchtanna um Dhífhostú Éagórach, 1977 go 1993 | |
Uimhir 21 de 1998
AN tACHT UM CHOMHIONANNAS FOSTAÍOCHTA, 1998
[An tiontú oifigiúil]
ACHT DO DHÉANAMH SOCRÚ BREISE CHUN COMHIONANNAS IDIR DAOINE FOSTAITHE A CHUR CHUN CINN; DO DHÉANAMH SOCRÚ BREISE MAIDIR LE hIDIRDHEALÚ I bhFOSTAÍOCHT, I nGAIRMOILIÚINT AGUS I gCOMHALTAS DE CHOMHLACHTAÍ ÁIRITHE AGUS IDIRDHEALÚ I dTAOBH NA NITHE SIN; DO DHÉANAMH SOCRÚ BREISE I dTAOBH THREOIR UIMH. 75/117/CEE ÓN gCOMHAIRLE FAOI CHOMHFHOGASÚ DHLÍTHE NA mBALLSTÁT A BHAINEANN LE FEIDHMIÚ AN PHRIONSABAIL UM PÁ COMHIONANN D'FHIR AGUS DO MHNÁ AGUS THREOIR UIMH. 76/207/CEE ÓN gCOMHAIRLE FAOI CHUR I nGNÍOMH AN PHRIONSABAIL UM CHÓIR CHOMHIONANN A CHUR AR FHIR AGUS AR MHNÁ I dTACA LE ROCHTAIN AR FHOSTAÍOCHT, GAIRMOILIÚINT AGUS ARDÚ CÉIME, AGUS COINNÍOLLACHA OIBRE; DO DHÉANAMH SOCRÚ BREISE MAIDIR LE CIAPADH I bhFOSTAÍOCHT AGUS SAN ÁIT OIBRE; D'ATHRÚ AINM AGUS CHOMHDHÉANAMH NA GNÍOMHAIREACHTA UM CHOMHIONANNAS FOSTAÍOCHTA AGUS DO DHÉANAMH SOCRÚ MAIDIR LEIS AN gCOMHLACHT SIN DO RIARADH NITHE ÉAGSÚLA A BHAINEANN LEIS AN ACHT SEO; DO BHUNÚ NÓSANNA IMEACHTA CHUN NITHE ÉAGSÚLA A ÉIRÍONN FAOIN ACHT SEO A IMSCRÚDÚ AGUS A LEIGHEAS; D'AISGHAIRM AN ACHTA IN AGHAIDH IDIRDHEALÚ (PÁ), 1974, AGUS AN ACHTA UM CHOMHIONANNAS FOSTAÍOCHTA, 1977, AGUS DO DHÉANAMH SOCRÚ I dTAOBH NITHE GAOLMHARA. [18 Meitheamh, 1998]
ACHTAÍTEAR AG AN OIREACHTAS MAR A LEANAS:
CUID I
Réamhráiteach agus Ginearálta
Gearrtheideal agus tosach feidhme.
1.—(1) Féadfar an tAcht um Chomhionannas Fostaíochta, 1998, a ghairm den Acht seo.
(2) Ach amháin a mhéid a fhoráiltear go sainráite le haon fhoráil den Acht seo maidir le teacht i ngníomh aon fhorála den sórt sin, tiocfaidh an tAcht seo i ngníomh cibé lá a shocrófar le hordú a dhéanfaidh an tAire, agus féadfar laethanta éagsúla a shocrú amhlaidh le haghaidh forálacha éagsúla agus chun críoch éagsúil.
Léiriú.
2.—(1) San Acht seo, mura n-éilíonn an comhthéacs a mhalairt—
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 “oibrí gníomhaireachta” fostaí a bhfuil conradh fostaíochta den chineál a luaitear i mír (b) den mhíniú ar chonradh den sórt sin san fho-alt seo aige nó aici;
déanfar “fostóir comhlachaithe” a fhorléiriú de réir fho-alt (2);
ciallaíonn “an tÚdarás” an tÚdarás Comhionannais;
ciallaíonn “conradh fostaíochta”, faoi réir fho-alt (3)—
(a) conradh seirbhíse nó printíseachta, nó
(b) aon chonradh eile trína gcomhaontaíonn pearsa aonair le duine, a bhfuil gnó gníomhaireachta fostaíochta de réir bhrí an Achta um Ghníomhaireacht Fostaíochta, 1971, á sheoladh aige nó aici, aon obair nó seirbhís a dhéanamh nó a chomhlíonadh go pearsanta do dhuine eile (bíodh nó ná bíodh an duine eile sin ina pháirtí nó ina páirtí sa chonradh),
cibé acu is conradh sainráite nó intuigthe é agus, i gcás é a bheith sainráite, cibé acu is conradh ó bhéal nó i scríbhinn é;
ciallaíonn “an Stiúrthóir” an Stiúrthóir Imscrúduithe Comhionannais;
ciallaíonn “míchumas”—
(a) feidhmeanna coirp nó meabhrach duine a bheith in easnamh go hiomlán nó go páirteach, lena n-áirítear cuid de chorp duine a bheith in easnamh,
(b) orgánaigh atá nó is dóigh a bheidh ina dtrúig galair nó tinnis ainsealaigh a bheith sa chorp,
(c) mífheidhmiú, anchuma nó máchailiú cuid de chorp duine,
(d) riocht nó mífheidhmiú a bhfuil de thoradh air go bhfoghlaimíonn duine ar shlí éagsúil le duine nach bhfuil an riocht nó an mífheidhmiú air no uirthi, nó
(e) riocht, tinneas nó galar a fhearann ar phróisis smaointe duine, ar aireachtáil na réaltachta ag duine, ar mhothúcháin nó ar bhreithiúnas duine nó a bhfuil iompraíocht shuaite de thoradh air,
agus measfar go bhfolaíonn sé míchumas atá ann faoi láthair, a bhí ann cheana ach nach bhfuil ann a thuilleadh, nó a fhéadfaidh a bheith ann amach anseo, nó a chuirtear i leith duine;
tá le “na forais idirdhealaitheacha” an bhrí a thugtar le halt 6(2);
folaíonn “dífhostú” an fostaí d'fhoirceannadh conartha fostaíochta (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 ag an bhfostaí sin a dhéanamh, agus forléireofar “dífhostaithe” dá réir sin;
ciallaíonn “fostaí”, faoi réir fho-alt (3), duine a rinne conradh fostaíochta nó a oibríonn faoi chonradh fostaíochta (nó, i gcás deireadh a bheith leis an bhfostaíocht, a rinne conradh fostaíochta nó a d'oibrigh faoi chonradh fostaíochta);
ciallaíonn “fostóir”, faoi réir fho-alt (3), i ndáil le fostaí, an duine lena bhfuil conradh fostaíochta déanta ag an bhfostaí nó dá n-oibríonn an fostaí faoi chonradh fostaíochta (nó, i gcás deireadh a bheith leis an bhfostaíocht, lena raibh conradh fostaíochta déanta ag an bhfostaí nó dár oibrigh an fostaí faoi chonradh fostaíochta);
ciallaíonn “gníomhaireacht fostaíochta” (nuair nach mínítear é faoi threoir an Achta um Ghníomhaireacht Fostaíochta, 1971) duine a chuireann, ar bhrabach nó eile, seirbhísí ar fáil i ndáil le fostaíocht a fháil d'fhostaithe ionchasacha nó i ndáil le fostaithe a sholáthar d'fhostóirí;
ciallaíonn “clásal comhionannais” clásal comhionannais inscne, mar a mhínítear in alt 21 nó clásal comhionannais neamhidirdhealaitheach, mar a mhínítear in alt 30;
ciallaíonn “téarma luach saothair chomhionainn” téarma conartha de shórt a shonraítear in alt 19(1), 20(1) nó 29(1);
ciallaíonn “stádas teaghlaigh” freagracht—
(a) mar thuismitheoir nó mar dhuine in loco parentis i ndáil le duine nach bhfuil 18 mbliana d'aois slánaithe aige nó aici, nó
(b) mar thuismitheoir nó mar an cúramóir príomha cónaitheach i ndáil le duine ag a bhfuil an aois sin nó atá os cionn na haoise sin agus atá faoi mhíchumas de chineál is cúis le cúram nó tacaíocht a bheith ag teastáil ar bhonn leanúnach, rialta nó minic,
agus, chun críocha mhír (b), is cúramóir príomha cónaitheach i ndáil le duine faoi mhíchumas é nó í cúramóir príomha má tá cónaí ar an gcúramóir príomha leis an duine atá faoin míchumas;
folaíonn “feidhmeanna”, i ndáil leis an Údarás, cumhachtaí agus dualgais;
déanfar “an cineál céanna oibre” a fhorléiriú de réir alt 7;
ciallaíonn “stádas pósta” singil, pósta, idirscartha, colscartha nó baintreach;
ciallaíonn “duine den teaghlach”, i ndáil le haon duine—
(a) céile an duine sin, nó
(b) deartháir, deirfiúr, uncail, aintín, nia, neacht, dírshinsear nó dírshliochtach de chuid an duine sin nó de chuid chéile an duine sin;
ciallaíonn “an tAire” an tAire Dlí agus Cirt, Comhionannais agus Athchóirithe Dlí;
ciallaíonn “cearta pinsin” pinsean nó aon sochair eile ar ó scéim pinsean ceirde dóibh;
folaíonn “imeachtaí” aon tarchur, idirghabháil nó imscrúdú faoi Chuid VII ach ní fholaíonn sé imeachtaí coiriúla mar gheall ar chion faoin Acht seo;
déanfar “soláthraí oibre gníomhaireachta” a fhorléiriú de réir fho-alt (5);
ciallaíonn “comhlacht rialaitheach” comhlacht a thagann faoi réim aon mhíre de mhíreanna (a) go (c) d'alt 13;
déanfar “sainghné iomchuí” a fhorléiriú de réir alt 28(3);
folaíonn “creideamh” cúlra nó dearcadh creidimh;
ní fholaíonn “luach saothair”, i ndáil le fostaí, cearta pinsin ach, faoina réir sin, folaíonn sé aon chomaoin, in airgead nó ina chomhchineál, a fhaigheann an fostaí go díreach nó go neamhdhíreach ón bhfostóir i leith na fostaíochta;
ciallaíonn “gnéaschlaonadh” claonadh heitrighnéasach, homaighnéasach nó déghnéasach;
ciallaíonn “ceardchumann” ceardchumann is sealbhóir ceadúnais margántaíochta faoi Chuid II den Acht Ceárd-Chumann, 1941;
déanfar “gairmoiliúint” a fhorléiriú de réir alt 12(2).
(2) Chun críocha an Achta seo, measfar dhá fhostóir a bheith comhlachaithe más comhlacht corpraithe ceann acu a bhfuil rialú ag an gceann eile air (cibé acu go díreach nó go neamhdhíreach) nó más comhlachtaí corpraithe iad araon a bhfuil rialú ag tríú duine orthu (cibé acu go díreach nó go neamhdhíreach).
(3) Chun críocha an Achta seo—
(a) measfar duine a shealbhaíonn oifig faoin Stát nó i seirbhís an Stáit (lena n-áirítear comhalta den Gharda Síochána nó d'Óglaigh na hÉireann) nó ar dhóigh eile mar státseirbhíseach, de réir bhrí Acht Rialuithe na Stát-Sheirbhíse, 1956, a bheith ina fhostaí nó ina fostaí atá ar fostú ag an Stát nó ag an Rialtas, de réir mar a bheidh, faoi chonradh seirbhíse,
(b) measfar oifigeach nó seirbhíseach d'údarás áitiúil, chun críocha an Achta Rialtais Áitiúil, 1941, d'údarás cuain, do bhord sláinte nó do choiste gairmoideachais a bheith ina fhostaí nó ina fostaí atá ar fostú ag an údarás, ag an mbord nó ag an gcoiste, de réir mar a bheidh, faoi chonradh seirbhíse, agus
(c) measfar, i ndáil le hoibrí gníomhaireachta, gurb é nó gurb í an fostóir an duine atá faoi dhliteanas i leith phá an oibrí gníomhaireachta.
(4) San Acht seo ní fholaíonn tagairt do “coinníollacha fostaíochta” luach saothair ná cearta pinsin.
(5) Maidir le duine a fhaigheann, faoi chonradh le gníomhaireacht fostaíochta, de réir bhrí an Achta um Ghníomhaireacht Fostaíochta, 1971, seirbhísí oibrí gníomhaireachta amháin nó níos mó ach nach é nó í fostóir na n-oibrithe sin é nó í chun críocha an Achta seo, gairtear an “soláthraí oibre gníomhaireachta” de nó di san Acht seo, i ndáil leis na hoibrithe gníomhaireachta.
(6) San Acht seo aon tagairt do Chuid nó d'alt is tagairt í do Chuid nó d'alt den Acht seo, mura gcuirtear in iúl gur tagairt d'achtachán éigin eile atá beartaithe.
(7) San Acht seo aon tagairt d'fho-alt nó do mhír is tagairt í don fho-alt nó don mhír den fhoráil ina bhfuil an tagairt, mura gcuirtear in iúl gur tagairt d'fhoráil éigin eile atá beartaithe.
(8) San Acht seo folaíonn aon tagairt d'achtachán tagairt don achtachán sin arna leasú le haon achtachán eile nó faoi aon achtachán eile, lena n-áirítear an tAcht seo.
Orduithe agus rialacháin.
3.—(1) Aon chumhacht faoin Acht seo chun ordú a dhéanamh, seachas faoi alt 1(2), folaíonn sí cumhacht chun ordú arna dhéanamh i bhfeidhmiú na cumhachta sin a leasú nó a chúlghairm.
(2) I gcás go mbeartófar ordú faoin Acht seo a dhéanamh, seachas ordú faoi alt 1(2) nó faoi fho-alt (3) nó (5) d'alt 56, déanfar dréacht den ordú a leagan faoi bhráid dhá Theach an Oireachtais, agus ní dhéanfar an t-ordú go dtí go mbeidh rún ag ceadú an dréachta rite ag gach Teach acu sin.
(3) Féadfaidh an tAire rialacháin a dhéanamh chun éifeacht a thabhairt don Acht seo.
(4) Gach rialachán a dhéanfar faoin Acht seo leagfar é faoi bhráid gach Tí den Oireachtas a luaithe is féidir tar éis a dhéanta agus má dhéanann ceachtar Teach acu sin, laistigh den 21 lá a shuífidh an Teach sin tar éis an rialachán a leagan faoina bhráid, rún a rith ag neamhniú an rialacháin, beidh an rialachán ar neamhní dá réir sin, ach sin gan dochar do bhailíocht aon ní a rinneadh roimhe sin faoin rialachán.
(5) Féadfar cibé forálacha iarmhartacha, forlíontacha agus coimhdeacha a mheasfaidh an tAire is gá nó is fóirsteanach a bheith in aon ordú nó rialachán a dhéanfar faoin Acht seo.
Caiteachais.
4.—Déanfar aon chaiteachais a thabhófar ag riaradh an Achta seo a íoc, a mhéid a cheadóidh an tAire Airgeadais é, as airgead a sholáthróidh an tOireachtas.
Aisghairm agus leasuithe iarmhartacha.
5.—(1) Faoi réir fho-alt (2), aisghairtear leis seo an tAcht in aghaidh Idirdhealú (Pá), 1974, agus an tAcht um Chomhionannas Fostaíochta, 1977.
(2) Gan dochar d'oibriú alt 21 (a bhaineann le héifeacht aisghairme) den Acht Léiriúcháin, 1937, ní dhéanfaidh aon ní san alt seo difear d'oibriú leanúnach orduithe a rinneadh faoi alt 14 (a bhaineann le cumhacht chun achtacháin áirithe a aisghairm nó a leasú) den Acht um Chomhionannas Fostaíochta, 1977, agus, dá réir sin, beidh éifeacht le haon orduithe den sórt sin, tar éis don alt seo teacht i ngníomh, amhail is gur lean an t-alt sin i bhfeidhm.
(3) I bhfo-alt (2) d'alt 4 (a bhaineann leis an leaschathaoirleach den Chúirt Oibreachais) den Acht Caidrimh Thionscail, 1969,”, san Acht seo agus san Acht um Chomhionannas Fostaíochta, 1998” a chur in ionad “agus san Acht seo”.
CUID II
Idirdhealú: Forálacha Ginearálta
Réamhráiteach
Idirdhealú chun críocha an Achta seo.
6.—(1) Chun críocha an Achta seo, measfar go dtarlaíonn idirdhealú más rud é, ar aon cheann de na forais i bhfo-alt (2) (dá ngairtear “na forais idirdhealaitheacha” san Acht seo), go ndéileáiltear le duine amháin le níos lú fabhair ná mar a dhéileáiltear, mar a déileáladh nó mar a dhéileálfaí le duine eile.
(2) Amhail idir aon 2 dhuine, is iad na forais idirdhealaitheacha (mar aon le tuairiscí na bhforas sin chun críocha an Achta seo)—
(a) gur bean í duine acu agus gur fear é an duine eile (dá ngairtear “an foras inscne” san Acht seo),
(b) nach ionann stádas pósta dóibh (dá ngairtear “an foras stádais pósta” san Acht seo),
(c) go bhfuil stádas teaghlaigh ag duine acu agus nach bhfuil ag an duine eile (dá ngairtear “an foras stádais teaghlaigh” san Acht seo),
(d) nach ionann gnéaschlaonadh dóibh (dá ngairtear “an foras gnéaschlaonta” san Acht seo),
(e) nach ionann an creideamh atá ag duine acu agus an creideamh atá ag an duine eile, nó go bhfuil creideamh ag duine acu agus nach bhfuil ag an duine eile (dá ngairtear “an foras creidimh” san Acht seo),
(f) nach ionann aois dóibh, ach sin faoi réir fho-alt (3) (dá ngairtear “an foras aoise” san Acht seo),
(g) gur duine faoi mhíchumas duine acu agus nach amhlaidh don duine eile nó gur duine atá faoi mhíchumas eile é nó í an duine eile (dá ngairtear “an foras míchumais” san Acht seo),
(h) nach ionann cine, dath, náisiúntacht nó bunadh eitneach nó náisiúnta dóibh (dá ngairtear “an foras cine” san Acht seo),
(i) gur duine den lucht siúil duine acu agus nach amhlaidh don duine eile (dá ngairtear “an foras lucht siúil” san Acht seo).
(3) Más rud é—
(a) go bhfuil 65 bliana d'aois slánaithe ag duine, nó
(b) nach bhfuil 18 mbliana d'aois slánaithe ag duine,
ansin, faoi réir alt 12(3), ní mheasfar gur idirdhealú ar an bhforas aoise é má dhéileáiltear leis an duine sin le níos mó fabhair nó le níos lú fabhair ná mar a dhéileáiltear le duine eile (is cuma cén aois atá ag an duine eile sin).
(4) Déanfaidh an tAire oibriú an Achta seo a athbhreithniú, laistigh de 2 bhliain ón dáta a thiocfaidh an t-alt seo i ngníomh, d'fhonn a mheasúnú an gá cur leis na forais idirdhealaitheacha atá leagtha amach san alt seo.
An cineál céanna oibre.
7.—(1) Faoi réir fho-alt (2), chun críocha an Achta seo, i ndáil leis an obair a bhfuil duine amháin fostaithe chun í a dhéanamh, measfar duine eile a bheith fostaithe chun an cineál céanna oibre a dhéanamh más rud é—
(a) gurb í an obair chéanna a dhéanann gach duine acu agus sin faoi na coinníollacha céanna nó faoi choinníollacha comhchosúla, nó gurb inmhalartaithe ar a chéile iad i ndáil leis an obair,
(b) go bhfuil an obair a dhéanann duine acu cosúil leis an obair a dhéanann an duine eile agus gur beag, i ndáil leis an obair san iomlán, tábhacht aon difríochtaí idir an obair a dhéanann gach duine acu nó idir na coinníollacha faoina ndéanann gach duine acu an obair sin nó go dtarlaíonn na difríochtaí sin ar bhonn chomh neamhrialta sin nach difríochtaí suntasacha iad i ndáil leis an obair san iomlán, nó
(c) gurb ionann luach na hoibre a dhéanann duine acu agus luach na hoibre a dhéanann an duine eile, ag féachaint do nithe mar oilteacht, riachtanais choirp nó mheabhrach, freagracht agus coinníollacha oibre.
(2) I ndáil leis an obair a bhfuil oibrí gníomhaireachta fostaithe chun í a dhéanamh, ní fhéadfar aon duine ach amháin oibrí gníomhaireachta eile a mheas faoi fho-alt (1) mar dhuine atá fostaithe chun an cineál céanna oibre a dhéanamh (agus, dá réir sin, i ndáil leis an obair a bhfuil oibrí neamhghníomhaireachta fostaithe chun í a dhéanamh, ní fhéadfar oibrí gníomhaireachta a mheas mar dhuine atá fostaithe chun an cineál céanna oibre a dhéanamh).
(3) In aon chás—
(a) inar lú an luach saothair a fhaigheann duine amháin (“an t-oibrí príomha”) ná an luach saothair a fhaigheann duine eile (“an comparadóir”), agus
(b) inar mó luach na hoibre a dhéanann an t-oibrí príomha ná luach na hoibre a dhéanann an comparadóir, ag féachaint do na nithe a luaitear i bhfo-alt (1)(c),
ansin, chun críocha fho-alt (1)(c), measfar gurb ionann luach na hoibre a dhéanann an t-oibrí príomha agus luach na hoibre a dhéanann an comparadóir.
Idirdhealú i Réimsí Sonracha
Idirdhealú ag fostóirí etc.
8.—(1) I ndáil—
(a) le rochtain ar fhostaíocht,
(b) le coinníollacha fostaíochta,
(c) le hoiliúint nó taithí le haghaidh nó i leith fostaíochta,
(d) le hardú céime nó le hathghrádú, nó
(e) le haicmiú post,
ní dhéanfaidh fostóir idirdhealú in aghaidh fostaí nó fostaí ionchasaigh agus ní dhéanfaidh soláthraí oibre gníomhaireachta idirdhealú in aghaidh oibrí gníomhaireachta.
(2) Chun críocha an Achta seo, ní mheasfar fostóir nó soláthraí oibre gníomhaireachta a bheith ag déanamh idirdhealú in aghaidh oibrí gníomhaireachta mura rud é (ar fhoras amháin de na forais idirdhealaitheacha) go ndéileáiltear leis an oibrí gníomhaireachta sin le níos lú fabhair ná mar a dhéileáiltear, mar a déileáladh nó mar a dhéileálfaí le hoibrí gníomhaireachta eile.
(3) I bhfo-ailt (4) go (8), folaíonn tagairtí d'fhostaí tagairtí d'oibrí gníomhaireachta agus, i ndáil le hoibrí den sórt sin, folaíonn tagairtí don fhostóir tagairtí don soláthraí oibre gníomhaireachta.
(4) Maidir le duine is fostóir—
(a) ní bheidh aige nó aici rialacha ná treoracha, i ndáil le fostaithe nó le fostaíocht, a mbeadh de thoradh orthu idirdhealú in aghaidh fostaí nó aicme fostaithe i ndáil le haon ní de na nithe a shonraítear i míreanna (b) go (e) d'fho-alt (1), nó
(b) ní fheidhmeoidh ná ní oibreoidh sé nó sí cleachtas thairis sin, i ndáil le fostaithe nó le fostaíocht, a bhfuil, nó ar dóigh go mbeadh, aon idirdhealú den sórt sin de thoradh air.
(5) Gan dochar do ghinearáltacht fho-alt (1), measfar fostóir a bheith ag déanamh idirdhealú in aghaidh fostaí nó fostaí ionchasaigh i ndáil le rochtain ar fhostaíocht má dhéanann an fostóir idirdhealú in aghaidh an fhostaí nó an fhostaí ionchasaigh—
(a) in aon chomhshocraíochtaí a dhéanfaidh an fostóir chun a chinneadh cé dó nó di ar chóir fostaíocht a thairiscint, nó
(b) trí cheanglais iontrála d'fhostaíocht a shonrú maidir le duine amháin nó le haicme amháin daoine, ar ceanglais iad nach bhfuil sonraithe maidir le daoine eile nó le haicmí eile daoine, i gcás gan aon difríocht ábhartha a bheith idir na himthosca ina mbeadh na daoine sin araon nó na haicmí sin araon fostaithe.
(6) Gan dochar do ghinearáltacht fho-alt (1), measfar fostóir a bheith ag déanamh idirdhealú in aghaidh fostaí nó fostaí ionchasaigh i ndáil le coinníollacha fostaíochta mura dtairgfidh nó mura dtabharfaidh an fostóir, ar aon fhoras de na forais idirdhealaitheacha, don fhostaí sin nó don fhostaí ionchasach sin nó d'aicme daoine dar duine é nó í—
(a) na téarmaí céanna fostaíochta (seachas luach saothair agus cearta pinsin),
(b) na coinníollacha céanna oibre, agus
(c) an chóir chéanna i ndáil le hobair bhreis-ama, uain-obair, gearr-am, aistriú, asleagan, iomarcaíocht, dífhostú agus bearta araíonachta,
a thairgeann nó a thugann an fostóir do dhuine eile nó d'aicme eile daoine, i gcás gan aon difríocht ábhartha a bheith idir na himthosca ina bhfuil nó ina mbeadh na daoine sin araon nó na haicmí sin araon fostaithe.
(7) Gan dochar do ghinearáltacht fho-alt (1), measfar fostóir a bheith ag déanamh idirdhealú in aghaidh fostaí i ndáil le hoiliúint nó taithí le haghaidh nó i leith fostaíochta má dhiúltaíonn an fostóir, ar aon fhoras de na forais idirdhealaitheacha, na deiseanna nó na saoráidí céanna i ndáil le comhairle fostaíochta, oiliúint (ar an láthair oibre nó in áit eile) agus taithí oibre a thairiscint nó a thabhairt don fhostaí sin a thairgeann nó a thugann an fostóir d'fhostaithe eile, i gcás gan aon difríocht ábhartha a bheith idir na himthosca ina bhfuil an fostaí sin agus na fostaithe eile sin fostaithe.
(8) Gan dochar do ghinearáltacht fho-alt (1), measfar fostóir a bheith ag déanamh idirdhealú in aghaidh fostaí i ndáil le hardú céime más rud é, ar aon fhoras de na forais idirdhealaitheacha—
(a) go ndiúltóidh an fostóir, nó go mainneoidh sé nó sí d'aon turas, rochtain ar dheiseanna ar ardú céime a thairiscint nó a thabhairt don fhostaí in imthosca ina dtairgtear nó ina dtugtar an rochtain sin do dhuine incheaptha cáilithe eile, nó
(b) nach ndéanfaidh an fostóir, sna himthosca sin, rochtain ar na deiseanna sin a thairiscint nó a thabhairt don fhostaí sa dóigh chéanna.
Forálacha i gcomhaontuithe agus in orduithe áirithe.
9.—(1) I gcás—
(a) foráil a bheith i gcomhaontú nó in ordú lena mbaineann an t-alt seo ar foráil í ina bhfuil difríochtaí i rátaí luach saothair bunaithe ar aon fhoras de na forais idirdhealaitheacha, agus
(b) i ndáil le duine lena mbaineann an comhaontú nó an t-ordú, go mbeidh an fhoráil sin ar neamhréir le téarma luach saothair chomhionainn i gconradh fostaíochta an duine sin,
ansin, faoi réir fho-alt (4), is foráil ar neamhní í an fhoráil sin.
(2) Má tá foráil nach dtagann faoi réim fho-alt (1) ach is cúis le hidirdhealú i ndáil le haon ní de na nithe i míreanna (a) go (e) d'alt 8(1) i gcomhaontú nó in ordú lena mbaineann an t-alt seo, ansin, faoi réir fho-alt (4), is foráil ar neamhní í an fhoráil sin.
(3) Tá feidhm ag an alt seo maidir leis na comhaontuithe agus na horduithe seo a leanas, cibé acu a rinneadh iad sular tháinig an t-alt seo i ngníomh nó dá éis sin:
(a) comhaontuithe comhchoiteanna;
(b) orduithe rialaithe fostaíochta, de réir bhrí Chuid IV den Acht Caidrimh Thionscail, 1946; agus
(c) comhaontuithe fostaíochta cláraithe, de réir bhrí Chuid III den Acht sin.
(4) I gcás forála—
(a) atá i gcomhaontú nó in ordú arna dhéanamh roimh theacht i ngníomh don alt seo, agus
(b) ar foráil idirdhealaitheach í ar fhoras seachas an foras inscne,
ní bheidh feidhm ag fo-alt (1) nó, de réir mar a bheidh, ag fo-alt (2) go dtí cothrom bliana an dáta a thiocfaidh an t-alt seo i ngníomh; agus, dá réir sin, go dtí an dáta sin, ní bheidh sáraíocht ag an téarma luach saothair chomhionainn nó ag an gclásal comhionannais i gconradh fostaíochta duine ar aon fhoráil den sórt sin de chuid comhaontaithe nó ordaithe a bhaineann leis an duine sin.
Fógraíocht.
10.—(1) Ní fhoilseoidh ná ní thaispeánfaidh duine, ná ní chuirfidh sé nó sí faoi deara go bhfoilseofar nó go dtaispeánfar, fógrán a bhainfidh le fostaíocht agus—
(a) a chuirfidh in iúl go mbeartaítear idirdhealú a dhéanamh, nó
(b) a bhféadfaí le réasún a thuiscint uaidh go bhfuil sin beartaithe.
(2) Chun críocha fho-alt (1), i gcás go mbeidh i bhfógrán focal nó abairtín ag míniú nó ag tuairisciú poist agus gur focal nó abairtín é—
(a) a thugann pearsa aonair de ghnéas áirithe le tuiscint nó a thugann pearsa aonair a bhfuil sainghné iomchuí áirithe aige nó aici (i dtéarmaí aon fhorais de na forais idirdhealaitheacha) le tuiscint, nó
(b) ar tuairisc é ar phost nó ar shlí bheatha, nó a thagraíonn do phost nó do shlí bheatha, de chineál nach mbíodh ach ag daoine de ghnéas amháin nó ag pearsana aonair a bhfuil sainghné iomchuí áirithe den sórt sin acu nó ar dhaoine nó pearsana aonair den sórt sin a bhíodh á sheoladh nó á seoladh,
ansin, mura gcuireann an fógrán a mhalairt in iúl, measfar go gcuireann an fógrán in iúl go mbeartaítear idirdhealú a dhéanamh ar cibé foras idirdhealaitheach is iomchuí sna himthosca.
(3) Ní bhaineann aon ní san alt seo le fógrán lena sonrófar, nó a mhéid a shonrófar leis, ceanglas, srian nó ní eile a bhaineann le fostaíocht agus nach mbeadh sé neamhdhleathach don fhostóir atá i gceist é a fhorchur, ag féachaint d'aon fhoráil eile den Chuid seo nó de Chuid III nó Cuid IV.
(4) Duine a dhéanfaidh ráiteas is eol dó nó di a bheith bréagach, d'fhonn foilsiú nó taispeáint fógráin contrártha d'fho-alt (1) a áirithiú, beidh sé nó sí, ar an bhfoilsiú nó ar an taispeáint sin a bheith déanta, ciontach i gcion.
(5) Gan dochar d'fho-alt (4), má fhoilsítear nó má thaispeántar fógrán agus gur dealraitheach don Ard-Chúirt nó don Chúirt Chuarda, ar fhoriarratas ón Údarás, go bhfuil forais ann chun a chreidiúint go bhféadfadh foilsiú nó taispeáint an fhógráin a bheith contrártha d'fho-alt (1), féadfaidh an chúirt urghaire a dheonú lena gcoiscfear aon duine a cheapadh chun aon phoist lena mbaineann an fógrán go dtí—
(a) go ndéanfaidh an Stiúrthóir cinneadh ar tharchur comhaimseartha faoi alt 85 maidir le foilsiú nó taispeáint an fhógráin, nó
(b) go n-ordóidh an chúirt a mhalairt,
ach, chun críche an fho-ailt seo, measfar tarchur faoi alt 85 a bheith comhaimseartha le foriarratas má dhéantar é ar an lá céanna a dhéantar an foriarratas nó tráth nach mó ná 14 lá is luaithe nó is déanaí ná sin.
(6) Maidir leis an dlínse a thugtar don Chúirt Chuarda le fo-alt (5), is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an duine a rinne an fógrán a fhoilsiú nó a thaispeáint (nó a chuir faoi deara é a fhoilsiú nó a thaispeáint), nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
Gníomhaireachtaí fostaíochta.
11.—(1) Gan dochar dá hoibleagáidí mar fhostóir, ní dhéanfaidh gníomhaireacht fostaíochta idirdhealú in aghaidh duine ar bith—
(a) a lorgóidh seirbhísí na gníomhaireachta chun fostaíocht a fháil le duine eile, nó
(b) a lorgóidh treoir ón ngníomhaireacht maidir le gairm nó a lorgóidh aon seirbhís eile (lena n-áirítear oiliúint), a bhaineann le fostaíocht an duine sin.
(2) Níl feidhm ag fo-alt (1) sa mhéid gur fostaíocht de chineál í an fhostaíocht atá i gceist a bhféadfadh fostóir diúltú go dleathach í a thairiscint don duine áirithe.
(3) Ní bheidh gníomhaireacht fostaíochta faoi aon dliteanas faoin alt seo má chruthaíonn sí—
(a) gur ghníomhaigh sí ar iontaoibh ráitis chuici ón bhfostóir áirithe á rá nár ghníomh neamhdhleathach, mar gheall ar oibriú fho-alt (2), a gníomh, agus
(b) gur réasúnach di dul ar iontaoibh an ráitis.
(4) Fostóir a dhéanfaidh go feasach, d'fhonn seirbhísí gníomhaireachta fostaíochta a fháil, ráiteas den sórt dá dtagraítear i bhfo-alt (3)(a) agus is ráiteas atá bréagach nó míthreorach i bponc ábhartha, beidh sé nó sí ciontach i gcion.
(5) Ní dhéanfaidh aon ní san Acht seo neamhdhleathach é do ghníomhaireacht fostaíochta seirbhísí a sholáthar go heisiach do dhaoine faoi mhíchumas nó d'aon aicme nó tuairisc daoine den sórt sin.
Gairmoiliúint.
12.—(1) Faoi réir fho-alt (7), ní dhéanfaidh aon duine, lena n-áirítear comhlacht oideachais nó oiliúna, a thairgeann cúrsa gairmoiliúna, idirdhealú in aghaidh duine (ar fhostóir, ceardchumann nó grúpa fostóirí nó grúpa ceardchumann á iarraidh sin nó ar shlí eile) maidir le haon chúrsa den sórt sin a thairgfear do dhaoine atá os cionn na haoise uasta ag a bhfuil dualgas reachtúil ar na daoine sin freastal ar scoil—
(a) sna téarmaí ar a dtairgtear aon chúrsa den sórt sin nó aon saoráid ghaolmhar,
(b) trí dhiúltú nó trí mhainneachtain rochtain ar aon chúrsa nó saoráid den sórt sin a thabhairt, nó
(c) sa tslí ina gcuirtear aon chúrsa nó saoráid den sórt sin ar fáil.
(2) San alt seo ciallaíonn “gairmoiliúint” aon chóras teagaisc a chuireann ar chumas duine atá á theagasc nó á teagasc an t-eolas nó an cumas teicniúil is gá chun gníomhaíocht cheirde a sheoladh, agus a bhféadfaí a mheas ina leith go mbaineann sé go heisiach le hoiliúint don ghníomhaíocht sin, a fháil, a choimeád, a thabhairt cothrom le dáta nó a thabhairt chun foirfeachta.
(3) Chun críocha an ailt seo, beidh éifeacht le halt 6(3)(b) amhail is dá mba thagairt don aois dá dtagraítear i bhfo-alt (1) an tagairt do 18 mbliana d'aois.
(4) Chun a chinntiú go mbeidh altraí ar fáil d'ospidéil agus múinteoirí ar fáil do bhunscoileanna atá faoi rialú nó faoi urláimh comhlachta arna bhunú chun críocha creidimh nó a n-áirítear ina chuspóirí seirbhísí a sholáthar i dtimpeallacht a chuireann luachanna áirithe creidimh chun cinn, agus chun aetas creidimh na n-ospidéal nó na mbunscoileanna a chothú, ní bheidh feidhm ag an gcosc ar idirdhealú i bhfo-alt (1), a mhéid a bhaineann sé le hidirdhealú ar an bhforas creidimh—
(a) i leith ainmniú daoine lena ligean isteach sa Scoil Altranais de bhun chlásal 24(4) (a) nó (c) de Chairt Ospidéal Adelaide arna ionadú le mír 5(s) den Ordú um an Acht Sláinte, 1970 (Alt 76) (Ospidéal Adelaide agus na Mí, Baile Átha Cliath, ina gcorpraítear Ospidéal Náisiúnta na Leanaí), 1996, nó
(b) i leith ionad i gcúrsa gairmoiliúna a shonraítear in ordú arna dhéanamh faoi fho-alt (5).
(5) Má dhéanann comhlacht oideachais nó oiliúna iarratas chun an Aire Sláinte agus Leanaí, i gcás ospidéal, nó chun an Aire Oideachais agus Eolaíochta, i gcás bunscoileanna, ar ordú lena gceadófar don chomhlacht lena mbaineann ionaid a chur in áirithe i gcúrsa gairmoiliúna a thairgeann an comhlacht, féadfaidh an tAire Sláinte agus Leanaí nó an tAire Oideachais agus Eolaíochta, de réir mar a bheidh, le toiliú an Aire, le hordú a cheadú don chomhlacht cibé méid ionad a chur in áirithe is dealraitheach don Aire Sláinte agus Leanaí nó don Aire Oideachais agus Eolaíochta, de réir mar a bheidh, is gá le réasún chun freastal ar na críocha a leagtar amach i bhfo-alt (4).
(6) Gan dochar d'alt 3(1), féadfar ordú faoi fho-alt (5) a chúlghairm le hordú eile ón Aire Sláinte agus Leanaí nó ón Aire Oideachais agus Eolaíochta, de réir mar a bheidh, leis an toiliú céanna; ach beidh forálacha idirthréimhseacha in aon ordú cúlghairme den sórt sin ag cosaint aon duine a bhain leas as éifeacht an ordaithe nuair a bhí sé i bhfeidhm.
(7) Ní fhágfaidh aon ní i bhfo-alt (1) gur neamhdhleathach idirdhealú a dhéanamh ar an bhforas aoise nó ar an bhforas cine i leith aon chúrsa gairmoiliúna a thairgeann comhlacht gairme nó oiliúna—
(a) i gcás nach ionann an chóir a chuirfidh sé ar fáil—
(i) i ndáil leis na táillí chun daoine is saoránaigh d'Éirinn nó is náisiúnaigh de chuid Ballstáit eile den Aontas Eorpach a ligean isteach ar aon chúrsa den sórt sin nó chun go ndéanfaidh daoine den sórt sin freastal air,
(ii) i ndáil le hionaid ar aon chúrsa den sórt sin a leithroinnt ar na saoránaigh nó ar na náisiúnaigh sin, nó
(b) i gcás go dtairgfidh sé cúnamh d'earnálacha áirithe daoine trí urraíochtaí, scoláireachtaí, sparánachtaí nó dámhachtainí eile, ar cúnamh é atá inchosanta le réasún ag féachaint do chúinsí traidisiúin nó staire.
Comhaltas i gcomhlachtaí áirithe.
13.—Ní dhéanfaidh comhlacht—
(a) is eagraíocht oibrithe nó fostóirí,
(b) is eagraíocht ghairme nó cheirde, nó
(c) a rialaíonn dul le gairm, gairm bheatha nó slí bheatha nó seoladh gairme, gairme beatha nó slí beatha,
idirdhealú in aghaidh duine i ndáil le comhaltas sa chomhlacht sin ná i ndáil le haon sochair, seachas cearta pinsin, a sholáthraíonn an comhlacht sin ná i ndáil le dul leis an ngairm, leis an ngairm bheatha nó leis an tslí bheatha sin nó i ndáil le seoladh an chéanna.
Idirdhealú nó íospairt a thabhairt chun críche etc.
14.—Aon duine a aslóidh duine eile nó a dhéanfaidh iarracht duine eile a aslú chun aon ní a dhéanamh—
(a) ar idirdhealú é atá neamhdhleathach faoin Acht seo, nó
(b) ar íospairt é chun críocha Chuid VII,
beidh sé nó sí ciontach i gcion.
Dliteanas Ionadach etc.
Dliteanas fostóirí agus príomhaithe.
15.—(1) Aon ní a dhéanfaidh duine i gcúrsa a fhostaíochta nó a fostaíochta, déileálfar leis chun críocha an Achta seo, in aon imeachtaí a thionscnófar faoin Acht seo, mar ní arna dhéanamh ag fostóir an duine sin freisin, cibé acu a bhí nó nach raibh a fhios ag an bhfostóir go raibh sé á dhéanamh nó cibé acu a cheadaigh nó nár cheadaigh an fostóir é.
(2) Aon ní a dhéanfaidh duine mar ghníomhaire do dhuine eile, le húdarás (cibé acu sainráite nó intuigthe agus cibé acu arna thabhairt roimh an ní a dhéanamh nó dá éis) ón duine eile sin, déileálfar leis chun críocha an Achta seo, in aon imeachtaí a thionscnófar faoin Acht seo, mar ní arna dhéanamh freisin ag an duine eile sin.
(3) In imeachtaí a thionscnófar faoin Acht seo in aghaidh fostóra i leith gnímh a líomhnaítear a bheith déanta ag fostaí de chuid an fhostóra, is cosaint don fhostóir a chruthú gur ghlac an fostóir cibé bearta ab indéanta le réasún chun an fostaí a chosc—
(a) ar an ngníomh sin a dhéanamh, nó
(b) ar ghníomhartha den tuairisc sin a dhéanamh i gcúrsa a fhostaíochta nó a fostaíochta.
Oibleagáidí Fostóirí etc.
Cineál agus réim oibleagáidí fostóra i gcásanna áirithe.
16.—(1) Ní fhorléireofar aon ní san Acht seo mar ní a cheanglaíonn ar aon duine pearsa aonair a earcú chuig post nó ardú céime chuig post a thabhairt do phearsa aonair, pearsa aonair a choimeád i bpost, nó oiliúint nó taithí a thabhairt do phearsa aonair i ndáil le post, más rud é—
(a) nach ngabhfaidh an phearsa aonair air féin nó uirthi féin (nó, de réir mar a bheidh, nach leanfaidh an phearsa aonair de bheith ag gabháil air féin nó uirthi féin) na dualgais a ghabhann leis an bpost sin nó nach nglacfaidh an phearsa aonair (nó, de réir mar a bheidh, nach leanfaidh an phearsa aonair de bheith ag glacadh) leis na coinníollacha faoina gcomhlíontar na dualgais sin nó faoina bhféadfar a cheangal iad a chomhlíonadh, nó
(b) nach bhfuil an phearsa aonair (nó, de réir mar a bheidh, nach bhfuil an phearsa aonair a thuilleadh) láninniúil ar na dualgais a ghabhann leis an bpost sin a ghabháil air féin nó uirthi féin agus ar fáil chuige sin, agus lánábalta air sin, ag féachaint do na coinníollacha faoina gcomhlíontar na dualgais sin nó faoina bhféadfar a cheangal iad a chomhlíonadh.
(2) I ndáil—
(a) le gníomhaireacht fostaíochta do sholáthar seirbhísí nó treorach do phearsa aonair i ndáil le fostaíocht i bpost,
(b) le cúrsa gairmoiliúna nó aon saoráid ghaolmhar a bheidh dírithe ar fhostaíocht i bpost a thairiscint do phearsa aonair, agus
(c) le pearsa aonair a ligean isteach mar chomhalta de chomhlacht rialaitheach nó a ligean isteach i ngairm, i ngairm bheatha nó i slí bheatha arna rialú ag comhlacht rialaitheach,
beidh feidhm ag fo-alt (1), maille le haon mhodhnú is gá, mar atá feidhm aige maidir le hearcú pearsan aonair chuig post.
(3) (a) Chun críocha an Achta seo, ní dhéanfar duine faoi mhíchumas a mheas seachas mar dhuine atá láninniúil, agus lánábalta, ar aon dualgais a ghabháil air féin nó uirthi féin más rud é, le cabhair córa speisialta nó saoráidí speisialta, go mbeadh an duine sin láninniúil, agus lánábalta, ar na dualgais sin a ghabháil air féin nó uirthi féin.
(b) Déanfaidh fostóir gach ní réasúnach chun freastal ar riachtanais duine atá faoi mhíchumas trí chóir speisialta nó trí shaoráidí speisialta lena mbaineann mír (a) a sholáthar.
(c) Ní mheasfar diúltú nó mainneachtain soláthar do chóir speisialta nó do shaoráidí speisialta lena mbaineann mír (a) a bheith réasúnach mura dtitfeadh costas, seachas costas ainmniúil, ar an bhfostóir de dheasca an tsoláthair sin.
(4) I bhfo-alt (3)—
folaíonn “fostóir” gníomhaireacht fostaíochta, duine a thairgeann cúrsa gairmoiliúna mar a luaitear in alt 12(1) agus comhlacht rialaitheach; agus dá réir sin folaíonn tagairtí do dhuine faoi mhíchumas—
(a) duine den sórt sin a bhfuil aon seirbhís a chuireann an ghníomhaireacht fostaíochta ar fáil á lorg nó á húsáid aige nó aici,
(b) duine den sórt sin atá páirteach in aon chúrsa nó saoráid den sórt dá dtagraítear i míreanna (a) go (c) d'alt 12(1), agus
(c) duine den sórt sin is comhalta den chomhlacht rialaitheach nó a bhfuil comhaltas sa chomhlacht rialaitheach á lorg aige nó aici;
folaíonn “a sholáthar”, i ndáil leis an gcóir speisialta nó leis na saoráidí speisialta lena mbaineann mír (a), socrú a dhéanamh le haghaidh na córa sin nó na saoráidí sin, nó an céanna a cheadú nó leas a bhaint as an gcéanna, agus déanfar “soláthar” a fhorléiriú dá réir sin.
(5) Ní fhorléireofar aon ní san Acht seo mar ní a cheanglaíonn ar fhostóir pearsa aonair a earcú chuig post, a choimeád i bhfostaíocht nó ardú céime a thabhairt dó nó di más rud é go bhfuil a fhios ag an bhfostóir, ar bhonn chiontú coiriúil na pearsan aonair nó ar bhonn faisnéise iontaofa eile, go mbíonn an phearsa aonair ag gabháil d'aon chineál iompraíochta gnéasaí atá neamhdhleathach, nó go bhfuil claoine sa duine chun gabháil don chéanna.
(6) Gan dochar do ghinearáltacht fho-alt (5), tá feidhm ag an bhfo-alt sin go háirithe i gcás go ngabhann rochtain ar mhionaoisigh, nó ar dhaoine eile atá soghonta, leis an bhfostaíocht lena mbaineann.
Ceanglais reachtúla etc. a chomhlíonadh.
17.—(1) I ndáil le hidirdhealú ar an bhforas stádais pósta, ní fhágfaidh aon ní san Acht seo gur gníomh neamhdhleathach aon ghníomh a dhéanfar i gcomhlíonadh aon fhorála den Acht um Chosaint Mháithreachais, 1994, nó den Acht um Shaoire Uchtaíoch, 1995.
(2) I ndáil le hidirdhealú ar an bhforas cine, ní fhágfaidh aon ní san Acht seo gur gníomh neamhdhleathach aon ghníomh a dhéanfar i gcomhlíonadh aon fhorála arna déanamh leis na hailt seo a leanas nó fúthu—
(a) alt 40(3) den Acht Aturnaethe, 1954, nó
(3) I ndáil le hidirdhealú ar an bhforas aoise nó ar an bhforas míchumais, ní fhágfaidh aon ní san Acht seo gur gníomh neamhdhleathach aon ghníomh a dhéanfar i gcomhlíonadh aon fhorála arna déanamh leis na hailt seo a leanas nó fúthu—
(a) ailt 5, 9, 11 agus 16 den Acht Aerloingseoireachta agus Aeriompair, 1946,
(c) alt 29 den Acht Iompair (Forálacha Ilghnéitheacha), 1971,
(d) ailt 3 agus 8 den Acht Loingis Cheannaíochta (Deimhniúchán Mairnéalach), 1979, nó
(e) ailt 5, 14, 58 agus 60 den Acht um Údarás Eitlíochta na hÉireann, 1993.
(4) I ndáil le hidirdhealú ar an bhforas aoise, ní fhágfaidh aon ní san Acht seo gur gníomh neamhdhleathach aon ghníomh a dhéanfar i gcomhlíonadh alt 1 de Sceideal 3 a ghabhann leis an Acht um Íocaíochtaí Iomarcaíochta, 1967.
CUID III
Forálacha Sonracha maidir le Comhionannas Idir Mná agus Fir
Réamhráiteach
Feidhm phrionsabail an chomhionannais maidir le fir agus mná araon.
18.—(1) Chun críocha na Coda seo, seasann “A” agus “B” do 2 dhuine nach ionann gnéas dóibh ionas, nuair is bean í “A”, gur fear é “B”, agus vice versa.
(2) Faoi réir fho-alt (1), ní dhéanann aon ní san Acht seo difear d'oibriú na nAchtanna Léiriúcháin, 1937 go 1997, sa mhéid go bhforáiltear leo, mura léir a mhalairt d'intinn—
(a) go ndéanfar focail lena ngabhann brí na firinscne a fhorléiriú mar fhocail lena ngabhann brí na baininscne freisin, agus
(b) go ndéanfar focail lena ngabhann brí na baininscne a fhorléiriú mar fhocail lena ngabhann brí na firinscne freisin.
Luach Saothair
Teideal chun luach saothair chomhionainn.
19.—(1) Beidh téarma sa chonradh faoina mbeidh A fostaithe á rá go mbeidh A tráth ar bith, faoi réir an Achta seo, i dteideal an ráta chéanna luach saothair, as an obair a bhfuil A fostaithe chun í a dhéanamh, is atá B, a bheidh, an tráth sin nó tráth iomchuí ar bith eile, fostaithe ag an bhfostóir céanna nó ag fostóir comhlachaithe chun an cineál céanna oibre a dhéanamh.
(2) San alt seo—
(a) folaíonn “fostaithe”, i dteannta fostaíochta faoi chonradh fostaíochta, fostaíocht faoi chonradh chun aon obair nó saothar a chur i gcrích go pearsanta, agus
(b) i ndáil le tráth áirithe, is éard is tráth iomchuí ann tráth ar bith (lena n-áirítear tráth roimh thosach feidhme an Achta seo) le linn na 3 bliana a ghabhann roimh an tráth áirithe nó na 3 bliana a leanann é.
(3) Chun críocha na Coda seo, i gcás gur fostóir comhlachaithe de chuid fhostóir A é nó í fostóir B, ní mheasfar A agus B a bheith fostaithe chun an cineál céanna oibre a dhéanamh mura mbeidh na téarmaí agus na coinníollacha fostaíochta atá acu araon mar an gcéanna nó réasúnta inchomórtais lena chéile.
(4) Más rud é, i gcás téarma conartha nó critéir a bhfuil feidhm aige maidir le fostaithe (lena n-áirítear A agus B)—
(a) go bhfuil feidhm aige maidir le fostaithe uile fostóra áirithe nó le haicme áirithe de na fostaithe sin (lena n-áirítear A agus B),
(b) gur de chineál é a fhágann nach ionann luach saothair na bhfostaithe sin a chomhlíonann an téarma nó an critéar agus luach saothair na bhfostaithe nach gcomhlíonann é,
(c) gur de chineál é a fhágann gur mó go mór an cion d'fhostaithe atá faoi mhíbhuntáiste de dheasca an téarma nó an chritéir i gcás daoine den ghnéas céanna le A ná i gcás daoine den ghnéas céanna le B, agus
(d) nach féidir é a chosaint ar bhonn tosca oibiachtúla nach bhfuil baint acu le gnéas A,
ansin, chun críche fho-alt (1), measfar go gcomhlíonann A agus B araon nó, de réir mar a bheidh, nach gcomhlíonann A agus B araon an téarma nó an critéar, cibé cás acu as a dtagann an luach saothair is airde.
(5) Faoi réir fho-alt (4), ní choiscfidh aon ní sa Chuid seo ar fhostóir rátaí éagsúla luach saothair a íoc, ar fhorais seachas an foras inscne, le fostaithe éagsúla.
Téarma intuigthe maidir le luach saothair comhionann.
20.—(1) I gcás duine a bheith fostaithe faoi chonradh nach bhfuil téarma a shásaíonn fo-alt (1) d'alt 19 ar áireamh ann (go sainráite nó faoi threoir comhaontaithe chomhchoitinn nó ar shlí eile), measfar go bhfuil téarma lena dtugtar éifeacht don fho-alt sin ar áireamh sa chonradh; agus, má tá an téarma intuigthe sin ar neamhréir le téarma sainráite, beidh sáraíocht aige ar an téarma sainráite.
(2) San alt seo tá le “fostaithe” an bhrí chéanna atá leis in alt 19.
Nithe Eile
Clásal comhionannais a bhaineann le saincheisteanna inscne.
21.—(1) Mura bhfuil agus a mhéid nach bhfuil clásal comhionannais inscne ar áireamh (go sainráite nó faoi threoir comhaontaithe chomhchoitinn nó ar shlí eile) i dtéarmaí conartha fostaíochta, measfar clásal den sórt sin a bheith iontu.
(2) Is éard is clásal comhionannais inscne ann foráil a bhaineann le téarmaí conartha fostaíochta, seachas téarma a bhaineann le luach saothair nó le cearta pinsin, a bhfuil d'éifeacht léi, i gcás—
(a) A a bheith fostaithe in imthosca nach bhfuil difríocht ábhartha idir an obair a dhéanann A agus an obair a dhéanann B san fhostaíocht chéanna, agus
(b) maidir le conradh fostaíochta A, gurb amhlaidh aon tráth (murach an clásal comhionannais inscne)—
(i) go mbeadh téarma ann atá nó a thiocfaidh chun bheith ina théarma is lú fabhar do A ná téarma dá shamhail i gconradh fostaíochta B, nó
(ii) nach mbeadh téarma ann atá ar comhréir le téarma i gconradh fostaíochta B a théann chun sochair do B,
ansin go ndéileálfar le téarmaí chonradh fostaíochta A mar théarmaí a bheidh modhnaithe ionas nach lú fabhar do A an téarma áirithe sin nó, de réir mar a bheidh, ionas go bhfuil téarma dá shamhail iontu a théann chun sochair do A.
(3) Ní oibreoidh clásal comhionannais inscne i ndáil le difríocht idir conradh fostaíochta A agus conradh fostaíochta B má chruthaíonn an fostóir go bhfuil an difríocht bunaithe dáiríre ar fhorais seachas an foras inscne.
(4) Gan dochar do ghinearáltacht alt 8(1), i gcás go dtairgfidh duine fostaíocht ar théarmaí áirithe do A agus, dá nglacfadh A leis an tairiscint ar na téarmaí sin, go mbeadh d'éifeacht leis an gclásal comhionannais inscne i gconradh fostaíochta A na téarmaí a mhodhnú i gceachtar slí de na slite a shonraítear i bhfo-alt (2), measfar gurb ionann an tairiscint a dhéanamh agus idirdhealú in aghaidh A ar an bhforas inscne i ndáil le coinníollacha fostaíochta A.
Idirdhealú neamhdhíreach ar an bhforas inscne.
22.—(1) Más rud é, maidir le foráil (cibé acu is de chineál ceanglais, cleachtais nó eile í) a bhaineann le haon cheann de na nithe a shonraítear i míreanna (a) go (e) d'alt 8(1) nó le comhaltas i gcomhlacht rialaitheach—
(a) go bhfuil feidhm aici maidir le A agus B araon,
(b) gur de chineál í a fhágann gur mó go mór an cion daoine atá faoi mhíbhuntáiste de dheasca na forála i gcás daoine den ghnéas céanna le A ná i gcás daoine den ghnéas céanna le B, agus
(c) nach féidir í a chosaint ar bhonn tosca oibiachtúla nach bhfuil baint acu le gnéas A,
ansin, chun críocha an Achta seo, measfar idirdhealú a bheith á dhéanamh ag fostóir A nó, de réir mar a bheidh, ag an gcomhlacht rialaitheach in aghaidh A ar an bhforas inscne contrártha d'alt 8 nó, de réir mar is gá sa chás, d'alt 13.
(2) Beidh feidhm ag fo-alt (1) maidir le haon seirbhísí a sholáthar den sórt dá dtagraítear i míreanna (a) agus (b) d'alt 11(1) faoi réir na modhnuithe seo a leanas:
(a) cuirfear na focail “le duine a mbeidh aon seirbhísí nó treoir den sórt dá dtagraítear i míreanna (a) agus (b) d'alt 11(1)” in ionad “le haon cheann de na nithe a shonraítear i míreanna (a) go (e) d'alt 8(1)”;
(b) déanfar an tagairt don fhostóir a fhorléiriú mar thagairt don ghníomhaireacht fostaíochta; agus
(c) déanfar an tagairt d'alt 8 a fhorléiriú mar thagairt d'alt 11.
(3) Beidh feidhm ag fo-alt (1) maidir le páirteachas in aon chúrsa nó saoráid den sórt dá dtagraítear i míreanna (a) go (c) d'alt 12(1) faoi réir na modhnuithe seo a leanas:
(a) déanfar an tagairt do mhíreanna (a) go (e) d'alt 8(1) a fhorléiriú mar thagairt do mhíreanna (a) go (c) d'alt 12(1);
(b) déanfar an tagairt don fhostóir a fhorléiriú mar thagairt don duine a bheidh ag tairiscint an chúrsa nó na saoráide; agus
(c) déanfar an tagairt d'alt 8 a fhorléiriú mar thagairt d'alt 12.
(4) Maidir leis an tagairt i bhfo-alt (1)(b) do dhaoine atá faoi mhíbhuntáiste de dheasca forála, folaíonn sí ní amháin na daoine sin atá faoi mhíbhuntáiste amhlaidh de bhíthin a ngnéis ach na daoine sin freisin atá faoi mhíbhuntáiste amhlaidh faoi threoir a stádais pósta nó a stádais teaghlaigh.
(5) Tá feidhm ag fo-alt (3) d'alt 8 chun críocha fho-alt (1) mar atá feidhm aige chun críocha fho-ailt (4) go (8) den alt sin.
Gnéaschiapadh san áit oibre etc.
23.—(1) Más rud é, in áit ina bhfuil A fostaithe (dá ngairtear “an áit oibre” san alt seo), nó thairis sin i gcúrsa fhostaíocht A, go ndéanfaidh B gnéaschiapadh ar A agus—
(a) go bhfuil A agus B araon fostaithe san áit sin nó ag an bhfostóir céanna,
(b) gur fostóir A atá in B, nó
(c) gur cliant, custaiméir nó teagmhálaí gnó eile de chuid fhostóir A atá in B agus gur de chineál iad imthosca an chiaptha gur chóir le réasún go mbeadh bearta déanta ag fostóir A chun é a chosc,
ansin, chun críocha an Achta seo, is é atá sa ghnéaschiapadh idirdhealú ag fostóir A, ar an bhforas inscne, i ndáil le coinníollacha fostaíochta A.
(2) Gan dochar do ghinearáltacht fho-alt (1) ina fheidhm i ndáil leis an áit oibre agus le cúrsa fhostaíocht A, más rud é, i gcás go gcomhlíontar ceann amháin de na coinníollacha i míreanna (a) go (c) den fho-alt sin—
(a) go ndéanann B gnéaschiapadh ar A, cibé acu san áit oibre nó nach ea nó i gcúrsa fhostaíocht A nó nach ea, agus
(b) go ndéileáiltear ar bhealach éagsúil le A san áit oibre nó thairis sin i gcúrsa fhostaíocht A, nó go bhféadfaí le réasún coinne a bheith leis go ndéileálfaí amhlaidh le A, de bhrí go ndiúltaíonn A don ghnéaschiapadh nó de bhrí go nglacann sé nó sí leis,
ansin, chun críocha an Achta seo, is é atá sa ghnéaschiapadh idirdhealú ag fostóir A, ar an bhforas inscne, i ndáil le coinníollacha fostaíochta A.
(3) Chun críocha an Achta seo—
(a) aon ghníomh dlúthchaidrimh fhisicigh ag B i leith A,
(b) aon iarraidh ag B i gcomhair fabhar gnéis ó A, nó
(c) aon ghníomh nó iompar eile de chuid B (lena n-áirítear, gan dochar don ghinearáltacht, briathra béil, gothaí nó táirgeadh, taispeáint nó scaipeadh focal scríofa, pictiúr nó ábhair eile),
is gnéaschiapadh é ag B ar A más gníomh, iarraidh nó iompar atá ann nach bhfáiltíonn A roimhe nó roimpi agus go bhféadfaí le réasún a mheas gur ábhar coil, uiríslithe nó imeaglaithe é do A ó thaobh gnéis de nó ar shlí eile ar an bhforas inscne.
(4) De réir chineál an ghnó atá ag fostóir A, folaíonn an tagairt i bhfo-alt (1)(c) do chliant, do chustaiméir nó do theagmhálaí gnó eile tagairt d'aon duine eile a bhféadfadh ionchas réasúnach a bheith ag fostóir A go mbeadh teagmháil ag A leis nó léi san áit oibre nó thairis sin i gcúrsa fhostaíocht A.
(5) Más rud é, de bharr aon ghnímh nó iompair de chuid B, go ndéanfaí, ar leith ón bhfo-alt seo, a mheas de bhua fho-alt (1) idirdhealú a bheith á dhéanamh in aghaidh A ag duine eile (“an Fostóir”) ar fostóir A é nó í, is cosaint é don Fhostóir a chruthú gur ghlac an Fostóir cibé bearta is indéanta le réasún—
(a) i gcás lena mbaineann fo-alt (2), chun féachaint chuige nach ndéileálfaí ar bhealach éagsúil le A san áit oibre nó thairis sin i gcúrsa fhostaíocht A agus, má déileáladh agus a mhéid a déileáladh amhlaidh leis nó léi, chun a cuid éifeachtaí a fhreaschur, agus
(b) i gcás lena mbaineann fo-alt (1) (cibé acu a bhaineann fo-alt (2) leis freisin nó nach mbaineann), chun B a chosc ar ghnéaschiapadh a dhéanamh ar A (nó ar aon aicme daoine ar duine díobh A).
(6) San alt seo folaíonn “fostaithe”, i ndáil le pearsa aonair (cibé acu A nó B)—
(a) aon seirbhís a chuireann gníomhaireacht fostaíochta ar fáil a lorg nó a úsáid, agus
(b) a bheith páirteach in aon chúrsa nó saoráid den sórt dá dtagraítear i míreanna (a) go (c) d'alt 12(1),
agus, dá réir sin, folaíonn aon tagairt d'fhostóir na pearsan aonair sin tagairt don ghníomhaireacht fostaíochta a mbeidh an tseirbhís á cur ar fáil aici nó, de réir mar a bheidh, don duine a mbeidh an cúrsa oiliúna á thairiscint aige nó aici.
(7) I gcás feidhm a bheith ag fo-alt (6) i ndáil le A, beidh éifeacht le fo-alt (1) amhail is dá gcuirfí “contrártha d'alt 11 nó, de réir mar a bheidh, d'alt 12” in ionad na bhfocal “i ndáil le coinníollacha fostaíochta A”.
Gníomhaíocht dhearfach maidir le comhdheiseanna.
24.—(1) Ní dochar forálacha an Achta seo do bhearta chun comhdheiseanna d'fhir agus do mhná a chur chun cinn, go háirithe trí dheireadh a chur le héagothromais láithreacha a dhéanann difear do dheiseanna ban i réimsí na rochtana ar fhostaíocht, ar ghairmoiliúint, ar ardú céime, agus coinníollacha oibre.
(2) San Acht Cosanta, 1954, in alt 289(2) (Seirbhís Altranais an Airm a bheith teoranta do mhná) cuirfear an focal “daoine” in ionad an fhocail “mná”.
Idirdhealú i bhfostaíochtaí áirithe a eisiamh.
25.—(1) Níl feidhm ag aon ní sa Chuid seo nó i gCuid II maidir le hidirdhealú in aghaidh A i leith fostaíochta i bpost áirithe más idirdhealú é a thig as tosaíocht a thabhairt do B ar an bhforas, faoi threoir fo-alt amháin nó níos mó d'fho-ailt (2) go (4), gur cáilíocht ghairme, nó gurb ionann agus cáilíocht ghairme, é gnéas B le haghaidh an phoist áirithe sin.
(2) Chun críocha an ailt seo, measfar gur cáilíocht ghairme le haghaidh poist é gnéas B más rud é, ar fhorais fiseolaíochta (gan neart coirp ná teacht aniar a áireamh) nó ar fhorais fíre chun críche siamsaíochta—
(a) go gceanglaíonn nádúr an phoist duine den ghnéas céanna le B a bheith ann, agus.
(b) go mbeadh difríocht ábhartha i nádúr an phoist dá mba dhuine den ghnéas céanna le A a líonfadh é.
(3) Chun críocha an ailt seo, measfar gur cáilíocht ghairme le haghaidh poist é gnéas B i gcás gur gá gur ag B a bheadh an post mar gur dóigh go mbeadh i gceist leis an bpost sin dualgais a chomhlíonadh lasmuigh den Stát in áit arb amhlaidh do na dlíthe nó do na gnásanna ann nach bhféadfadh, le réasún, duine den ghnéas céanna le A na dualgais sin a chomhlíonadh.
(4) Chun críocha an ailt seo, measfar gur cáilíocht ghairme le haghaidh poist é gnéas B—
(a) i gcás gur cuid de dhualgais an phoist iad seirbhísí pearsanta agus gur gá daoine den dá ghnéas a bheith ag gabháil do na dualgais sin, nó
(b) i gcás gur gá, mar gheall ar chineál na fostaíochta, cóiríocht chodlata agus sláintíochta a sholáthar ar bhonn comhchoiteann d'fhostaithe agus gur mhíréasúnach a bheith ag súil go soláthrófaí cóiríocht den chineál sin go leithleach nó nár phraiticiúil d'fhostóir soláthar den sórt sin a dhéanamh.
Eisceachtaí a bhaineann le cúrsaí teaghlaigh agus pearsanta.
26.—(1) Ní dhéanfaidh aon ní san Acht seo neamhdhleathach é d'fhostóir cóir speisialta a shocrú nó a chur ar fáil a thugann sochair do mhná i ndáil le toircheas agus máithreachas (lena n-áirítear cothú ar an gcíoch) nó uchtáil.
(2) Níl feidhm ag an Acht seo maidir le hidirdhealú ar an bhforas inscne i bhfostaíocht arb é atá inti comhlíonadh seirbhísí de chineál pearsanta, ar nós aire a thabhairt do dhuine scothaosta nó do dhuine faoi éagumas i dteach an duine sin, i gcás gur toisc chinntitheach é gnéas an fhostaí.
An Garda Síochána agus an tseirbhís príosún.
27.—(1) I gcás fostaíochta sa Gharda Síochána nó sa tseirbhís príosún—
(a) níl feidhm ag aon ní san Acht seo maidir le fear nó, de réir mar is gá sa chás, bean a shannadh do phost áirithe i gcás ina bhfuil sé sin riachtanach—
(i) ar mhaithe le príobháideacht nó modhúlacht,
(ii) chun pearsana aonair foréigneacha a ghardáil, a choimhdeacht nó a smachtú nó chun círéibeacha nó corraíl fhoréigneach a chur faoi chois, nó
(iii) laistigh den Gharda Síochána, chun pearsana aonair foréigneacha a dhí-armáil nó a ghabháil, chun sluaite foréigneacha a smachtú nó a scaipeadh nó chun gialla nó daoine eile a bheidh á gcoinneáil go neamhdhleathach a tharrtháil, nó
(b) ní chuireann aon ní san Acht seo cosc le critéar airde amháin a fheidhmiú i gcás fear agus ceann eile a fheidhmiú i gcás ban, más de chineál iad na critéir a roghnaítear gur mar a chéile a bheag nó a mhór cion na mban sa Stát is dóigh a chomhlíonfaidh an critéar le haghaidh na mban agus cion na bhfear sa Stát is dóigh a chomhlíonfaidh an critéar le haghaidh na bhfear.
(2) (a) Más rud é—
(i) nach leor, i dtuairim an Aire, líon na bhfear nó líon na mban atá ag fónamh sa Gharda Síochána lena sannadh do phoist den sórt dá dtagraítear de thuras na huaire i bhfo-alt (1)(a), agus
(ii) go bhforálfaidh an tAire amhlaidh le hordú faoin bhfo-alt seo,
ní bheidh feidhm ag an Acht seo maidir le cibé comórtais le haghaidh earcaíochta don Gharda Síochána a shonrófar san ordú.
(b) Más rud é—
(i) nach leor, i dtuairim an Aire, líon na bhfear nó líon na mban atá ag fónamh sa tseirbhís príosún lena sannadh do phoist den sórt dá dtagraítear de thuras na huaire i bhfo-alt (1)(a), agus
(ii) go bhforálfaidh an tAire amhlaidh le hordú faoin bhfo-alt seo,
ní bheidh feidhm ag an Acht seo maidir le cibé comórtais le haghaidh earcaíochta don tseirbhís príosún a shonrófar san ordú.
CUID IV
Forálacha Sonracha maidir le Comhionannas idir Earnálacha eile Daoine
Na comparadóirí.
28.—(1) Chun críche na Coda seo, seasann “C” agus “D” do 2 dhuine a bhfuil an difríocht seo a leanas eatarthu:
(a) i ndáil leis an bhforas stádais pósta, tá stádais phósta éagsúla ag C agus D;
(b) i ndáil leis an bhforas stádais teaghlaigh, tá stádas teaghlaigh ag C agus níl ag D, nó vice versa;
(c) i ndáil leis an bhforas gnéaschlaonta, tá gnéaschlaonta éagsúla ag C agus D;
(d) i ndáil leis an bhforas creidimh, tá creidimh éagsúla ag C agus D nó tá creideamh ag C agus níl ag D, nó vice versa;
(e) i ndáil leis an bhforas aoise, ní ionann aois do C agus D;
(f) i ndáil leis an bhforas míchumais, is duine faoi mhíchumas é nó í C agus ní hamhlaidh do D, nó vice versa, nó is daoine iad C agus D atá faoi mhíchumais éagsúla;
(g) i ndáil leis an bhforas cine, tá C agus D éagsúil i dtaca le cine, le dath, le náisiúntacht nó le bunadh eitneach nó náisiúnta nó i dtaca le haon teaglaim de na tosca sin;
(h) i ndáil leis an bhforas lucht siúil, is duine den lucht siúil é nó í C agus ní hamhlaidh do D, nó vice versa.
(2) Sna forálacha sin ina dhiaidh seo den Chuid seo, déileálfar le haon tagairt do C agus D nach mbaineann le foras idirdhealaitheach sonrach mar thagairt do C agus D i gcomhthéacs gach ceann de na forais idirdhealaitheacha (seachas an foras inscne) arna bhreithniú ar leithligh.
(3) Déanfar aon tagairt san Acht seo do dhaoine a bhfuil an tsainghné iomchuí chéanna acu is atá ag C (nó is atá ag D) a fhorléiriú faoi threoir an fhorais idirdhealaithigh a bhfuil feidhm ag an tagairt i ndáil leis nó, de réir mar a bheidh, i ndáil le gach ceann de na forais idirdhealaitheacha (seachas an foras inscne) ar leithligh, sa dóigh—
(a) i ndáil leis an bhforas stádais pósta, gurb éard atá sa tsainghné iomchuí ná an stádas pósta céanna a bheith acu is atá ag C (nó, de réir mar a bheidh, is atá ag D), agus
(b) i ndáil leis an bhforas stádais teaghlaigh, gurb éard atá sa tsainghné iomchuí ná an stádas teaghlaigh céanna nó an easpa chéanna stádais teaghlaigh a bheith acu is atá ag C (nó, de réir mar a bheidh, is atá ag D),
agus mar sin de maidir le gach ceann de na forais idirdhealaitheacha eile.
Teideal chun luach saothair chomhionainn.
29.—(1) Beidh téarma sa chonradh faoina mbeidh C fostaithe á rá go mbeidh C tráth ar bith, faoi réir an Achta seo, i dteideal an ráta chéanna luach saothair, as an obair a bhfuil C fostaithe chun í a dhéanamh, is atá D, a bheidh, an tráth sin nó tráth iomchuí ar bith eile, fostaithe ag an bhfostóir céanna nó ag fostóir comhlachaithe chun an cineál céanna oibre a dhéanamh.
(2) Chun críocha fho-alt (1), i ndáil le tráth áirithe, is éard is tráth iomchuí ann tráth ar bith (lena n-áirítear tráth thosach feidhme an Achta seo nó ina dhiaidh) le linn na 3 bliana a ghabhann roimh an tráth áirithe nó na 3 bliana a leanann é.
(3) Chun críocha na Coda seo, i gcás gur fostóir comhlachaithe de chuid fhostóir C é nó í fostóir D, ní mheasfar C agus D a bheith fostaithe chun an cineál céanna oibre a dhéanamh mura mbeidh na téarmaí agus na coinníollacha fostaíochta atá acu araon mar an gcéanna nó réasúnta inchomórtais lena chéile.
(4) Más rud é, i gcás téarma i gconradh fostaíochta nó critéir a bhfuil feidhm aige maidir le fostaithe (lena n-áirítear C agus D)—
(a) go bhfuil feidhm aige maidir le fostaithe uile fostóra áirithe nó le haicme áirithe de na fostaithe sin (lena n-áirítear C agus D),
(b) gur de chineál é a fhágann nach ionann luach saothair na bhfostaithe sin a chomhlíonann an téarma nó an critéar agus luach saothair na bhfostaithe nach gcomhlíonann é,
(c) gur de chineál é a fhágann gur lú go mór an cion d'fhostaithe ar féidir leo an téarma nó an critéar a chomhlíonadh i gcás na bhfostaithe a bhfuil an tsainghné iomchuí chéanna le C acu i gcomparáid leis na fostaithe a bhfuil an tsainghné iomchuí chéanna le D acu, agus
(d) nach féidir é a chosaint mar ní réasúnach in imthosca uile an cháis,
ansin, chun críocha fho-alt (1), measfar go gcomhlíonann C agus D araon nó, de réir mar a bheidh, nach gcomhlíonann C agus D araon an téarma nó an critéar, cibé cás acu as a dtagann an luach saothair is airde.
(5) Faoi réir fho-alt (4), ní choiscfidh aon ní sa Chuid seo ar fhostóir rátaí éagsúla luach saothair a íoc, ar fhorais seachas na forais idirdhealaitheacha, le fostaithe éagsúla.
Clásal comhionannais a bhaineann le saincheisteanna nach saincheisteanna inscne.
30.—(1) Mura bhfuil agus a mhéid nach bhfuil clásal comhionannais neamh-idirdhealaitheach ar áireamh (go sainráite nó faoi threoir comhaontaithe chomhchoitinn nó ar shlí eile) i dtéarmaí conartha fostaíochta, measfar clásal den sórt sin a bheith iontu.
(2) Is éard is clásal comhionannais neamh-idirdhealaitheach ann foráil a bhaineann le téarmaí conartha fostaíochta, seachas téarma a bhaineann le luach saothair nó le cearta pinsin, a bhfuil d'éifeacht léi, i gcás—
(a) C a bheith fostaithe in imthosca nach bhfuil difríocht ábhartha idir an obair a dhéanann C agus an obair a dhéanann D san fhostaíocht chéanna, agus
(b) maidir le conradh fostaíochta C, gurb amhlaidh aon tráth (murach an clásal comhionannais neamhidirdhealaitheach)—
(i) go mbeadh téarma ann atá nó a thiocfaidh chun bheith ina théarma is lú fabhar do C ná téarma dá shamhail i gconradh fostaíochta D, nó
(ii) nach mbeadh téarma ann atá ar comhréir le téarma i gconradh fostaíochta D a théann chun sochair do D,
ansin go ndéileálfar le téarmaí chonradh fostaíochta C mar théarmaí a bheidh modhnaithe ionas nach lú fabhar do C an téarma áirithe sin nó, de réir mar a bheidh, ionas go bhfuil téarma dá shamhail iontu a théann chun sochair do C.
(3) Ní oibreoidh clásal comhionannais neamh-idirdhealaitheach i ndáil le difríocht idir conradh fostaíochta C agus conradh fostaíochta D má chruthaíonn an fostóir go bhfuil an difríocht bunaithe dáiríre ar fhorais nach bhfuil ar áireamh sna forais a shonraítear i míreanna (a) go (h) d'alt 28(1).
(4) Gan dochar do ghinearáltacht alt 8(1), i gcás go dtairgfidh duine fostaíocht ar théarmaí áirithe do C agus, dá nglacfadh C leis an tairiscint ar na téarmaí sin, go mbeadh d'éifeacht leis an gclásal comhionannais neamh-idirdhealaitheach i gconradh fostaíochta C na téarmaí a mhodhnú i gceachtar slí de na slite a shonraítear i bhfo-alt (2), measfar gurb ionann an tairiscint a dhéanamh agus idirdhealú in aghaidh C i ndáil le coinníollacha fostaíochta C ar cibé ceann de na forais idirdhealaitheacha is iomchuí maidir leis an difríocht (nó leis na difríochtaí) idir C agus D.
Idirdhealú neamhdhíreach.
31.—(1) Más rud é, maidir le foráil (cibé acu is de chineál ceanglais, cleachtais nó eile í) a bhaineann le fostaíocht—
(a) go bhfuil feidhm aici maidir le fostaithe uile nó le fostaithe ionchasacha uile fostóra áirithe a bhfuil C agus D ina measc nó, de réir mar a bheidh, le haicme áirithe de na fostaithe sin nó de na fostaithe ionchasacha sin a mbaineann C agus D léi,
(b) gur míbhuntáiste í do C, i gcomparáid le D, i ndáil le haon cheann de na nithe a shonraítear i míreanna (a) go (e) d'alt 8(1),
(c) gur lú go mór an cion d'fhostaithe nó d'fhostaithe ionchasacha a bhfuil an tsainghné iomchuí chéanna le C acu agus ar féidir leo go praiticiúil an fhoráil a chomhlíonadh i gcomparáid leis na fostaithe nó leis na fostaithe ionchasacha a bhfuil an tsainghné chéanna le D acu, agus
(d) nach féidir í a chosaint mar ní réasúnach in imthosca uile an cháis,
ansin, faoi réir fho-ailt (4) agus (5), chun críocha an Achta seo, measfar idirdhealú a bheith á dhéanamh ag an bhfostóir in aghaidh C, contrártha d'alt 8, ar cibé ceann de na forais idirdhealaitheacha is bun leis na sainghnéithe iomchuí dá dtagraítear i mír (c).
(2) Más rud é, maidir le foráil (cibé acu is de chineál ceanglais, cleachtais nó eile í) a bhaineann le comhaltas i gcomhlacht rialaitheach—
(a) go bhfuil feidhm aici maidir leis na daoine go léir atá nó a d'fhéadfadh a bheith ina gcomhaltaí nó le haicme áirithe de na daoine sin a mbaineann C agus D léi,
(b) gur míbhuntáiste í do C, i gcomparáid le D, i ndáil le haon cheann de na nithe a shonraítear i míreanna (a) go (e) d'alt 8(1),
(c) gur lú go mór an cion de na daoine atá nó a d'fhéadfadh a bheith ina gcomhaltaí a bhfuil an tsainghné iomchuí chéanna le C acu agus ar féidir leo go praiticiúil an fhoráil a chomhlíonadh i gcomparáid leis na daoine atá nó a d'fhéadfadh a bheith ina gcomhaltaí agus a bhfuil an tsainghné chéanna le D acu, agus
(d) nach féidir í a chosaint mar ní réasúnach in imthosca uile an cháis,
ansin, faoi réir fho-alt (5), chun críocha an Achta seo, measfar idirdhealú a bheith á dhéanamh ag an gcomhlacht rialaitheach in aghaidh C, contrártha d'alt 13, ar cibé ceann de na forais idirdhealaitheacha is bun leis na sainghnéithe iomchuí dá dtagraítear i mír (c).
(3) Beidh feidhm ag fo-alt (1), fara na modhnuithe is gá—
(a) i ndáil le haon seirbhísí de chuid gníomhaireachta fostaíochta den sórt dá dtagraítear i míreanna (a) agus (b) d'alt 11(1) a sholáthar,
(b) i ndáil le páirteachas in aon chúrsa nó saoráid den sórt dá dtagraítear i míreanna (a) go (c) d'alt 12(1).
(4) Tá feidhm ag fo-alt (3) d'alt 8 chun críocha fho-alt (1) agus, a mhéid a bhaineann sé le fostóir, chun críocha fho-alt (5) mar atá feidhm aige chun críocha fho-ailt (4) go (8) den alt sin.
(5) Más rud é, maidir le foráil, gur de chineál í go measfaí, ar leith ón bhfo-alt seo, fostóir nó comhlacht rialaitheach—
(a) a bheith, de bhua fho-alt (1) nó (2), ag déanamh idirdhealú in aghaidh pearsan aonair ar an bhforas stádais pósta nó ar an bhforas stádais teaghlaigh, agus
(b) a bheith, de bhua alt 22, ag déanamh idirdhealú freisin in aghaidh na pearsan aonair céanna ar an bhforas inscne,
ní mheasfar go bhfuil an fostóir nó an comhlacht rialaitheach ag déanamh idirdhealú in aghaidh na pearsan aonair sin de bhua fho-alt (1) nó, de réir mar a bheidh, de bhua fho-alt (2).
Ciapadh san áit oibre etc.
32.—(1) Más rud é, in áit ina bhfuil C fostaithe (dá ngairtear “an áit oibre” san alt seo), nó thairis sin i gcúrsa fhostaíocht C, go ndéanfaidh pearsa aonair eile (“E”) ciapadh ar C faoi threoir shainghné iomchuí C agus—
(a) go bhfuil C agus E araon fostaithe san áit sin nó ag an bhfostóir céanna,
(b) gur fostóir C atá in E, nó
(c) gur cliant, custaiméir nó teagmhálaí gnó eile de chuid fhostóir C atá in E agus gur de chineál iad imthosca an chiaptha gur chóir le réasún go mbeadh bearta déanta ag fostóir C chun é a chosc,
ansin, chun críocha an Achta seo, is é atá sa chiapadh idirdhealú ag fostóir C i ndáil le coinníollacha fostaíochta C ar cibé foras idirdhealaitheach is iomchuí maidir le daoine a bhfuil an tsainghné iomchuí chéanna le C acu.
(2) Gan dochar do ghinearáltacht fho-alt (1) ina fheidhm i ndáil leis an áit oibre agus le cúrsa fhostaíocht C, más rud é, i gcás go gcomhlíontar ceann amháin de na coinníollacha i míreanna (a) go (c) den fho-alt sin—
(a) go ndéanann E ciapadh ar C faoi threoir shainghné iomchuí C, cibé acu san áit oibre nó nach ea nó i gcúrsa fhostaíocht C nó nach ea, agus
(b) go ndéileáiltear ar bhealach éagsúil le C san áit oibre nó thairis sin i gcúrsa fhostaíocht C, nó go bhféadfaí le réasún coinne a bheith leis go ndéileálfaí amhlaidh le C, de bhrí go ndiúltaíonn C don chiapadh nó de bhrí go nglacann sé nó sí leis,
ansin, chun críocha an Achta seo, is é atá sa chiapadh idirdhealú ag fostóir C i ndáil le coinníollacha fostaíochta C ar cibé foras idirdhealaitheach is iomchuí maidir le daoine a bhfuil an tsainghné iomchuí chéanna le C acu.
(3) Tá feidhm ag alt 23(4) i ndáil le fo-alt (1)(c) ach tagairt do C a chur in ionad aon tagartha do A.
(4) Ní bhaineann sé le hábhar, chun críocha an ailt seo, cibé acu—
(a) a sheasann E mar D i ndáil le C, nó
(b) atá an tsainghné iomchuí chéanna ag E is atá ag C,
agus folaíonn aon tagairt san alt seo do shainghné iomchuí C (nó don tsainghné iomchuí chéanna le C) tagairt don tsainghné a gcreideann E gurb í sainghné iomchuí C í.
(5) Chun críocha an Achta seo, is ciapadh ag E ar C aon ghníomh nó iompar de chuid E (lena n-áirítear, gan dochar don ghinearáltacht, briathra béil, gothaí nó táirgeadh, taispeáint nó scaipeadh focal scríofa, pictiúr nó ábhair eile) más gníomh nó iompar eile é nach bhfáiltíonn C roimhe agus go bhféadfaí le réasún a mheas, i ndáil le sainghné iomchuí C, gur ábhar coil, uiríslithe nó imeaglaithe é do C.
(6) Más rud é, de bharr aon ghnímh nó iompair de chuid E, go ndéanfaí, ar leith ón bhfo-alt seo, a mheas de bhua fho-alt (1) idirdhealú a bheith á dhéanamh in aghaidh C ag duine eile (“F”) ar fostóir C é nó í, is cosaint é do F a chruthú gur ghlac F cibé bearta is indéanta le réasún—
(a) i gcás lena mbaineann fo-alt (2), chun féachaint chuige nach ndéileálfaí ar bhealach éagsúil le C san áit oibre nó thairis sin i gcúrsa fhostaíocht C agus, má déileáladh agus a mhéid a déileáladh amhlaidh leis nó léi, chun a cuid éifeachtaí a fhreaschur, agus
(b) i gcás lena mbaineann fo-alt (1) (cibé acu a bhaineann fo-alt (2) leis freisin nó nach mbaineann), chun E a chosc ar chiapadh a dhéanamh ar C (nó ar aon aicme daoine ar duine díobh C).
(7) San alt seo folaíonn “fostaithe”, i ndáil le pearsa aonair—
(a) aon seirbhís a chuireann gníomhaireacht fostaíochta ar fáil a lorg nó a úsáid, agus
(b) a bheith páirteach in aon chúrsa nó saoráid den sórt dá dtagraítear i míreanna (a) go (c) d'alt 12(1),
agus, dá réir sin, folaíonn aon tagairt d'fhostóir na pearsan aonair tagairt don ghníomhaireacht fostaíochta a mbeidh an tseirbhís á cur ar fáil aici nó, de réir mar a bheidh, don duine a bheidh ag tairiscint an chúrsa nó na saoráide.
(8) I gcás feidhm a bheith ag fo-alt (7) i ndáil le C, beidh éifeacht le fo-alt (1) amhail is dá gcuirfí “contrártha d'alt 11 nó, de réir mar a bheidh, d'alt 12” in ionad na bhfocal “i ndáil le coinníollacha fostaíochta C”.
Gníomhaíocht dhearfach a cheadú.
33.—(1) Ní choiscfidh aon ní sa Chuid seo nó i gCuid II cibé bearta a dhéanamh a shonraítear i bhfo-alt (2) chun lánpháirtiú isteach i bhfostaíocht a éascú, cibé acu i gcoitinne nó i réimsí áirithe nó in áit oibre áirithe—
(a) le haghaidh daoine a bhfuil 50 bliain d'aois slánaithe acu,
(b) le haghaidh daoine faoi mhíchumas nó le haghaidh aon aicme nó tuairisce daoine den sórt sin, nó
(c) le haghaidh daoine den lucht siúil.
(2) Is iad na bearta a luaitear i bhfo-alt (1) na bearta atá ceaptha éifeachtaí an idirdhealaithe in aghaidh aon duine de na daoine dá dtagraítear i míreanna (a) go (c) den fho-alt sin a laghdú nó deireadh a chur leo.
(3) Ní fhágfaidh aon ní sa Chuid seo nó i gCuid II gur neamhdhleathach oiliúint nó taithí oibre a sholáthar, ag an Stát nó thar a cheann, do ghrúpa daoine faoi mhíbhuntáiste má dheimhníonn an tAire gur dócha, mura mbeadh an soláthar áirithe sin ann, nach bhfaigheadh an grúpa sin faoi mhíbhuntáiste oiliúint nó taithí oibre dá samhail.
Cosaintí agus eisceachtaí a bhaineann leis an teaghlach, le haois nó le míchumas.
34.—(1) Maidir leis na forais idirdhealaitheacha a shonraítear i míreanna (a) go (h) d'alt 28(1), ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é d'fhostóir—
(a) sochar a chur ar fáil d'fhostaí i leith teagmhas a bhaineann le daoine de theaghlach an fhostaí nó le haon tuairisc daoine den sórt sin,
(b) sochar a chur ar fáil do dhuine nó i leith duine mar dhuine de theaghlach fostaí,
(c) sochar a chur ar fáil d'fhostaí, ar theagmhas tarlú, nó faoi threoir teagmhais, is cionsiocair le hathrú ar stádas pósta an fhostaí, nó
(d) sochar a chur ar fáil d'fhostaí a bhfuil stádas teaghlaigh aige nó aici, ar sochar é a bhfuil sé ceaptha é a úsáid chun cúram a thabhairt go díreach, nó cabhrú chun cúram a thabhairt, le linn uaireanta oibre, do dhuine a bhfuil freagracht ar an bhfostaí ina leith mar a luaitear i míreanna (a) agus (b) den mhíniú ar “stádas teaghlaigh” in alt 2(1).
(2) I bhfo-alt (1) folaíonn “fostóir” gníomhaireacht fostaíochta, duine a thairgeann cúrsa gairmoiliúna mar a luaitear in alt 12(1) agus comhlacht rialaitheach; agus dá réir sin folaíonn tagairtí d'fhostaí—
(a) duine a bhfuil aon seirbhís a chuireann an ghníomhaireacht fostaíochta ar fáil á lorg nó á húsáid aige nó aici,
(b) duine atá páirteach in aon chúrsa nó saoráid den sórt dá dtagraítear i míreanna (a) go (c) d'alt 12(1) agus
(c) duine is comhalta den chomhlacht rialaitheach.
(3) Ní fhágfaidh aon ní sa Chuid seo nó i gCuid II gur neamhdhleathach idirdhealú a dhéanamh ar an bhforas aoise nó ar an bhforas míchumais in imthosca ina suífear go bhfuil fianaise shoiléir achtúireach nó eile ann go mbeadh costais a bheadh méadaithe go suntasach i gceist mura gceadófaí an t-idirdhealú sna himthosca sin.
(4) Gan dochar d'fho-alt (3), ní idirdhealú ar an bhforas aoise é aoiseanna éagsúla a shocrú le haghaidh fostaithe nó aon aicme nó tuairisc fostaithe do scor (cibé acu go saorálach nó go héigeantach).
(5) Gan dochar do ghinearáltacht fho-alt (3), ní idirdhealú ar an bhforas aoise é aois uasta d'earcaíocht a shocrú, i ndáil le aon phost, a chuirfidh san áireamh—
(a) aon chostas nó tréimhse ama a ghabhann le hearcach a oiliúint go dtí caighdeán ag a mbeidh an t-earcach éifeachtach sa phost sin, agus
(b) gur gá go mbeadh tréimhse réasúnach ama ann roimh aois scoir ina mbeidh an t-earcach éifeachtach sa phost sin.
(6) Más rud é, díreach roimh an lá iomchuí, go bhfuil socruithe i bhfeidhm maidir le luach saothair aois-choibhneasa in aon fhostaíocht, is leorchomhlíonadh ar an gCuid seo agus ar Chuid II é deireadh a bheith curtha leis na socruithe sin laistigh den tréimhse 3 bliana dar tosach an lá iomchuí.
(7) Ní idirdhealú ar an bhforas aoise é fostóir do chur na nithe seo a leanas ar fáil do dhaoine éagsúla—
(a) rátaí éagsúla luach saothair, nó
(b) téarmaí agus coinníollacha fostaíochta éagsúla,
má bhíonn an difríocht bunaithe ar a sinsireacht (nó ar a bhfad seirbhíse) faoi seach i bpost nó i bhfostaíocht áirithe.
(8) San alt seo ciallaíonn “an lá iomchuí” an lá a cheapfar le haghaidh theacht i ngníomh alt 29.
Forálacha speisialta maidir le daoine faoi mhíchumas.
35.—(1) Ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é d'fhostóir ráta áirithe luach saothair a chur ar fáil d'fhostaí faoi mhíchumas as obair de thuairisc áirithe a dhéanamh más rud é, mar gheall ar an míchumas sin, go bhfuil an fostaí srianta ina chumas nó ina cumas chun an méid céanna oibre a dhéanamh (nó chun na huaireanta céanna oibre a dhéanamh) le duine atá fostaithe chun obair den tuairisc sin a dhéanamh ach nach bhfuil faoin míchumas sin.
(2) Ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é d'fhostóir nó d'aon duine eile cóir speisialta nó saoráidí speisialta a chur ar fáil do dhuine faoi mhíchumas más rud é maidir leis an an gcóir nó na saoráidí sin a chur ar fáil—
(a) go gcuireann sé ar chumas an duine sin nó go gcabhraíonn sé leis nó léi dul faoi ghairmoiliúint, a bheith páirteach i bpróiseas roghnóireachta nó obair a dhéanamh, nó
(b) go gcuireann sé timpeallacht oiliúna nó oibre ar fáil don duine sin a bheidh in oiriúint don mhíchumas, nó
(c) go gcabhraíonn sé ar shlí eile leis an duine sin i ndáil le gairmoiliúint nó le hobair.
(3) Más rud é, de bhua fho-alt (1) nó (2), go bhfaigheann D, mar dhuine faoi mhíchumas, ráta áirithe luach saothair nó, de réir mar a bheidh, cóir speisialta nó saoráidí speisialta, ní bheidh C, mar dhuine nach bhfuil faoi mhíchumas, nó atá faoi mhíchumas eile, i dteideal an ráta luach saothair sin, na córa sin nó na saoráidí sin faoin Acht seo.
Is dleathach ceanglais áirithe a fhorchur.
36.—(1) Ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é aon fhoráil (cibé acu is de chineál ceanglais, cleachtais nó eile í) den sórt a luaiter i bhfo-alt (2) a chur i bhfeidhm—
(a) maidir le hoifig a shealbhú faoin Stát nó i seirbhís an Stáit (lena n-áirítear an Garda Síochána agus Óglaigh na hÉireann) nó ar shlí eile mar státseirbhíseach, de réir bhrí Acht Rialuithe na Stát-Sheirbhíse, 1956, nó
(b) maidir le hoifigigh nó seirbhísigh d'údarás áitiúil, chun críocha an Achta Rialtais Áitiúil, 1941, d'údarás cuain, do bhord sláinte nó do choiste gairmoideachais.
(2) Is iad na forálacha dá dtagraítear i bhfo-alt (1) na forálacha sin a bhaineann le gach ceann nó le haon cheann díobh seo a leanas:
(a) cónaí;
(b) saoránacht;
(c) inniúlacht sa Ghaeilge.
(3) Ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é aon fhoráil (cibé acu is de chineál ceanglais, cleachtais nó eile í) a chur i bhfeidhm i ndáil le hinniúlacht sa Ghaeilge i leith múinteoirí i mbunscoileanna agus in iarbhunscoileanna.
(4) Ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é a cheangal, i ndáil le post áirithe—
(a) go mbeidh cáilíocht shonraithe oideachais, theicniúil nó ghairmiúil ag duine, ar cáilíocht í a nglactar go ginearálta léi sa Stát le haghaidh post den tuairisc sin, nó
(b) go ndéanfar faisnéis maidir le haon cháilíocht seachas cáilíocht shonraithe den sórt sin a thabhairt ar aird agus a mheas.
(5) Ní dhéanfaidh aon ní sa Chuid seo nó i gCuid II neamhdhleathach é do chomhlacht a rialaíonn dul le gairm, gairm bheatha nó slí bheatha, nó seoladh gairme, gairme beatha nó slí beatha, a cheangal ar dhuine a bheidh ag seoladh na gairme, na gairme beatha nó na slí beatha sin nó ar mian leis nó léi dul leis an ngairm, leis an ngairm bheatha nó leis an tslí bheatha sin cáilíocht shonraithe oideachais, theicniúil nó eile is cuí sna himthosca a bheith aige nó aici.
(6) Ní fhágfaidh aon ní san alt seo gur dleathach idirdhealú a dhéanamh ar an bhforas inscne.
Idirdhealú ar fhorais ar leith i bhfostaíochtaí áirithe a eisiamh.
37.—(1) Maidir le foras creidimh, oideachais nó leighis atá faoi rialú nó faoi urláimh comhlachta arna bhunú chun críocha creidimh nó a n-áirítear ina chuspóirí seirbhísí a sholáthar i dtimpeallacht a chuireann luachanna áirithe creidimh chun cinn, ní mheasfar idirdhealú a bheith á dhéanamh aige in aghaidh duine chun críocha na Coda seo nó Chuid II más rud é—
(a) go ndéileálann sé ar bhealach níos fabhraí, ar an bhforas creidimh, le fostaí nó le fostaí ionchasach ná mar a dhéileálann sé leis an duine sin i gcás gur réasúnach sin a dhéanamh d'fhonn aetas creidimh an fhorais a chothú, nó
(b) go ndéanann sé aon bheart is gá le réasún chun a chosc ar fhostaí nó ar fhostaí ionchasach an bonn a bhaint ó aetas creidimh an fhorais.
(2) Níl feidhm ag aon ní sa Chuid seo nó i gCuid II maidir le hidirdhealú in aghaidh C i leith fostaíochta i bpost áirithe más idirdhealú é a thig as tosaíocht a thabhairt do D ar an bhforas gur cáilíocht ghairme nó gurb ionann agus cáilíocht ghairme í sainghné iomchuí D le haghaidh an phoist áirithe sin.
(3) Gan dochar do ghinearáltacht fho-alt (2), maidir le hidirdhealú ar an bhforas aoise, ar an bhforas míchumais nó ar an bhforas cine, measfar gur cáilíocht ghairme le haghaidh poist í sainghné iomchuí D más rud é, ar fhorais fiseolaíochta nó ar fhorais fíre chun críche siamsaíochta—
(a) go gceanglaíonn nádúr an phoist duine a bheith ann a bhfuil an tsainghné iomchuí chéanna le D aige nó aici, agus
(b) go mbeadh difríocht ábhartha i nádúr an phoist dá mba dhuine nach bhfuil an tsainghné iomchuí sin aige nó aici a líonfadh é.
(4) Gan dochar do ghinearáltacht fho-alt (2), maidir le hidirdhealú ar an bhforas creidimh nó ar an bhforas cine, measfar gur cáilíocht ghairme le haghaidh poist í sainghné iomchuí D i gcás gur gá gur ag D a bheadh an post mar gur dóigh go mbeadh i gceist leis an bpost sin dualgais a chomhlíonadh lasmuigh den Stát in áit arb amhlaidh do na dlíthe nó do na gnásanna ann nach bhféadfadh, le réasún, duine nach bhfuil an tsainghné iomchuí sin aige nó aici nó, de réir mar is gá sa chás, duine a bhfuil sainghné iomchuí de chuid C aige nó aici, na dualgais sin a chomhlíonadh.
(5) Maidir leis na forais idirdhealaitheacha a shonraítear i míreanna (a) go (h) d'alt 28(1), níl feidhm ag aon ní sa Chuid seo nó i gCuid II maidir le fostú aon duine chun críocha teaghlaigh phríobháidigh.
(6) Maidir le hidirdhealú ar an bhforas aoise nó ar an bhforas míchumais, níl feidhm ag aon ní sa Chuid seo nó i gCuid II maidir le fostaíocht—
(a) in Óglaigh na hÉireann,
(b) sa Gharda Síochána, nó
(c) sa tseirbhís príosún.
CUID V
An tÚdarás Comhionannais
Ginearálta
An Ghníomhaireacht um Chomhionannas Fostaíochta do leanúint mar an tUdarás Comhionannais.
38.—(1) Maidir leis an nGníomhaireacht um Chomhionannas Fostaíochta, a bunaíodh le halt 34 den Acht um Chomhionannas Fostaíochta, 1977, leanfaidh sí de bheith 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 shealbhú agus a dhiúscairt agus, ar theacht i ngníomh don alt seo agus dá éis, tabharfar an tÚdarás Comhionannais nó, sa Bhéarla, the Equality Authority uirthi agus déanfar tagairtí in aon achtachán nó doiciméad eile don Ghníomhaireacht um Chomhionannas Fostaíochta a fhorléiriú dá réir sin.
(2) Gach duine a bhí, díreach roimh an lá a thiocfaidh an t-alt seo i ngníomh, i seilbh oifige mar chathaoirleach na Gníomhaireachta nó mar ghnáthchomhalta den Ghníomhaireacht, scoirfidh sé nó sí de bheith i seilbh na hoifige an lá sin.
Feidhmeanna an Údaráis.
39.—Beidh ag an Údarás, i dteannta na bhfeidhmeanna a shanntar dó le haon fhoráil eile den Acht seo nó d'aon Acht eile, na feidhmeanna ginearálta seo a leanas:
(a) oibriú chun deireadh a chur le hidirdhealú i ndáil le fostaíocht;
(b) comhionannas deiseanna a chur chun cinn i ndáil leis na nithe lena mbaineann an tAcht seo;
(c) faisnéis a chur ar fáil don phobal maidir le hoibriú an Achta seo, an Achta um Chosaint Mháithreachais, 1994, agus an Achta um Shaoire Uchtaíoch, 1995, agus oibriú na nAchtanna sin a choinneáil faoi athbhreithniú agus, aon uair is dóigh leis gur gá é, tograí a chur faoi bhráid an Aire chun aon cheann de na hAchtanna sin a leasú; agus
(d) oibriú Acht na bPinsean, 1990, a choinneáil faoi athbhreithniú maidir leis an bprionsabal um chóir chomhionann agus, aon uair is dóigh leis gur gá é, tograí a chur faoi bhráid an Aire Gnóthaí Sóisialacha, Pobail agus Teaghlaigh chun an tAcht sin a leasú.
Pleananna Straitéiseacha.
40.—(1) A luaithe is indéanta tar éis d'alt 38 teacht i ngníomh agus ina dhiaidh sin laistigh de 6 mhí roimh gach dáta ar cothrom trí bliana an dáta a tháinig an t-alt sin i ngníomh é, déanfaidh an tÚdarás plean straitéiseach don tréimhse 3 bliana ina dhiaidh sin a ullmhú agus a chur faoi bhráid an Aire lena cheadú ag an Aire fara leasú nó gan leasú.
(2) Maidir le plean straitéiseach—
(a) is é a bheidh ann cuspóirí fíorthábhachtacha an Údaráis, a aschuir agus a straitéisí gaolmhara, lena n-áirítear úsáid acmhainní,
(b) ullmhófar é i bhfoirm agus ar mhodh a bheidh de réir aon ordachán arna n-eisiúint ag an Aire ó am go ham, agus
(c) tabharfar aird ann ar an ngá atá ann a chinntiú go mbainfear an úsáid is tairbhiúla, is éifeachtaí agus is éifeachtúla as acmhainní an Údaráis.
(3) Cuirfidh an tAire faoi deara, a luaithe is indéanta tar éis an plean straitéiseach a cheadú, cóip den phlean straitéiseach a leagan faoi bhráid gach Tí den Oireachtas.
Comhaltas.
41.—(1) Faoi réir fho-alt (2), is iad a bheidh ar an Údarás 12 chomhalta arna gceapadh ag an Aire (agus a gceapfar duine acu mar chathaoirleach air) ar fireannaigh 5 acu ar a laghad agus ar baineannaigh 5 acu ar a laghad.
(2) Ar feadh na 4 bliana díreach tar éis don Aire comhaltaí an Údaráis a cheapadh den chéad uair, is iad a bheidh ar an Údarás 12 chomhalta ar a mhéad arna gceapadh amhlaidh (ar cathaoirleach air duine amháin acu) agus, maidir leis na comhaltaí sin, seachas 2 dhuine acu, fireannaigh a bheidh ina leath ar a laghad agus baineannaigh a bheidh ina leath ar a laghad.
(3) Féadfaidh an tÚdarás gníomhú d'ainneoin aon fholúntais nó folúntas i measc a chuid comhaltaí.
An cathaoirleach.
42.—(1) Déanfar an cathaoirleach a cheapadh i gcáil lánaimseartha nó i gcáil pháirtaimseartha agus beidh sé nó sí i seilbh oifige ar feadh 4 bliana ar a mhéad ar cibé téarmaí agus coinníollacha a chinnfidh an tAire le toiliú an Aire Airgeadais.
(2) Íocfar leis an gcathaoirleach, as airgead a sholáthróidh an tOireachtas, cibé luach saothair agus cibé liúntais agus caiteachais a chinnfidh an tAire le toiliú an Aire Airgeadais.
(3) Féadfaidh an cathaoirleach éirí as an oifig sin tráth ar bith trí litir a bheidh dírithe chuig an Aire agus beidh éifeacht leis an éirí as ar an dáta a gheobhaidh an tAire an litir.
(4) Féadfaidh an tAire, tráth ar bith, an cathaoirleach a chur as oifig ar chúiseanna sonraithe.
Dícháilíocht.
43.—(1) Más rud é, i gcás duine ar cathaoirleach an Údaráis nó gnáthchomhalta den Údarás é nó í—
(a) go n-ainmneofar é nó í mar chomhalta de Sheanad Éireann,
(b) go dtoghfar é nó í mar chomhalta de cheachtar Teach den Oireachtas nó chun Parlaimint na hEorpa, nó
(c) go measfar, de bhun alt 19 den Acht um Thoghcháin do Pharlaimint na hEorpa, 1997, é nó í a bheith tofa chun Parlaimint na hEorpa chun folúntas a líonadh,
scoirfidh an duine, air sin, de bheith ina chathaoirleach nó ina cathaoirleach ar an Údarás nó ina ghnáthchomhalta nó ina gnáthchomhalta den Údarás.
(2) Duine a bheidh de thuras na huaire i dteideal faoi Bhuan-Orduithe ceachtar Tí den Oireachtas suí sa Teach sin nó is comhalta de Pharlaimint na hEorpa, beidh sé nó sí, fad a bheidh sé nó sí i dteideal amhlaidh nó ina chomhalta nó ina comhalta den sórt sin, dícháilithe chun bheith ina chathaoirleach nó ina cathaoirleach ar an Údarás nó ina ghnáthchomhalta nó ina gnáthchomhalta den Údarás.
(3) Beidh duine is comhalta den Údarás dícháilithe chun oifig a shealbhú agus scoirfidh sé nó sí d'oifig a shealbhú má bhreithnítear an duine sin ina fhéimheach nó ina féimheach nó má dhéanann sé nó sí imshocraíocht nó comhshocraíocht le creidiúnaithe nó, ar é nó í a chiontú ar díotáil ag cúirt dlínse inniúla, má ghearrtar príosúnacht air nó uirthi, nó má scoireann sé nó sí de ghnáthchónaí a bheith air nó uirthi sa Stát.
Gnáthchomhaltaí.
44.—(1) Maidir le gnáthchomhaltaí an Údaráis—
(a) beidh beirt acu, duine fireann agus duine baineann, ina ndaoine arna gceapadh ar iad a bheith ainmnithe ag cibé eagraíochtaí atá ionadaitheach d'fhostaithe agus is cuí leis an Aire,
(b) beidh beirt acu, duine fireann agus duine baineann, ina ndaoine arna gceapadh ar iad a bheith ainmnithe ag cibé eagraíochtaí atá ionadaitheach d'fhostóirí agus is cuí leis an Aire, agus
(c) is éard a bheidh sa líon eile cibé daoine ar dealraitheach don Aire go bhfuil eolas nó taithí acu ar na nithe seo a leanas—
(i) saincheisteanna tomhaltóirí, gnóthaí sóisialta nó comhionannais, lena n-áirítear saincheisteanna a bhaineann le taithí agus dálaí grúpaí atá faoi mhíbhuntáiste faoi threoir inscne, stádais pósta, stádais teaghlaigh, gnéaschlaonta, creidimh, aoise, míchumais, cine, datha, náisiúntachta, bunaidh eitnigh nó náisiúnta nó toisc gur den lucht siúil iad,
(ii) saincheisteanna a bhaineann le hearraí nó seirbhísí a chur ar fáil, nó
(iii) cibé ábhar eile (lena n-áirítear an dlí, airgeadas, bainistíocht nó riarachán) is dealraitheach don Aire a bheith iomchuí maidir leis na saincheisteanna lena mbaineann feidhmeanna an Údaráis.
(2) Beidh gach gnáthchomhalta den Údarás ina chomhalta nó ina comhalta páirtaimseartha agus, faoi réir an Achta seo, beidh sé nó sí i seilbh oifige ar feadh 4 bliana ar a mhéad ar cibé téarmaí agus coinníollacha a chinnfidh an tAire le toiliú an Aire Airgeadais.
(3) Féadfaidh an tAire tráth ar bith gnáthchomhalta den Údarás a chur as oifig ar chúiseanna sonraithe.
(4) Íocfar le gach gnáthchomhalta den Údarás, as airgead a sholáthróidh an tOireachtas, cibé caiteachais a cheadóidh an tAire le toiliú an Aire Airgeadais.
(5) Féadfaidh gnáthchomhalta den Údarás éirí as oifig mar chomhalta den sórt sin trí litir a bheidh dírithe chuig an Aire agus beidh éifeacht leis an éirí as ar an dáta a gheobhaidh an tAire an litir.
(6) Má tharlaíonn corrfholúntas i measc aon chomhaltaí den Údarás arna n-ainmniú mar a luaitear i bhfo-alt (1)(a) nó (b), iarrfaidh an tAire láithreach ar an eagraíocht a rinne an t-ainmniúchán lena mbaineann duine a ainmniú (ar duine den ghnéas céanna leis an iarchomhalta lena mbaineann é nó í) lena cheapadh nó lena ceapadh chun an folúntas a líonadh agus déanfaidh an tAire an duine a ainmneofar amhlaidh a cheapadh chun an folúntas a líonadh.
(7) I gcás go gceapfar duine mar chomhalta den Údarás chun corrfholúntas a líonadh, beidh an comhalta sin i seilbh oifige ar feadh a mbeidh fágtha de thréimhse oifige an duine a bhfuil a ionad nó a hionad mar chomhalta á ghlacadh aige nó aici.
Féadfar an cathaoirleach agus gnáthchomhaltaí a athcheapadh.
45.—Beidh cathaoirleach an Údaráis agus gnáthchomhalta den Údarás a rachaidh a dtéarma oifige in éag trí imeacht aimsire inathcheaptha mar chathaoirleach nó mar ghnáthchomhalta.
An leaschathaoirleach.
46.—(1) Ceapfaidh an tAire duine de ghnáthchomhaltaí an Údaráis mar leaschathaoirleach an Údaráis agus beidh d'fheidhm aige nó aici gníomhú mar chathaoirleach nuair nach mbeidh an cathaoirleach i láthair.
(2) Íocfar leis an leaschathaoirleach, as airgead a sholáthróidh an tOireachtas, cibé luach saothair agus cibé liúntais agus caiteachais a chinnfidh an tAire le toiliú an Aire Airgeadais.
Cruinnithe agus gnó.
47.—(1) Beidh ag an Údarás cibé cruinnithe agus cibé méid cruinnithe is gá chun a chuid feidhmeanna a chomhlíonadh agus faoi réir an Achta seo féadfaidh an tÚdarás socruithe a dhéanamh chun a chruinnithe agus a ghnó a sheoladh.
(2) Sna socruithe dá dtagraítear i bhfo-alt (1) féadfar, le ceadú an Aire, foráil a dhéanamh maidir le fochoiste de chuid an Údaráis do chomhlíonadh aon fheidhmeanna de chuid an Údaráis faoi stiúradh ginearálta an Údaráis.
(3) Féadfaidh an tAire dáta, am agus ionad a shocrú nó a cheadú don chéad chruinniú den Údarás a bheidh ann tar éis don fho-alt seo teacht i ngníomh.
(4) 5 chomhalta is córam do chruinniú den Údarás.
(5) Ag cruinniú den Údarás—
(a) is é nó is í an cathaoirleach, má bhíonn sé nó sí i láthair, a rachaidh i gceannas,
(b) mura mbeidh an cathaoirleach i láthair nó má bhíonn oifig an chathaoirligh folamh, rachaidh leaschathaoirleach an Údaráis i gceannas, agus
(c) má bhíonn agus fad a bheidh—
(i) an cathaoirleach as láthair nó oifig an chathaoirligh folamh, agus
(ii) leaschathaoirleach an Údaráis as láthair nó oifig an leaschathaoirligh folamh,
déanfaidh comhaltaí an Údaráis duine dá líon a roghnú le dul i gceannas ar an gcruinniú.
(6) Beidh vóta amháin ag cathaoirleach an Údaráis agus ag gach gnáthchomhalta den Údarás a bheidh ag freastal ar chruinniú den Údarás.
(7) Déanfar gach ceist ag cruinniú den Údarás a chinneadh le tromlach na vótaí a chaithfear ar an gceist agus, i gcás comhionannas vótaí, beidh an dara vóta nó vóta réitigh ag an duine a bheidh i gceannas ar an gcruinniú.
Coistí comhairleacha.
48.—(1) Féadfaidh an tÚdarás ó am go ham cibé coistí comhairleacha agus cibé líon coistí comhairleacha is cuí leis a cheapadh chun comhairle a thabhairt dó ar nithe a bhaineann lena fheidhmeanna, ar feadh cibé tréimhse agus faoi réir cibé téarmaí tagartha is dóigh leis is cuí.
(2) I gcás go mbeidh coiste comhairleach ceaptha ag an Údarás, déanfaidh an tÚdarás duine de chomhaltaí an choiste a cheapadh mar chomhalta ceannais agus duine eile mar leaschomhalta ceannais a ghníomhóidh nuair a bheidh an comhalta ceannais as láthair.
(3) Íocfar le comhalta ceannais coiste chomhairligh, as airgead a bheidh faoina réir ag an Údarás, cibé táille a cheadóidh an tAire le toiliú an Aire Airgeadais i leith freastail ar chruinnithe den choiste.
(4) Íocfar le gach comhalta de choiste comhairleach, as airgead a bheidh faoina réir ag an Údarás, cibé liúntas a cheadóidh an tAire le toiliú an Aire Airgeadais i leith caiteachas a thabhóidh an comhalta.
Príomh-Oifigeach Feidhmiúcháin.
49.—(1) Beidh príomhoifigeach feidhmiúcháin an Údaráis ann (ar a dtabharfar, agus dá ngairtear san Acht seo, an “Príomh-Oifigeach Feidhmiúcháin”).
(2) Déanfaidh an Príomh-Oifigeach Feidhmiúcháin foireann, riarachán agus gnó an Údaráis a bhainistiú agus a rialú i gcoitinne agus comhlíonfaidh sé nó sí cibé feidhmeanna eile a thabharfar dó nó di leis an Acht seo nó faoi, nó a chinnfidh an tÚdarás.
(3) Beidh an Príomh-Oifigeach Feidhmiúcháin freagrach don Údarás as a fheidhmeanna nó a feidhmeanna a chomhlíonadh agus as beartais an Údaráis a chur i ngníomh.
(4) Cuirfidh an Príomh-Oifigeach Feidhmiúcháin ar fáil don Údarás cibé faisnéis, lena n-áirítear faisnéis airgeadais, i ndáil le comhlíonadh a fheidhmeanna nó a feidhmeanna a cheanglóidh an tÚdarás ó am go ham.
(5) Féadfaidh cibé comhalta d'fhoireann an Údaráis a bheidh údaraithe ag an bPríomh-Oifigeach Feidhmiúcháin cibé feidhmeanna de chuid an Phríomh-Oifigigh Feidhmiúcháin a shonróidh sé nó sí ó am go ham a chomhlíonadh, le toiliú an Údaráis.
(6) Féadfaidh cibé comhalta d'fhoireann an Údaráis a bheidh ainmnithe ó am go ham ag an Údarás chun na críche sin feidhmeanna an Phríomh-Oifigigh Feidhmiúcháin a chomhlíonadh le linn don Phríomh-Oifigeach Feidhmiúcháin a bheith as láthair nó nuair a bheidh post an Phríomh-Oifigigh Feidhmiúcháin folamh.
(7) Is é nó is í an tAire a cheapfaidh an chéad Phríomh-Oifigeach Feidhmiúcháin agus féadfaidh an tAire é nó í a chur as oifig tráth ar bith; is é an tÚdarás, le toiliú an Aire, a cheapfaidh gach Príomh-Oifigeach Feidhmiúcháin ina dhiaidh sin (lena n-áirítear aon duine a athcheapfar mar Phríomh-Oifigeach Feidhmiúcháin) agus féadfaidh an tÚdarás, le toiliú an Aire, é nó í a chur as oifig tráth ar bith.
Cuntasacht an Phríomh-Oifigigh Feidhmiúcháin.
50.—(1) Déanfaidh Príomh-Oifigeach Feidhmiúcháin an Údaráis, tráth ar bith a cheanglóidh an Coiste de Dháil Éireann a bheidh bunaithe faoi Bhuan-Orduithe Dháil Éireann chun scrúdú a dhéanamh ar na cuntais leithreasa agus ar thuarascálacha an Ard-Reachtaire Cuntas agus Ciste agus chun tuarascáil a thabhairt do Dháil Éireann ar an gcéanna, fianaise a thabhairt don Choiste sin—
(a) ar rialtacht agus cuibheas na n-idirbheart a bheidh taifeadta, nó a cheanglaítear a thaifeadadh, in aon leabhar nó taifead eile cuntais atá faoi réir a iniúchta ag an Ard-Reachtaire Cuntas agus Ciste agus a bhfuil ceangal ar an bPríomh-Oifigeach Feidhmiúcháin nó ar an Údarás le reacht nó faoi reacht é a ullmhú,
(b) ar bharainneacht agus éifeachtúlacht an Údaráis ó thaobh a chuid acmhainní a úsáid,
(c) ar na córais, na nósanna imeachta agus na cleachtais a úsáideann an tÚdarás chun éifeachtacht a oibríochtaí a mheas, agus
(d) ar aon ní a fhearann ar an Údarás agus dá dtagraítear i dtuarascáil speisialta ón Ard-Reachtaire Cuntas agus Ciste faoi alt 11(2) d'Acht an Ard-Reachtaire Cuntas agus Ciste (Leasú), 1993, nó in aon tuarascáil eile ón Ard-Reachtaire Cuntas agus Ciste (a mhéid a bhainfidh sé le ní a shonraítear i mír (a), (b) nó (c)) a leagtar faoi bhráid Dháil Éireann.
(2) I gcomhlíonadh dualgas faoin alt seo, ní cheisteoidh an Príomh-Oifigeach Feidhmiúcháin tuillteanas aon bheartais de chuid an Rialtais nó de chuid Aire den Rialtas nó tuillteanas cuspóirí beartas den sórt sin ná ní thabharfaidh sé nó sí tuairim ar an tuillteanas sin.
Foireann.
51.—(1) Féadfaidh an tAire, tar éis dul i gcomhairle leis an Údarás, cibé líon daoine a cheadóidh an tAire Airgeadais a cheapadh chun bheith ina gcomhaltaí d'fhoireann an Údaráis.
(2) Déanfaidh an tAire, tar éis dul i gcomhairle leis an Údarás agus le toiliú an Aire Airgeadais, gráid foirne an Údaráis agus an líon foirne i ngach grád a chinneadh.
(3) Maidir le gach ceapachán faoin alt seo nó faoi alt 49,, beidh sé—
(a) ar cibé téarmaí a chinnfidh an tAire le toiliú an Aire Airgeadais, agus beidh sé faoi réir Acht Choimisinéirí na Stát-Sheirbhíse, 1956, agus Achtanna Rialaithe na Státseirbhíse, 1956 go 1996, nó
(b) ar cibé téarmaí agus coinníollacha eile a chinnfidh an tÚdarás agus a cheadóidh an tAire le toiliú an Aire Airgeadais.
Séala an Údaráis.
52.—(1) Soláthróidh an tÚdarás séala dó féin a bheidh fíordheimhnithe ag an gcathaoirleach nó ag comhalta éigin eile den Údarás a bheidh údaraithe ag an Údarás chun gníomhú thar a cheann agus le síniú oifigigh de chuid an Údaráis a bheidh údaraithe aige chun gníomhú chuige sin.
(2) Tabharfar aird bhreithiúnach ar shéala an Údaráis agus beidh aon doiciméad a bheidh séalaithe leis an séala inghlactha i bhfianaise.
Cuntais agus iniúchtaí.
53.—(1) Déanfaidh an Príomh-Oifigeach Feidhmiúcháin, tar éis comhaontú an Údaráis a fháil—
(a) meastacháin ar ioncam agus ar chaiteachas a chur faoi bhráid an Aire i cibé foirm, i leith cibé tréimhsí agus ag cibé tráthanna a cheanglóidh an tAire, agus
(b) aon fhaisnéis a éileoidh an tAire i ndáil leis na meastacháin sin a thabhairt don Aire, lena n-áirítear tograí agus pleananna todhchaí i ndáil le comhall a fheidhmeanna ag an Údarás thar thréimhse blianta.
(2) Cuirfidh an Príomh-Oifigeach Feidhmiúcháin, faoi stiúradh an Údaráis, faoi deara go gcoimeádfar na leabhair nó na taifid chuntais eile go léir is cuí agus is gnách—
(a) ar ioncam agus caiteachas uile an Údaráis,
(b) ar fhoinsí an ioncaim sin agus ar ábhar an chaiteachais sin, agus
(c) ar mhaoin, ar shócmhainní agus ar dhliteanais an Údaráis,
agus coimeádfaidh sé no sí na cuntais speisialta sin go léir a n-ordóidh an tAire nó an tÚdarás, le toiliú an Aire, ó am go ham iad a choimeád, agus tabharfaidh sé nó sí cuntas don Údarás ina leith.
(3) Is í bliain airgeadais an Údaráis an tréimhse 12 mhí dar críoch an 31ú lá de Nollaig in aon bhliain.
(4) Aon uair a iarrfaidh an tAire amhlaidh, ceadóidh an tÚdarás, an Príomh-Oifigeach Feidhmiúcháin agus oifigigh eile an Údaráis d'aon duine a bheidh ceaptha ag an Aire chun leabhair nó taifid chuntais eile an Údaráis a scrúdú i leith aon bhliana airgeadais nó tréimhse eile agus éascóidh siad aon scrúdú den sórt sin, agus íocfaidh an tÚdarás cibé táille ina leith sin a shocróidh an tAire.
(5) Maidir le cuntais an Údaráis do gach bliain airgeadais—
(a) ullmhófar iad i cibé foirm agus modh a shonróidh an tAire, agus
(b) ullmhóidh an Príomh-Oifigeach Feidhmiúcháin iad agus ceadóidh an tÚdarás iad a luaithe is indéanta ach tráth nach déanaí ná 3 mhí tar éis dheireadh na bliana airgeadais lena mbaineann siad chun iad a chur faoi bhráid an Ard-Reachtaire Cuntas agus Ciste lena n-iniúchadh,
agus déanfar cóip de na cuntais agus de thuarascáil an iniúchóra orthu a thíolacadh a luaithe is indéanta don Údarás agus don Aire.
(6) Cuirfidh an tAire faoi deara cóip de na cuntais agus de thuarascáil an iniúchóra dá dtagraítear i bhfo-alt (5) a leagan faoi bhráid gach Tí den Oireachtas.
Tuarascáil bhliantúil agus faisnéis a chur ar fáil don Aire.
54.—(1) Déanfaidh an tÚdarás, laistigh de 6 mhí ó thosach gach bliana féilire, tuarascáil a thabhairt don Aire ar ghníomhaíochtaí an Údaráis i leith na bliana féilire roimhe sin, nó i gcás na chéad bhliana féilire ar tháinig alt 38 i ngníomh lena linn, i leith an chuid sin den bhliain féilire a raibh alt 38 i ngníomh lena linn.
(2) Áireofar i dtuarascáil faoi fho-alt (1) faisnéis maidir le comhlíonadh fheidhmeanna an Údaráis le linn na tréimhse lena mbaineann an tuarascáil agus, gan dochar do ghinearáltacht an mhéid sin roimhe seo, áireofar sa tuarascáil—
(a) cuntas ar aon athbhreithniú comhionannais a rinneadh sa tréimhse sin,
(b) cibé faisnéis is dóigh leis an Údarás is cuí maidir le cur i ngníomh pleananna gníomhaíochta comhionannais sa tréimhse sin, agus
(c) cibé faisnéis eile i cibé foirm is cuí leis an Údarás nó a ordóidh an tAire.
(3) Tabharfaidh an tÚdarás don Aire, má iarrann an tAire amhlaidh, cibé faisnéis a iarrfaidh an tAire—
(a) maidir le haon ní a bhaineann le beartas agus gníomhaíochtaí an Údaráis i gcoitinne,
(b) maidir le haon ní nó cuntas sonrach arna ullmhú aige, nó
(c) maidir le haon tuarascáil a shonraítear i bhfo-alt (1),
agus is é nó is í an Príomh-Oifigeach Feidhmiúcháin, ag gníomhú dó nó di faoi údarás ginearálta an Údaráis, a thabharfaidh an fhaisnéis.
(4) Cuirfidh an tAire faoi deara cóip de gach tuarascáil faoi fho-alt (1) a leagan faoi bhráid gach Tí den Oireachtas.
(5) I bhfo-alt (2), tá le “athbhreithniú comhionannais” agus “plean gníomhaíochta comhionannais” na bríonna céanna atá leo i gCuid VI.
Deontais agus cumhachtaí airgead a fháil ar iasacht.
55.—(1) I ngach bliain airgeadais féadfar deontas, de cibé méid a cheadóidh an tAire le toiliú an Aire Airgeadais, a íoc leis an Údarás as airgead a sholáthróidh an tOireachtas faoi chomhair chaiteachais an Údaráis i gcomhlíonadh a fheidhmeanna.
(2) Féadfaidh an tÚdarás, le toiliú an Aire arna thabhairt le comhthoiliú an Aire Airgeadais, cibé suimeanna airgid a theastóidh uaidh d'fhonn soláthar do chaiteachas reatha a fháil ar iasacht go sealadach.
Cóid chleachtais.
56.—(1) Féadfaidh an tÚdarás nó, má iarrann an tAire air déanamh amhlaidh, déanfaidh sé, dréachtchóid chleachtais a ullmhú lena gcur faoi bhráid an Aire ar mhaithe le ceachtar de na haidhmeanna seo a leanas nó ar mhaithe leo araon:
(a) deireadh a chur le hidirdhealú i bhfostaíocht;
(b) comhionannas deiseanna i bhfostaíocht a chur chun cinn.
(2) Sula ndéanfaidh sé dréachtchód cleachtais a chur faoi bhráid an Aire faoi fho-alt (1), rachaidh an tÚdarás i gcomhairle le cibé Aire eile den Rialtas nó le cibé duine nó comhlacht eile is cuí leis an Údarás nó a ordóidh an tAire.
(3) Tar éis dréachtchód cleachtais a bheith curtha faoi bhráid an Aire faoi fho-alt (1), féadfaidh sé nó sí a dhearbhú le hordú—
(a) gur cód cleachtais ceadaithe chun críocha an Achta seo an dréacht, nó
(b) gur cód cleachtais ceadaithe chun críocha an Achta seo an dréacht, arna leasú ag an Aire tar éis dul i gcomhairle leis an Údarás,
agus, in ordú faoin bhfo-alt seo, leagfar amach téacs an chóid cleachtais cheadaithe lena mbaineann sé.
(4) Beidh cód cleachtais ceadaithe inghlactha i bhfianaise agus, má dhealraíonn sé gurb iomchuí aon fhoráil den chód maidir le haon cheist a éiríonn in aon imeachtaí coiriúla nó imeachtaí eile, cuirfear i gcuntas í le linn an cheist sin a bheith á cinneadh; agus chun na críche seo folaíonn “imeachtaí”, i dteannta imeachtaí os comhair cúirte agus faoi Chuid VII, imeachtaí os comhair na Cúirte Oibreachais, os comhair an Choimisiúin um Chaidreamh Oibreachais, os comhair an Bhinse Achomhairc Fostaíochta, os comhair an Stiúrthóra agus os comhair coimisinéara um chearta.
(5) Féadfaidh an tAire, le hordú, tar éis dul i gcomhairle leis an Údarás, cód cleachtais ceadaithe a chúlghairm nó a leasú.
(6) Gach ordú a dhéanfar faoi fho-alt (3) nó (5) leagfar é faoi bhráid gach Tí den Oireachtas a luaithe is féidir tar éis a dhéanta agus má dhéanann ceachtar Teach acu sin, laistigh den 21 lá a shuífidh an Teach sin tar éis an t-ordú a leagan faoina bhráid, rún a rith ag neamhniú an ordaithe, beidh an t-ordú ar neamhní dá réir sin ach sin gan dochar do bhailíocht aon ní a rinneadh roimhe sin faoin ordú.
Taighde agus faisnéis.
57.—(1) Féadfaidh an tÚdarás cibé taighde a ghabháil de láimh nó a urrú, agus cibé gníomhaíochtaí a bhaineann le leathadh faisnéise a ghabháil de láimh nó a urrú, a mheasfaidh sé is gá agus is dealraitheach a bheith fóirsteanach chun aon cheann dá fheidhmeanna a chomhlíonadh.
(2) Féadfaidh an tÚdarás muirir a ghearradh as aon seirbhísí a chuirfidh sé ar fáil faoi fho-alt (1).
(3) D'fhonn cabhrú leis i gcomhlíonadh a fheidhmeanna faoin alt seo, féadfaidh an tÚdarás, le ceadú an Aire, aon duine nó daoine a fhostú ag a bhfuil cáilíochtaí a bhaineann leis na feidhmeanna sin i dtuairim an Údaráis.
Fiosrúcháin ag an Údarás
Fiosrúcháin.
58.—(1) Faoi réir fho-alt (4), féadfaidh an tÚdarás, chun aon chríche a bhaineann le comhlíonadh a fheidhmeanna, fiosrúchán a sheoladh, agus déanfaidh sé amhlaidh má éilíonn an tAire é.
(2) Féadfaidh—
(a) comhalta den Údarás, nó
(b) comhalta dá fhoireann a bheidh údaraithe chun na críche sin ag an Údarás, nó
(c) duine a bheidh fostaithe go cuí faoi fho-alt (3) agus a bheidh údaraithe chun na críche sin ag an Údarás, nó
(d) níos mó ná duine amháin, ar duine lena mbaineann mír (a), (b) nó (c) gach duine acu,
fiosrúchán a sheoladh agus, chun críocha an fhiosrúcháin, beidh feidhmeanna uile an Údaráis ag an duine nó ag na daoine a bheidh ag seoladh an fhiosrúcháin.
(3) Chun críocha fiosrúcháin a ndéantar foráil dó leis an alt seo, féadfaidh an tÚdarás, le ceadú an Aire, duine amháin nó níos mó a fhostú ag a bhfuil cáilíochtaí atá, i dtuairim an Údaráis, iomchuí maidir le seoladh an fhiosrúcháin.
(4) Ní dhéanfaidh an tÚdarás fiosrúchán a sheoladh go dtí—
(a) go mbeidh téarmaí tagartha don fhiosrúchán ceaptha ag an Údarás nó, más fiosrúchán é a d'éiligh an tAire, ag an Aire tar éis dul i gcomhairle leis an Údarás, agus
(b) go mbeidh fógra á rá go bhfuil sé ar intinn aige an fiosrúchán a sheoladh tugtha ag an Údarás—
(i) trína fhoilsiú i nuachtán laethúil amháin ar a laghad a scaiptear go forleathan sa Stát, nó
(ii) i gcás ina bhfuil tagairt do dhuine sonraithe sna téarmaí tagartha, trí chóip den fhógra a chur ar fáil i scríbhinn don duine.
Faisnéis etc. a fháil chun críocha fiosrúcháin.
59.—(1) Féadfaidh an tÚdarás, chun críocha fiosrúcháin faoi alt 58, gach ní nó aon ní díobh seo a leanas a dhéanamh:
(a) a cheangal ar aon duine, trí fhógra arna sheachadadh ar an duine sin, cibé faisnéis a shonróidh an tÚdarás san fhógra agus a éileoidh sé chun críche an fhiosrúcháin a chur ar fáil don Údarás;
(b) a cheangal ar aon duine, trí fhógra arna sheachadadh ar an duine sin, aon doiciméad a shonrófar san fhógra, agus atá faoi chumhacht nó faoi rialú an duine sin, a thabhairt ar aird don Údarás nó a chur chuige;
(c) finnéithe a thoghairm, trí fhógra arna sheachadadh orthu, chun freastal os comhair an Údaráis;
(d) finnéithe a chur faoi mhionn agus faoi dhearbhasc agus finnéithe a bheidh ag freastal os comhair an Údaráis a cheistiú.
(2) Ní mheasfar fógra a bheith seachadta ar dhuine chun críocha aon mhíre d'fho-alt (1) mura ndéantar é a sheachadadh ar an duine—
(a) go pearsanta, nó
(b) leis an bpost cláraithe,
agus déanfaidh comhalta amháin ar a laghad den Údarás an fógra a shíniú.
(3) Ní dhéanfar aon fhógra faoi fho-alt (1) a sheachadadh mura rud é—
(a) go bhfuil toiliú an Aire leis an seachadadh faighte ag an Údarás, nó
(b) go gcreideann an tÚdarás maidir le duine a bheidh ainmnithe sna téarmaí tagartha don fhiosrúchán lena mbaineann an fógra—
(i) go bhfuil idirdhealú déanta nó á dhéanamh aige nó aici,
(ii) go bhfuil alt 8(4), 10 nó 14 sáraithe nó á shárú aige nó aici, nó
(iii) go bhfuil mainneachtain déanta nó á déanamh aige nó aici clásal comhionannais nó téarma luach saothair chomhionainn a chomhlíonadh.
(4) Féadfaidh an tÚdarás cibé íocaíochtaí i leith caiteachas cothaithe agus taistil a chinnfidh an tAire, le toiliú an Aire Airgeadais, a dhéanamh le duine a fhreastalóidh os a chomhair mar fhinné.
Cionta a bhaineann le fiosrúcháin etc.
60.—(1) Gach duine—
(a) a mhainneoidh nó a dhiúltóidh faisnéis a chur ar fáil don Údarás, ar faisnéis í a éileoidh an tÚdarás agus a shonrófar i bhfógra faoi alt 59(1)(a),
(b) a mhainneoidh nó a dhiúltóidh aon doiciméad atá faoi chumhacht nó faoi rialú an duine sin a thabhairt ar aird don Údarás nó a chur chuige, mar a cheanglaítear trí fhógra faoi alt 59(1)(b),
(c) a mhainneoidh nó a dhiúltóidh freastal os comhair an Údaráis, ar é nó í a thoghairm go cuí mar fhinné trí fhógra faoi alt 59(1)(c),
(d) a dhiúltóidh, agus é nó í i láthair mar fhinné os comhair an Údaráis, mionn nó dearbhasc a ghlacadh nuair a cheanglóidh an tÚdarás air nó uirthi déanamh amhlaidh nó a dhiúltóidh freagra a thabhairt ar aon cheist a gceanglóidh an tÚdarás air nó uirthi freagra a thabhairt uirthi, nó
(e) a dhéanfaidh aon ní ar díspeagadh cúirte a bheadh ann dá mba chúirt bhreithiúnais an tÚdarás le cumhacht duine a chimiú mar gheall ar dhíspeagadh cúirte,
beidh sé nó sí ciontach i gcion.
(2) Féadfaidh an chúirt a chiontóidh duine i gcion faoi mhír (a), (b) nó (c) d'fho-alt (1) a cheangal ar an duine an fógra dá dtagraítear sa mhír sin a chomhlíonadh.
(3) Beidh aon duine ar ar seachadadh fógra faoi alt 59(1)(a) agus—
(a) a dhéanfaidh ráiteas bréagach le linn faisnéis a shonraítear san fhógra a chur ar fáil don Údarás, nó
(b) a dhéanfaidh doiciméad a shonraítear san fhógra a athrú, a choinneáil siar, a cheilt nó a dhíothú,
ciontach i gcion.
Moltaí a éiríonn as fiosrúcháin agus tuarascálacha ar fhiosrúcháin.
61.—(1) Tar éis dó fiosrúchán faoi alt 58 a sheoladh, nó i gcúrsa an fhiosrúcháin sin, féadfaidh an tÚdarás moltaí a éireoidh as an bhfiosrúchán a dhéanamh d'aon duine, lena n-áirítear an tAire, d'fhonn ceachtar d'fheidhmeanna ginearálta an Údaráis a shonraítear i míreanna (a) agus (b) d'alt 39, nó iad araon, a chur chun cinn.
(2) A luaithe is indéanta tar éis dó fiosrúchán faoi alt 58 a sheoladh, ullmhóidh an tÚdarás nó cuirfidh sé faoi deara go n-ullmhófar tuarascáil ar an bhfiosrúchán agus beidh aon chinntí de chuid an Údaráis ag éirí as an bhfiosrúchán san áireamh sa tuarascáil.
(3) I gcás gur fiosrúchán a d'éiligh an tAire an fiosrúchán faoi alt 58, cuirfear cóip den tuarascáil faoi fho-alt (2) chuig an Aire a luaithe is indéanta tar éis í a ullmhú.
(4) A luaithe is indéanta—
(a) tar éis tuarascáil faoi fho-alt (2) a ullmhú, ar tuarascáil í nach gceanglaítear í a chur chuig an Aire faoi fho-alt (3), cuirfidh an tÚdarás faoi deara, nó
(b) tar éis cóip de thuarascáil a cuireadh chuig an Aire faoi fho-alt (3) a fháil, cuirfidh an tAire faoi deara,
an tuarascáil a fhoilsiú nó a chur ar fáil ar shlí eile agus tabharfaidh sé nó sí fógra don phobal maidir leis an tuarascáil a bheith foilsithe nó ar fáil.
(5) Aon fhaisnéis a gheobhaidh an tÚdarás i bhfeidhmiú a chumhachtaí faoi alt 59 maidir le haon eagraíocht nó duine nó maidir leis an ngnó atá á sheoladh ag aon eagraíocht nó duine, ar faisnéis í nach bhfuil ar fáil ar shlí eile—
(a) ní chuirfear i dtuarascáil faoin alt seo í gan toiliú ón eagraíocht nó ón duine lena mbaineann, mura mbeadh sé ar neamhréir le dualgais an Údaráis agus le cuspóir na tuarascála gan an fhaisnéis sin a bheith inti, agus
(b) ní dhéanfaidh aon duine a bhfuil baint aige nó aici le haon imeachtaí coiriúla nó imeachtaí eile faoin Acht seo í a nochtadh, gan an toiliú sin.
Fógraí neamhidirdhealúcháin.
62.—(1) I gcás gur deimhin leis an Údarás. le linn dó nó tar éis dó fiosrúchán a sheoladh, maidir le haon duine—
(a) go bhfuil idirdhealú déanta nó á dhéanamh aige nó aici,
(b) go bhfuil alt 8(4), 10 nó 14 sáraithe nó á shárú aige nó aici, nó
(c) go bhfuil mainneachtain déanta nó á déanamh aige nó aici clásal comhionannais nó téarma luach saothair chomhionainn a chomhlíonadh,
féadfaidh an tÚdarás fógra neamh-idirdhealúcháin a sheirbheáil ar an duine sin, trína sheachadadh ar an duine sin go pearsanta nó leis an bpost cláraithe.
(2) I gcás go mbeartaíonn an tÚdarás fógra neamhidirdhealúcháin a sheirbheáil ar aon duine, déanfaidh sé, sula seirbheálfar an fógra, fógra i scríbhinn a thabhairt don duine á rá go bhfuil beartaithe aige déanamh amhlaidh.
(3) I bhfógra faoi fho-alt (2) á rá go bhfuil sé beartaithe fógra neamh-idirdhealúcháin a sheirbheáil—
(a) sonrófar an gníomh nó an neamhghníomh arb é an t-idirdhealú, an sárú nó an mhainneachtain é dá dtagraítear i bhfo-alt (1) agus lena mbaineann an fógra, agus
(b) cuirfear in iúl don duine lena mbaineann go bhfuil an ceart aige nó aici uiríll a dhéanamh chun an Údaráis de réir fho-alt (4).
(4) Féadfaidh duine a mbeidh fógra faoi fho-alt (2) faighte aige nó aici, laistigh de 28 lá ó dháta an fhógra a fháil, uiríll a dhéanamh chun an Údaráis i dtaobh a bhfuil beartaithe ag an Údarás, agus i gcás ina ndéanfar uiríll den sórt sin, breithneoidh an tÚdarás iad sula seirbheálfaidh sé fógra neamh-idirdhealúcháin ar an duine.
(5) I bhfógra neamh-idirdhealúcháin—
(a) sonrófar an gníomh nó an neamhghníomh arb é an t-idirdhealú, an sárú nó an mhainneachtain é dá dtagraítear i bhfo-alt (1) agus lena mbaineann an fógra neamh-idirdhealúcháin,
(b) ceanglófar ar an duine ar a seirbheálfar é gan an gníomh nó an neamhghníomh arb é an t-idirdhealú nó an sárú é a dhéanamh nó, más cuí, an clásal comhionannais nó an téarma luach saothair chomhionainn a chomhlíonadh,
(c) sonrófar, i gcás idirdhealú, na bearta a cheanglaíonn an tÚdarás ar an duine ar a seirbheálfar é a dhéanamh le nach ndéanfaidh sé nó sí an t-idirdhealú,
(d) ceanglófar ar an duine ar a seirbheálfar é, laistigh de thréimhse a bheidh sonraithe san fhógra neamhidirdhealúcháin, a chur in iúl don Údarás agus d'aon daoine eile a bheidh sonraithe amhlaidh cad iad na bearta atá déanta chun an fógra a chomhlíonadh, agus
(e) ceanglófar ar an duine ar a seirbheálfar é, laistigh de thréimhse a bheidh sonraithe san fhógra neamhidirdhealúcháin, aon fhaisnéis bhreise a bheidh sonraithe amhlaidh a chur ar fáil don Údarás.
Achomharc in aghaidh fógra neamhidirdhealúcháin.
63.—(1) Féadfaidh duine ar ar seirbheáladh fógra neamhidirdhealúcháin achomharc a dhéanamh chun na Cúirte Oibreachais, 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 ina mbeidh an Chúirt Oibreachais 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 ina ndaingneoidh an Chúirt Oibreachais fógra neamhidirdhealúcháin, tiocfaidh an fógra, arna dhaingniú amhlaidh go hiomlán nó go páirteach, i ngníomh cibé dáta a shocróidh sí.
(5) I gcás ina gceadóidh an Chúirt Oibreachais 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 neamhidirdhealúcháin.
64.—Coimeádfaidh agus cothabhálfaidh an tÚdarás clár de gach fógra neamh-idirdhealúcháin a bheidh tagtha i ngníomh agus beidh an clár ar oscailt lena iniúchadh ag aon duine gach tráth réasúnach.
Urghairí mar gheall ar mhainneachtain fógra neamhidirdhealúcháin a chomhlíonadh.
65.—(1) Faoi réir fho-alt (2), féadfaidh an Ard-Chúirt nó an Chúirt Chuarda, ar fhoriarratas ón Údarás, urghaire a dheonú chun cosc a chur le hidirdhealú, de chineál a bheidh sonraithe san ordú ón gcúirt lena mbaineann, ag duine a bheidh sonraithe amhlaidh.
(2) Tá feidhm ag fo-alt (1) maidir le cás ina ndeimhneoidh an tÚdarás don Ard-Chúirt nó don Chúirt Chuarda, de réir mar a bheidh, sa tréimhse 5 bliana dar tosach an dáta a tháinig fógra neamh-idirdhealúcháin i ngníomh, gur dóigh go ndéanfaidh an duine ar ar seirbheáladh an fógra tuilleadh idirdhealaithe, sáraithe nó mainneachtana dá dtagraítear in alt 62(1).
(3) Maidir leis an dlínse a thugtar don Chúirt Chuarda leis an alt seo, is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an duine ar ar seirbheáladh an fógra neamh-idirdhealúcháin, nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
Cion a bhaineann le mainneachtain fógra neamhidirdhealúcháin a chomhlíonadh.
66.—Aon duine ar a seirbheálfar fógra neamh-idirdhealúcháin agus, aon tráth laistigh den tréimhse 5 bliana dar tosach an dáta a thiocfaidh an fógra i ngníomh, nach gcomhlíonfaidh an fógra, beidh sé nó sí ciontach i gcion.
Cúnamh ón Údarás i dtaca le tarchuir áirithe.
67.—(1) Aon duine a mheasfaidh—
(a) go bhfuil idirdhealú dírithe i gcoinne an duine ag duine eile, nó
(b) go ndearnadh dochar dó nó di mar thoradh ar mhainneachtain nó diúltú ag duine eile—
(i) clásal comhionannais nó téarma luach saothair chomhionainn a chomhlíonadh, nó
(ii) breith, ordú nó cinneadh faoin gCuid seo nó socraíocht idirghabhála faoi alt 78 a chur i ngníomh,
féadfaidh sé nó sí iarraidh a dhéanamh chuig an Údarás ar chúnamh chun imeachtaí a thionscnamh a bhforáiltear do shásamh ina leith faoin Acht seo.
(2) I gcás inar deimhin leis an Údarás, tar éis dó iarraidh faoi fho-alt (1) a bhreithniú, go n-éiríonn ceist thábhachtach prionsabail sa chás lena mbaineann an iarraidh, nó gur dealraitheach don Údarás nach bhfuil sé réasúnach a bheith ag súil go bhféadfadh an duine a dhéanfaidh an iarraidh an cás a thíolacadh go leormhaith gan chúnamh, féadfaidh an tÚdarás, dá rogha féin agus ag céim ar bith, cúnamh a thabhairt don duine—
(a) chun an tarchur nó an t-iarratas a dhéanamh, agus
(b) in aon imeachtaí a thig nó a éiríonn as an tarchur nó as an iarratas.
(3) Is i cibé foirm is cuí leis an Údarás, dá rogha féin, a bheidh cúnamh faoin alt seo.
(4) Maidir le haon fheidhm de chuid an Údaráis faoin alt seo, féadfaidh oifigeach de chuid an Údaráis dá dtarmligfear an fheidhm í a fheidhmiú agus féadfaidh aon tarmligean den sórt sin critéir nó treoirlínte eile a shonrú ar faoina dtreoir a mheasfaidh an tÚdarás is cóir an fheidhm tharmligthe a fheidhmiú.
CUID VI
Athbhreithnithe agus Pleananna Gníomhaíochta Comhionannais agus Athbhreithniú ar Reachtaíocht
Míniú (Cuid VI).
68.—Sa Chuid seo ciallaíonn “fógra substainteach” fógra faoi fho-alt (1) nó (2) d'alt 70 nó fógra den sórt sin arna dhaingniú (fara leasú nó gan leasú) ag an gCúirt Oibreachais faoi alt 71(3).
Athbhreithnithe agus pleananna gníomhaíochta comhionannais.
69.—(1) Chun críocha na Coda seo, is éard is athbhreithniú comhionannais ann—
(a) iniúchadh ar an leibhéal comhionannais deiseanna atá ann i bhfostaíocht i ngnó áirithe, i ngrúpa gnóthaí nó sna gnóthaí atá i dtionscal áirithe nó in earnáil de thionscal áirithe, agus
(b) scrúdú ar chleachtais, ar nósanna imeachta agus ar thosca iomchuí eile (lena n-áirítear timpeallacht oibre) na fostaíochta sin, atá san fhostaíocht sin agus atá ábhartha maidir léi, chun a chinneadh an bhfuil na cleachtais, na nósanna imeachta nó na tosca eile sin ag cabhrú le comhionannas deiseanna san fhostaíocht sin a chur chun cinn.
(2) Chun críocha na Coda seo, is éard is plean gníomhaíochta comhionannais ann clár gníomhartha atá le gabháil de láimh i bhfostaíocht i ngnó nó i ngnóthaí ar mhaithe le comhionannas deiseanna san fhostaíocht sin a chur chun cinn.
(3) Féadfaidh an tÚdarás a iarraidh ar ghnó áirithe, ar ghrúpa gnóthaí nó ar na gnóthaí atá i dtionscal áirithe nó in earnáil de thionscal áirithe ceachtar de na nithe seo a leanas nó iad araon a dhéanamh:
(a) athbhreithniú comhionannais a dhéanamh i ndáil lena gcuid gnó nó lena gcuid gnóthaí;
(b) plean gníomhaíochta comhionannais a ullmhú agus a chur i ngníomh i leith an ghnó sin nó na ngnóthaí sin.
(4) Féadfaidh an tÚdarás é féin, más cuí leis é, athbhreithniú comhionannais a dhéanamh agus plean gníomhaíochta comhionannais a ullmhú i ndáil le gnó áirithe, le grúpa gnóthaí nó leis na gnóthaí atá i dtionscal áirithe nó in earnáil de thionscal áirithe; agus, d'fhonn cabhrú le hiniúchadh nó scrúdú den sórt dá dtagraítear i bhfo-alt (1) a sheoladh, féadfaidh an tÚdarás, le ceadú an Aire, duine amháin nó níos mó a fhostú ag a bhfuil cáilíochtaí a bhaineann leis an scrúdú sin i dtuairim an Údaráis.
(5) Níl feidhm ag na cumhachtaí a thugtar le fo-alt (4) i ndáil le haon ghnó a bhfuil níos lú ná 50 fostaí ann (agus, dá réir sin, aon tagairtí do ghrúpa gnóthaí nó do na gnóthaí atá i dtionscal áirithe nó in earnáil de thionscal áirithe, ní fholaíonn siad gnó den sórt sin).
(6) Féadfaidh athbhreithniú comhionannais agus plean gníomhaíochta a bheith dírithe ar chomhionannas deiseanna i gcoitinne nó ar ghné áirithe den idirdhealú i bhfostaíocht.
(7) Chun críocha an ailt seo—
(a) folaíonn “gnó” gníomhaíocht as a dtagann fostaíocht, cibé acu is sa réimse tionsclaíoch nó sa réimse tráchtála nó nach ea, agus cibé acu d'fhonn brabús a dhéanamh nó nach ea, agus
(b) féadfar “grúpa gnóthaí” a mhíniú faoi threoir suímh gheografaigh in ionad (nó i dteannta) é a mhíniú faoi threoir cúrsaí rialaithe nó aon toisce eile.
Cumhachtaí forfheidhmithe i leith athbhreithnithe agus pleananna gníomhaíochta comhionannais.
70.—(1) Faoi réir fho-ailt (3) agus (4), más dealraitheach don Údarás gur cuí déanamh amhlaidh chun críche athbhreithnithe comhionannais nó d'fhonn plean gníomhaíochta comhionannais a ullmhú, féadfaidh an tÚdarás ceachtar de na nithe seo a leanas nó iad araon a dhéanamh:
(a) a cheangal ar aon duine, trí fhógra a sheirbheálfar go pearsanta nó leis an bpost cláraithe, cibé faisnéis a shonróidh an tÚdarás san fhógra agus a bheidh ag teastáil chun na críche sin a chur ar fáil don Údarás;
(b) a cheangal ar aon duine, trí fhógra a sheirbheálfar amhlaidh, cibé doiciméad a shonróidh an tÚdarás san fhógra, agus atá faoi chumhacht nó faoi rialú an duine sin, a thabhairt ar aird don Údarás nó a chur chuige,
ach ní thabharfaidh aon ní san fho-alt seo teideal don Údarás a cheangal go ndéanfar faisnéis a chur ar fáil nó doiciméad a thabhairt ar aird nó a chur chuige, i ndáil le gnó a bhfuil níos lú ná 50 fostaí ann.
(2) Faoi réir fho-ailt (3) agus (4), más dealraitheach don Údarás go bhfuil mainneachtain á déanamh, in aon ghnó nó gnóthaí, aon fhoráil de phlean gníomhaíochta comhionannais a chur i ngníomh, féadfaidh an tÚdarás a cheangal ar aon duine, trí fhógra a sheirbheálfar go pearsanta nó leis an bpost cláraithe, cibé gníomh a dhéanamh—
(a) a bheidh sonraithe san fhógra,
(b) a theastóidh le réasún chun an plean a chur i ngníomh, agus
(c) a bhfuil cumhacht ag an duine sin é a dhéanamh.
(3) Sula seirbheálfaidh an tÚdarás fógra substainteach ar aon duine, tabharfaidh sé fógra i scríbhinn (dá ngairtear “réamhfhógra” i bhfo-alt (4)) don duine sin i dtaobh é a bheith beartaithe an fógra substainteach a sheirbheáil agus i dtaobh ábhar beartaithe an fhógra sin.
(4) Más rud é—
(a) go mbeidh réamhfhógra tugtha ag an Údarás d'aon duine, agus
(b) go ndéanfaidh an duine sin, laistigh de 28 lá ó dháta fála an réamhfhógra, uiríll chun an Údaráis maidir leis an bhfógra substainteach beartaithe, tabharfaidh an tÚdarás aird ar na huiríll sin sula ndéanfaidh sé cinneadh cibé acu a leanfaidh nó nach leanfaidh sé ar aghaidh le seirbheáil an fhógra shubstaintigh bheartaithe agus, más rud é go leanfaidh, maidir leis an ábhar a bheidh ann.
Achomharc in aghaidh fógra shubstaintigh.
71.—(1) Féadfaidh duine ar ar seirbheáladh fógra substainteach achomharc a dhéanamh chun na Cúirte Oibreachais, 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 substainteach i ngníomh ar an tréimhse 42 lá dá dtagraítear san fho-alt sin a bheith caite.
(3) I gcás ina mbeidh an Chúirt Oibreachais 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 ina ndaingneoidh an Chúirt Oibreachais fógra substainteach, tiocfaidh an fógra (arna dhaingniú amhlaidh go hiomlán nó go páirteach) i ngníomh cibé dáta a shocróidh sí.
(5) I gcás ina gceadóidh an Chúirt Oibreachais achomharc faoi fho-alt (1), scoirfidh an fógra substainteach a ndearnadh an t-achomharc ina aghaidh d'éifeacht a bheith leis.
Fógraí substainteacha a fhorfheidhmiú.
72.—(1) Más rud é, ar iarratas ón Údarás, gur deimhin leis an Ard-Chúirt nó, de réir mar a bheidh, leis an gCúirt Chuarda, go bhfuil duine ar ar seirbheáladh fógra substainteach tar éis mainneachtain an fógra a chomhlíonadh, féadfaidh an chúirt ordú a dhéanamh á ordú don duine sin an fógra a chomhlíonadh.
(2) Maidir leis an dlínse a thugtar don Chúirt Chuarda leis an alt seo, is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an duine ar ar seirbheáladh an fógra substainteach, nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
Reachtaíocht a athbhreithniú.
73.—Más rud é, i dtuairim an Údaráis, gur dóigh d'oibriú nó d'éifeacht aon cheann de na hachtacháin a shonraítear de thuras na huaire i bhfo-ailt (1) go (4) d'alt 17, nó aon fhorála atá in aon achtachán den sórt sin nó a dhéanfar faoi, tionchar a imirt nó bac a chur ar dhíchur an idirdhealaithe i ndáil le fostaíocht nó ar chur chun cinn an chomhionannais deiseanna i ndáil le fostaíocht—
(a) idir fir agus mná, nó
(b) idir dhaoine a bhfuil difríocht eatarthu i dtéarmaí aon cheann de na forais idirdhealaitheacha eile,
féadfaidh an tÚdarás, más cuí leis é, agus déanfaidh sé, má cheanglaíonn an tAire air amhlaidh, an t-achtachán sin nó an fhoráil sin nó oibriú nó éifeacht an chéanna a athbhreithniú.
(2) D'fhonn cabhrú leis athbhreithniú faoin alt seo a dhéanamh, rachaidh an tÚdarás i gcomhairle le cibé eagraíochtaí ceardchumann agus eagraíochtaí fostóirí a mheasfaidh sé is cuí.
(3) I gcás go ndéanfaidh an tÚdarás athbhreithniú faoin alt seo, féadfaidh sé tuarascáil ar an athbhreithniú a thabhairt don Aire, agus déanfaidh sé amhlaidh más rud é gur cheangail an tAire air an t-athbhreithniú a dhéanamh.
(4) Féadfaidh tuarascáil faoi fho-alt (3) moltaí a bheith inti chun aon achtachán nó foráil a athbhreithníodh a leasú.
CUID VII
Leigheasanna eile agus Forfheidhmiú
Réamhráiteach
Léiriú (Cuid VII).
74.—(1) Sa Chuid seo, mura n-éilíonn an comhthéacs a mhalairt:
tá le “an gearánach” an bhrí a thugtar le halt 77(4);
déanfar “oifigeach idirghabhála comhionannais” agus “oifigeach comhionannais” a fhorléiriú de réir fho-ailt (3) agus (4) d'alt 75;
ciallaíonn “an Treoir um Pá Comhionann” Treoir Uimh. 75/117/CEE ón gComhairle faoi chomhfhogasú dhlíthe na mBallstát a bhaineann le feidhmiú an phrionsabail um pá comhionann d'fhir agus do mhná;
ciallaíonn “an Treoir um Chóir Chomhionann” Treoir Uimh. 76/207/CEE ón gComhairle faoi chur i ngníomh an phrionsabail um chóir chomhionann a chur ar fhir agus ar mhná i dtaca le rochtain ar fhostaíocht, gairmoiliúint agus ardú céime, agus coinníollacha oibre;
tá le “an freagróir” an bhrí a thugtar le halt 77(4);
déanfar “íospairt” a fhorléiriú de réir fho-alt (2).
(2) Chun críocha na Coda seo, tarlaíonn íospairt i gcás go ndearnadh an gearánach a dhífhostú nó a phionósú ar shlí eile d'aon toisc nó go formhór toisc go ndearna an gearánach, de mheon macánta—
(a) sásamh a lorg faoin Acht seo nó faoi aon achtachán a aisghairtear leis an Acht seo mar gheall ar idirdhealú nó mar gheall ar mhainneachtain téarma luach saothair chomhionainn nó clásal comhionannais (nó téarma nó clásal dá shamhail faoi aon achtachán aisghairthe den sórt sin) a chomhlíonadh,
(b) trí mhodhanna dleathacha cur i gcoinne gnímh atá neamhdhleathach faoin Acht seo nó a bhí neamhdhleathach faoi aon achtachán aisghairthe den sórt sin,
(c) fianaise a thabhairt in aon imeachtaí coiriúla nó imeachtaí eile faoin Acht seo nó faoi aon achtachán aisghairthe den sórt sin, nó
(d) fógra a thabhairt faoi é a bheith beartaithe aon ní a luaitear i míreanna (a) go (c) a dhéanamh.
Imscrúduithe Comhionannais
An Stiúrthóir Imscrúduithe Comhionannais agus oifigigh eile.
75.—(1) Déanfaidh an tAire, le toiliú an Aire Airgeadais, duine a cheapadh ina Stiúrthóir Imscrúduithe Comhionannais chun na feidhmeanna a chomhlíonadh a thugtar don Stiúrthóir leis an Acht seo nó faoi nó le haon achtachán eile nó faoi.
(2) Is é a bheidh in oifig an Stiúrthóra an Stiúrthóir agus cibé foireann, faoi réir fho-alt (3), a cheapfaidh an tAire, le toiliú an Aire Airgeadais, chun cabhrú leis an Stiúrthóir i gcomhall fheidhmeanna an Stiúrthóra; agus beidh an Stiúrthóir agus na daoine a cheapfar amhlaidh ar fhoireann an Stiúrthóra faoi réir Acht Choimisinéirí na Stát-Sheirbhíse, 1956, agus Achtanna Rialaithe na Státseirbhíse, 1956 go 1996.
(3) Aon duine a bhí, díreach roimh thosach feidhme an fho-ailt seo, i seilbh oifige mar oifigeach comhionannais de chuid an Choimisiúin um Chaidreamh Oibreachais, beidh an duine sin, ar an tosach feidhme sin agus de bhua an fho-ailt seo, mar oifigeach comhionannais, ina chomhalta nó ina comhalta d'fhoireann an Stiúrthóra.
(4) Féadfaidh an Stiúrthóir, as measc fhoireann an Stiúrthóra—
(a) daoine a cheapadh le bheith ina n-oifigigh chomhionannais, agus
(b) daoine a cheapadh, lena n-áirítear iad sin atá ina n-oifigigh chomhionannais (cibé acu de bhua fho-alt (3) nó de bhua a gceaptha faoi mhír (a)) le bheith ina n-oifigigh idirghabhála comhionannais,
agus féadfaidh an Stiúrthóir aon fheidhm, a thugtar don Stiúrthóir leis an Acht seo nó faoi nó le haon achtachán eile nó faoi, a tharmligean chun oifigigh comhionannais nó chun oifigigh idirghabhála comhionannais.
(5) Beidh an Stiúrthóir, na hoifigigh idirghabhála comhionannais agus na hoifigigh chomhionannais neamhspleách i gcomhlíonadh a gcuid feidhmeanna.
(6) Faoi réir fho-alt (7), ní dhéanfaidh tarmligean feidhme faoi fho-alt (4) difear do chumhacht leanúnach an Stiúrthóra an fheidhm sin a fheidhmiú i gcomhthráth leis an oifigeach ar dó nó di a tharmligtear í.
(7) Más rud é, maidir leis an bhfeidhm arb éard í cás a bheidh tarchurtha chuig an Stiúrthóir faoi alt 77 a éisteacht, go mbeidh an fheidhm sin tarmligthe faoi fho-alt (4) ag an Stiúrthóir chun oifigigh—
(a) measfar go n-áirítear sa tarmligean an chumhacht chun breith a eisiúint sa chás,
(b) ní fhéadfaidh an Stiúrthóir an fheidhm a fheidhmiú i gcomhthráth, agus
(c) ní fhéadfar an tarmligean a chúlghairm ná a athrú ach amháin ar an oifigeach ar dó nó di a tarmligeadh an fheidhm á iarraidh sin nó má tá imthosca eisceachtúla ann a choisceann ar an oifigeach sin gníomhú (nó leanúint de bheith ag gníomhú).
(8) Déanfaidh an Stiúrthóir, laistigh de 6 mhí ó thosach gach bliana féilire, tuarascáil a thabhairt don Aire maidir le gníomhaíochtaí oifig an Stiúrthóra i leith na bliana féilire roimhe sin, nó i gcás na chéad bhliana féilire ina raibh sí i mbun gnímh, i leith an chuid sin den bhliain féilire ina raibh an oifig i mbun gnímh.
Sásamh
Ceart chun faisnéise.
76.—(1) D'fhonn cabhrú le duine (“X”) a mheasfaidh—
(a) gur féidir go ndearna duine eile (“Y”) idirdhealú in aghaidh X de shárú ar an Acht seo nó gur féidir go ndearna an duine eile sin X a dhífhostú nó a phionósú ar shlí eile in imthosca arbh ionann iad agus íospairt,
(b) nach bhfuil duine eile (“Y”), atá freagrach as luach saothair a thabhairt do X, ag tabhairt an luach saothair sin mar a cheanglaítear le téarma luach saothair chomhionainn, nó
(c) nach bhfuil duine eile (“Y”), a bhfuil conradh fostaíochta ag X leis nó léi, tar éis sochar faoi chlásal comhionannais sa chonradh sin a thabhairt do X,
a chinneadh an ndéanfaidh sé nó sí an ní a tharchur faoi aon fhoráil d'alt 77, agus i gcás tarchuir den sórt sin, cás X a fhoirmliú agus a thíolacadh ar an modh is éifeachtaí, féadfaidh an tAire le rialacháin foirmeacha a fhorordú—
(i) trína bhféadfaidh X ceisteanna a chur ar Y chun faisnéis ábhartha a fháil, agus
(ii) trína bhféadfaidh Y, más mian le Y, aon cheisteanna a fhreagairt.
(2) Faoi réir fho-ailt (3) go (7), is “faisnéis ábhartha” faisnéis chun críocha an ailt seo más é atá inti—
(a) faisnéis maidir leis na cúiseanna atá ag Y aon ghníomh iomchuí a dhéanamh nó gan é a dhéanamh agus maidir le haon chleachtais nó nósanna imeachta atá ábhartha maidir le haon ghníomh den sórt sin,
(b) faisnéis, seachas faisnéis faoi rún, maidir le luach saothair daoine eile nó leis an gcaoi a ndéileáiltear le daoine eile atá, i ndáil le Y, sa chás céanna le X nó i gcás dá shamhail, nó
(c) faisnéis eile nach faisnéis faoi rún í agus a bhfuil sé réasúnach, in imthosca an cháis atá i gceist, í a bheith ag teastáil ó X.
(3) I bhfo-alt (2) ciallaíonn “faisnéis faoi rún” aon fhaisnéis a bhaineann le pearsa aonair áirithe, ar féidir í a aithint mar fhaisnéis a bhaineann leis an bpearsa aonair sin agus nach n-aontaíonn an phearsa aonair sin lena nochtadh.
(4) Ní fhorléireofar aon ní san Acht seo mar ní a cheanglaíonn ar Y nó ar aon duine eile—
(a) aon teistiméireacht (nó aon chóip den chéanna nó sliocht as an gcéanna) nó aon tuarascáil (nó cóip den chéanna nó sliocht as an gcéanna) a bhaineann le carachtar aon duine (lena n-áirítear X), nó le hoiriúnacht an duine sin le haghaidh fostaíochta, a chur ar fáil, nó
(b) an t-ábhar atá i dteistiméireacht nó i dtuarascáil den sórt sin a nochtadh.
(5) I gcás ina measfaidh duine gur féidir go ndearna—
(a) Coimisinéirí na Státseirbhíse, i gcúrsa próisis earcaíochta nó roghnóireachta, seachas ceann atá ceaptha earcú nó roghnú a dhéanamh as a bhfoireann féin amháin agus le haghaidh a bhfoirne féin amháin,
(b) na Coimisinéirí um Cheapacháin Áitiúla, i gcúrsa próisis earcaíochta nó roghnóireachta, seachas ceann atá ceaptha earcú nó roghnú a dhéanamh as a bhfoireann féin amháin agus le haghaidh a bhfoirne féin amháin,
(c) an tAire Cosanta, i gcúrsa próisis earcaíochta le haghaidh Óglaigh na hÉireann, nó
(d) Coimisinéir an Gharda Síochána, i gcúrsa próisis earcaíochta le haghaidh an Gharda Síochána,
idirdhealú ina aghaidh nó ina haghaidh nó gur féidir go ndearnadh idirdhealú ina aghaidh nó ina haghaidh i gcúrsa agallaimh arna sheoladh thar ceann an chéanna, ní mheasfar gur faisnéis ábhartha chun críocha an ailt seo faisnéis má bhaineann sí le cumarsáidí le comhairleoirí seachtracha d'aon duine de na daoine dá dtagraítear i míreanna (a) go (d) nó má théann sí thar an bhfaisnéis cheadaithe a shonraítear i bhfo-alt (6).
(6) Chun críocha fho-alt (5), i ndáil le próiseas earcaíochta nó roghnóireachta, is faisnéis cheadaithe í faisnéis má léiríonn sí na hiarrthóirí ar éirigh leo agus nár éirigh leo—
(a) faoi threoir a ngnéis, nó
(b) i dtéarmaí na bhforas idirdhealaitheach in alt 28(1), faoi threoir na ndaoine sin a bhfuil an tsainghné iomchuí chéanna le C nó an tsainghné iomchuí chéanna le D acu.
(7) Ní dochar an t-alt seo d'fhorálacha eile an Achta seo a bhaineann le faisnéis a fháil.
An fóram le haghaidh sásamh a lorg.
77.—(1) Aon duine a éileoidh—
(a) go ndearna duine eile idirdhealú ina aghaidh nó ina haghaidh de shárú ar an Acht seo,
(b) nach bhfuil sé nó sí ag fáil luach saothair de réir téarma luach saothair chomhionainn,
(c) nach bhfuil sé nó sí ag fáil sochair faoi chlásal comhionannais, nó
(d) gur pionósaíodh é nó í in imthosca arb ionann iad agus íospairt,
féadfaidh sé nó sí, faoi réir fho-ailt (2) go (8), sásamh a lorg tríd an gcás a tharchur chuig an Stiúrthóir.
(2) Más rud é go n-éileoidh duine gur dífhostaíodh é nó í—
(a) in imthosca arb ionann iad agus idirdhealú ag duine eile de shárú ar an Acht seo, nó
(b) in imthosca arb ionann iad agus íospairt,
ansin, faoi réir fho-alt (3), féadfar éileamh ar shásamh sa dífhostú a thabhairt chun na Cúirte Oibreachais agus ní chun an Stiúrthóra a thabharfar é.
(3) Má éiríonn forais le haghaidh éilimh den sórt sin dá dtagraítear i bhfo-alt (1) nó (2)-
(a) faoi Chuid III, nó
(b) in aon imthosca eile (lena n-áirítear imthosca arb ionann iad agus íospairt) arb iomchuí maidir leo an Treoir um Pá Comhionann nó an Treoir um Chóir Chomhionann,
ansin, faoi réir fho-ailt (4) go (8), féadfaidh an duine a bhfuil an t-éileamh á dhéanamh aige nó aici sásamh a lorg tríd an gcás a tharchur chuig an gCúirt Chuarda, in ionad é a tharchur chuig an Stiúrthóir faoi fho-alt (1) nó, de réir mar a bheidh, chuig an gCúirt Oibreachais faoi fho-alt (2).
(4) Sa Chuid seo, i ndáil le cás a tharchuirfear faoi aon fhoráil den alt seo—
(a) ciallaíonn “an gearánach” an duine a tharchuirfidh é, agus
(b) ciallaíonn “an freagróir” an duine a líomhnófar gurb é nó gurb í a rinne idirdhealú in aghaidh an ghearánaigh nó, de réir mar a bheidh, atá freagrach as an luach saothair lena mbaineann an téarma luach saothair chomhionainn a thabhairt nó atá freagrach as an sochar faoin gclásal comhionannais a thabhairt nó a líomhnófar a bheith freagrach as an íospairt.
(5) Faoi réir fho-alt (6), ní fhéadfar éileamh ar shásamh maidir le hidirdhealú nó le híospairt a tharchur faoin alt seo i ndiaidh dheireadh na tréimhse 6 mhí ón dáta ar tharla nó, de réir mar is gá sa chás, ón dáta is déanaí ar tharla an gníomh idirdhealúcháin nó íospartha lena mbaineann an cás.
(6) Más rud é, ar iarratas arna dhéanamh ag an ngearánach, gur deimhin leis an Stiúrthóir, leis an gCúirt Oibreachais nó, de réir mar a bheidh, leis an gCúirt Chuarda, nárbh fhéidir, de bharr imthosca eisceachtúla, cás an ghearánaigh (seachas éileamh nach bhfuil luach saothair á fháil de réir théarma luach saothair chomhionainn) a tharchur laistigh den teorainn ama i bhfo-alt (5)—
(a) féadfaidh an Stiúrthóir, an Chúirt Oibreachais nó an Chúirt Chuarda, de réir mar a bheidh, a ordú, i ndáil leis an gcás sin, go mbeidh éifeacht le fo-alt (5) amhail is dá ndéanfaí tagairt do cibé tréimhse nach faide ná 12 mhí a bheidh sonraithe san ordachán a chur in ionad na tagartha do thréimhse 6 mhí, agus
(b) i gcás go dtabharfar ordachán den sórt sin, beidh éifeacht leis an gCuid seo dá réir sin.
(7) Más rud é, maidir le héileamh an ghearánaigh ar shásamh, go mbaineann sé le hidirdhealú—
(a) ag Coimisinéirí na Státseirbhíse, i gcúrsa próisis earcaíochta nó roghnóireachta den sórt dá dtagraítear in alt 76(5)(a),
(b) ag na Coimisinéirí um Cheapacháin Áitiúla, i gcúrsa próisis earcaíochta nó roghnóireachta den sórt dá dtagraítear in alt 76(5)(b),
(c) ag an Aire Cosanta, i gcúrsa próisis earcaíochta le haghaidh Óglaigh na hÉireann, nó
(d) ag Coimisinéir an Gharda Síochána, i gcúrsa próisis earcaíochta le haghaidh an Gharda Síochána,
déanfaidh an gearánach, ar an gcéad ásc, an t-éileamh ar shásamh a tharchur chuig na Coimisinéirí lena mbaineann nó, de réir mar a bheidh, chuig an Aire Cosanta nó chuig Coimisinéir an Gharda Síochána.
(8) I gcás go mbaineann fo-alt (7) le héileamh ar shásamh maidir le hidirdhealú, ní fhéadfaidh an gearánach an cás a tharchur faoi fho-alt (1), (2) nó (3) mura rud é—
(a) gur mhainnigh na Coimisinéirí lena mbaineann nó, de réir mar a bheidh, an tAire Cosanta nó Coimisinéir an Gharda Síochána, breith a thabhairt ar an éileamh ar nó roimh an ochtú lá is fiche tar éis a tharchurtha, nó
(b) nach bhfuil an gearánach sásta leis an mbreith a tugadh ar an éileamh,
agus, i gcás lena mbaineann mír (a) nó (b), déanfar deireadh na tréimhse ama is infheidhme faoi fho-alt (5) (lena n-áirítear, más cuí, an tréimhse ama is infheidhme faoin bhfo-alt sin faoi threoir fho-alt (6)) a fhorléiriú—
(i) mar dheireadh na tréimhse sin, nó
(ii) mar dheireadh na tréimhse 28 lá ó dháta éagtha na tréimhse dá dtagraítear i mír (a) nó ó dháta na breithe dá dtagraítear i mír (b),
cibé acu is déanaí a tharlóidh.
(9) Mas rud é—
(a) maidir le héileamh ar shásamh a bhaineann le fostaíocht in Óglaigh na hÉireann, go n-éiríonn sé faoi Chuid III nó in aon imthosca eile (lena n-áirítear imthosca arb ionann iad agus íospairt) arb iomchuí maidir leo an Treoir um Pá Comhionann nó an Treoir um Chóir Chomhionann, agus
(b) gur comhalta d'Óglaigh na hÉireann an gearánach,
ansin déanfar, ar an gcéad ásc, an t-éileamh ar shásamh a tharchur faoin nós imeachta atá leagtha amach in alt 104.
(10) I gcás go mbaineann fo-alt (9) le héileamh ar shásamh, ní dhéanfaidh an gearánach cás a tharchur faoi fho-alt (1), (2) nó (3) mura rud é—
(a) go mbeidh tréimhse 12 mhí caite tar éis an tarchur faoi alt 104 lena mbaineann an t-éileamh a dhéanamh agus nár iarradh na nósanna imeachta faoi alt 104(2)(a) nó nár cuireadh i gcrích iad, nó
(b) nach bhfuil an gearánach sásta leis an moladh a tugadh faoi alt 104(2)(b) ar an éileamh,
agus, i gcás lena mbaineann mír (a) nó (b), déanfar deireadh na tréimhse ama is infheidhme faoi fho-alt (5) (lena n-áirítear, más cuí, an tréimhse ama is infheidhme faoin bhfo-alt sin faoi threoir fho-alt (6)) a fhorléiriú—
(i) mar dheireadh na tréimhse sin, nó
(ii) mar dheireadh na tréimhse 28 lá ó dháta éagtha na tréimhse dá dtagraítear i mír (a) nó ó dháta an mholta dá dtagraítear i mír (b),
cibé acu is déanaí a tharlóidh.
Idirghabháil.
78.—(1) Faoi réir fho-alt (3), más rud é, tráth ar bith tar éis cás a bheith tarchurtha chuig an Stiúrthóir faoi alt 77(1), gur dealraitheach don Stiúrthóir gur cás é a d'fhéadfaí a réiteach trí idirghabháil, déanfaidh an Stiúrthóir an cás a tharchur chuig oifigeach idirghabhála comhionannais le haghaidh idirghabhála.
(2) Faoi réir fho-alt (3), más rud é, tráth ar bith tar éis cás a bheith tarchurtha chuig an gCúirt Oibreachais faoi alt 77(2), gur dealraitheach don Chúirt Oibreachais gur cás é a d'fhéadfaí a réiteach trí idirghabháil, déanfaidh an Chúirt Oibreachais—
(a) iarracht a dhéanamh an cás a réiteach sa tslí sin í féin, nó
(b) an cás a tharchur chuig an Stiúrthóir le haghaidh idirghabhála ag oifigeach idirghabhála comhionannais.
(3) Más rud é go gcuireann an gearánach nó an freagróir in aghaidh déileáil le cás trí idirghabháil, ní dhéanfaidh an Stiúrthóir nó, de réir mar a bheidh, an Chúirt Oibreachais, a gcuid cumhachtaí faoin alt seo a fheidhmiú ach déileálfaidh siad leis an gcás faoi alt 79.
(4) Déanfar idirghabháil, cibé acu is oifigeach idirghabhála comhionannais nó an Chúirt Oibreachais a dhéanfaidh í, a sheoladh go príobháideach.
(5) I gcás go ndéanfar cás arna tharchur faoi alt 77 a réiteach trí idirghabháil—
(a) ullmhóidh an t-oifigeach idirghabhála comhionannais lena mbaineann nó, de réir mar a bheidh, an Chúirt Oibreachais, taifead i scríbhinn de théarmaí na socraíochta,
(b) síneoidh an gearánach agus an freagróir an taifead i scríbhinn de théarmaí na socraíochta,
(c) déanfaidh an t-oifigeach idirghabhála comhionannais lena mbaineann nó, de réir mar a bheidh, an Chúirt Oibreachais, cóip den taifead i scríbhinn, arna shíniú amhlaidh, a chur chuig an ngearánach agus chuig an bhfreagróir, agus
(d) coimeádfaidh an Stiúrthóir nó an Chúirt Oibreachais, de réir mar is gá sa chás, cóip den taifead i scríbhinn.
(6) Más rud é—
(a) tar éis cás a bheith tarchurtha chuig oifigeach idirghabhála comhionannais faoi fho-alt (1) nó (2)(b), nó
(b) tar éis don Chúirt Oibreachais iarracht a dhéanamh cás a réiteach faoi fho-alt (2)(a),
gur dealraitheach don oifigeach idirghabhála comhionannais nó, de réir mar a bheidh, don Chúirt Oibreachais nach féidir an cás a réiteach trí idirghabháil, déanfaidh an t-oifigeach sin nó an Chúirt sin fógra á rá sin a eisiúint chuig an ngearánach agus chuig an bhfreagróir.
(7) Más rud é—
(a) gur eisíodh fógra faoi fho-alt (6) i leith cáis,
(b) laistigh de 28 lá ó eisiúint an fhógra sin, go ndéanfaidh an gearánach iarratas chuig an Stiúrthóir nó, de réir mar a bheidh, chuig an gCúirt Oibreachais go n-athchromfaí ar éisteacht an cháis, agus
(c) más oifigeach idirghabhála comhionannais a d'eisigh an fógra, go mbeidh cóip den fhógra sin ag gabháil leis an iarratas faoi mhír (b),
rachaidh an Stiúrthóir nó an Chúirt Oibreachais, de réir mar is gá sa chás, ar aghaidh leis an gcás nó, de réir mar a bheidh, leanfaidh sé nó sí de bheith ag déileáil leis an gcás faoi alt 79.
Imscrúduithe ag an Stiúrthóir nó ag an gCúirt Oibreachais.
79.—(1) Más rud é, maidir le cás a bheidh tarchurtha chuig an Stiúrthóir nó chuig an gCúirt Oibreachais faoi alt 77—
(a) nach cás é a ndéileálfar leis trí idirghabháil faoi alt 78, nó
(b) gur cás é a ndéileálfar leis faoin alt seo de bhua alt 78(7),
déanfaidh an Stiúrthóir nó an Chúirt Oibreachais, de réir mar a bheidh, an cás a imscrúdú agus éisteacht a thabhairt do gach duine ar dealraitheach don Stiúrthóir nó don Chúirt sin leas a bheith acu san ábhar agus ar mian leo éisteacht a fháil.
(2) Is go príobháideach a sheolfar imscrúdú faoin alt seo mura rud é, ar cheann de na páirtithe in imscrúdú arna dhéanamh ag an gCúirt Oibreachais á iarraidh sin, go gcinnfidh an Chúirt sin an t-imscrúdú, nó cibé méid de nach dealraitheach don Chúirt sin gur chóir déileáil leis i modh rúin, a sheoladh go poiblí.
(3) Más rud é, i gcás a tharchuirfear ar an bhforas nach bhfuil an gearánach ag fáil luach saothair de réir théarma luach saothair chomhionainn, go n-éireoidh ceist i dtaobh na rátaí éagsúla luach saothair lena mbaineann an cás a bheith dleathach de bhua alt 19(5) nó 29(5), féadfaidh an Stiúrthóir a ordú go ndéanfar an cheist sin a imscrúdú mar réamh-shaincheist agus rachaidh sé nó sí ar aghaidh dá réir sin.
(4) Faoi réir fho-ailt (2) agus (3), féadfaidh an tAire na nithe seo a leanas a shonrú le rialacháin—
(a) nósanna imeachta atá le leanúint ag an Stiúrthóir nó, de réir mar a bheidh, ag an gCúirt Oibreachais le linn imscrúduithe (nó imscrúduithe d'aon tuairisc) a sheoladh faoin alt seo, agus
(b) teorainneacha ama is infheidhme maidir le himscrúduithe den sórt sin, lena n-áirítear nósanna imeachta chun na teorainneacha sin a fhadú in imthosca áirithe,
ach, sula ndéanfaidh sé nó sí aon rialacháin den sórt sin, rachaidh an tAire i gcomhairle leis an gCúirt Oibreachais, leis an Údarás agus leis an Stiúrthóir; agus ní dhéanfar aon rialacháin den sórt sin a bhainfidh le feidhmeanna na Cúirte Oibreachais ach amháin le toiliú an Aire Fiontar, Trádála agus Fostaíochta.
(5) Mura rud é go measann an Stiúrthóir nó an Chúirt Oibreachais gur gá sin a dhéanamh chun imscrúdú a thabhairt chun críche go cuí, ní lorgófar faisnéis ná ní rachfar i muinín faisnéise chun críche imscrúdaithe faoin alt seo (nó chun críche aon achomhairc dá éis sin) má bhaineann sí le cumarsáidí le comhairleoirí seachtracha d'aon duine de na daoine dá dtagraítear i míreanna (a) go (d) d'alt 76(5) nó más ó na cumarsáidí sin a fhaightear í.
(6) Ar imscrúdú faoin alt seo a thabhairt chun críche (lena n-áirítear imscrúdú ar réamh-shaincheist faoi fho-alt (3)), déanfaidh an Stiúrthóir breith a eisiúint nó, de réir mar a bheidh, déanfaidh an Chúirt Oibreachais cinneadh agus, más i bhfabhar an ghearánaigh atá an bhreith nó an cinneadh—
(a) déanfar foráil ann nó inti maidir le sásamh de réir alt 82, nó
(b) i gcás breithe ar réamh-shaincheist faoi fho-alt (3), déanfar imscrúdú ina dhiaidh sin ar an tsaincheist shubstainteach.
Tarchuir chuig an gCúirt Chuarda.
80.—(1) Tá feidhm ag an alt seo i gcás go dtarchuirfear cás chuig an gCúirt Chuarda faoi alt 77(3); agus is tagairt do na himeachtaí ar an tarchur aon tagairt i bhfo-ailt (2) go (5) den alt seo do na himeachtaí.
(2) Is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil cónaí ar an bhfreagróir nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha de ghnáth, a fheidhmeoidh dlínse na Cúirte Cuarda.
(3) Beidh feidhm ag alt 79(3) i ndáil le tarchur chuig an gCúirt Chuarda amhail mar atá feidhm aige i ndáil le tarchur chuig an Stiúrthóir, ach tagairt don Chúirt Chuarda a chur in ionad na tagartha don Stiúrthóir.
(4) Má iarrann an Chúirt Chuarda ar an Stiúrthóir déanamh amhlaidh, déanfaidh sé nó sí oifigeach comhionannais a ainmniú chun aon cheist a shonróidh an Chúirt Chuarda agus a éiríonn as an tarchur (lena n-áirítear, go háirithe, aon cheist i dtaobh daoine a bheith fostaithe chun an cineál céanna oibre a dhéanamh) a imscrúdú agus tuarascáil a ullmhú ina leith.
(5) I gcás go n-ullmhófar tuarascáil don Chúirt Chuarda faoi fho-alt (4), ansin, faoi réir aon ordachán ón gCúirt Chuarda—
(a) tabharfaidh an t-oifigeach comhionannais cóip den tuarascáil don ghearánach agus don fhreagróir agus d'aon duine eile lena mbaineann sí,
(b) glacfar an tuarascáil i bhfianaise sna himeachtaí, agus
(c) gan dochar do chumhacht na Cúirte Cuarda a cheangal ar an oifigeach comhionannais a d'ullmhaigh an tuarascáil freastal ar na himeachtaí agus fianaise a thabhairt iontu, féadfaidh an gearánach nó an freagróir glaoch ar an oifigeach comhionannais mar fhinné sna himeachtaí.
Iarmhairtí de dhroim mainneachtain faisnéis a sholáthar etc.
81.—Más rud é, i gcúrsa imeachtaí ar tharchur faoi alt 77(3) nó i gcúrsa imscrúdaithe faoi alt 79, gur dealraitheach don Chúirt Chuarda, don Stiúrthóir nó don Chúirt Oibreachais, de réir mar a bheidh—
(a) gur mhainnigh an freagróir faisnéis a sholáthar ar faisnéis í a lorg an gearánach trí cheisteanna faoi alt 76 agus a bhí i seilbh nó faoi chumhacht an fhreagróra, nó
(b) go raibh an fhaisnéis a sholáthair an freagróir, mar fhreagra ar aon cheist den sórt sin, bréagach nó míthreorach nó thairis sin nárbh fhaisnéis í de shórt a theastaigh le réasún ón ngearánach d'fhonn an cinneadh dá dtagraítear in alt 76(1) a dhéanamh,
féadfaidh an Chúirt Chuarda, an Stiúrthóir nó an Chúirt Oibreachais (de réir mar is gá sa chás) cibé tátail a mheasfar a bheith cuí a bhaint as an mainneachtain an fhaisnéis a sholáthar nó, de réir mar a bheidh, faisnéis mar a luaitear i mír (b) a sholáthar.
Sásamh is inordaithe.
82.—(1) Faoi réir an ailt seo, is iad na cineálacha sásaimh ar féidir foráil a dhéanamh dóibh le breith ón Stiúrthoir faoi alt 79 cibé cineál amháin nó níos mó díobh seo a leanas is cuí in imthosca an cháis áirithe:
(a) ordú le haghaidh cúitimh i bhfoirm riaráistí luach saothair (is inchurtha i leith mainneachtain luach saothair comhionann a thabhairt) i leith cibé méid den tréimhse fostaíochta dar tosach tráth nach luaithe ná 3 bliana roimh dháta an tarchurtha faoi alt 77(1) ba bhun leis an mbreith;
(b) ordú le haghaidh luach saothair chomhionainn ón dáta dá dtagraítear i mír (a);
(c) ordú le haghaidh cúitimh in éifeachtaí gníomhartha idirdhealaithe nó íospartha a tharla tráth nach luaithe ná 6 bliana roimh dháta tarchurtha an cháis faoi alt 77;
(d) ordú le haghaidh córa comhionainne i cibé slí is iomchuí maidir leis an gcás;
(e) ordú go ndéanfaidh duine nó daoine a bheidh sonraithe san ordú bearta a bheidh sonraithe amhlaidh.
(2) Is iad na cineálacha sásaimh ar féidir foráil a dhéanamh dóibh le cinneadh ón gCúirt Oibreachais faoi alt 79 cibé cineál amháin nó níos mó díobh seo a leanas is cuí in imthosca an cháis áirithe:
(a) na horduithe dá dtagraítear i míreanna (c) go (e) d'fho-alt (1);
(b) ordú le haghaidh athfhostú nó athfhruiliú, i dteannta nó d'éagmais ordaithe le haghaidh cúitimh.
(3) Is iad na cineálacha sásaimh ar féidir leis an gCúirt Chuarda foráil a dhéanamh dóibh ar tharchur faoi alt 77(3) cibé cineál amháin nó níos mó díobh seo a leanas is cuí in imthosca an cháis áirithe:
(a) ordú le haghaidh cúitimh i bhfoirm riaráistí luach saothair (is inchurtha i leith mainneachtain luach saothair comhionann a thabhairt) i leith cibé méid den tréimhse fostaíochta dar tosach tráth nach luaithe ná 6 bliana roimh dháta an tarchurtha;
(b) ordú le haghaidh luach saothair chomhionainn ó dháta an tarchurtha;
(c) na horduithe dá dtagraítear i míreanna (c) go (e) d'fho-alt (1);
(d) ordú le haghaidh athfhostú nó athfhruiliú, i dteannta no d'éagmais ordaithe le haghaidh cúitimh,
agus ní mheasfar go gcuireann aon achtachán a bhaineann le dlínse na Cúirte Cuarda teorainn le méid an chúitimh nó an luach saothair a fhéadfaidh an Chúirt Chuarda a ordú de bhua an fho-ailt seo.
(4) Is é an méid uasta a fhéadfaidh an Stiúrthóir nó an Chúirt Oibreachais a ordú mar chúiteamh faoi fho-alt (1)(c) nó a fhéadfaidh an Chúirt sin a ordú faoi fho-alt (2)(b), in aon chás ina raibh an gearánach ag fáil luach saothair ar dháta tarchurtha an cháis nó, má ba luaithe é. dáta an dífhostaithe. méid is comhionann—
(a) le 104 oiread mhéid an luach saothair sin, arna chinneadh ar bhonn seachtainiúil, nó
(b) i gcás gur mó é, le 104 oiread an mhéid, arna chinneadh ar bhonn seachtainiúil, a bheadh faighte ag an ngearánach ar an dáta sin murach an gníomh idirdhealaithe nó íospartha áirithe sin,
agus in aon chás eile, £10,000.
(5) Más rud é go ndéanfar an cás a bhfuil an sásamh le tabhairt ina leith a tharchur chuig an Stiúrthóir nó chuig an gCúirt Oibreachais agus go n-éiríonn an cás—
(a) faoi Chuid III, nó
(b) in aon imthosca eile (lena n-áirítear imthosca arb ionann iad agus íospairt) arb iomchuí maidir leo an Treoir um Pá Comhionann nó an Treoir um Chóir Chomhionann,
féadfaidh an Stiúrthóir nó an Chúirt Oibreachais, de réir mar a bheidh, i dteannta ordú le haghaidh cúitimh a dhéanamh, a ordú freisin go n-íocfar ús, de réir an ráta is infheidhme faoi alt 22(1) d'Acht na gCúirteanna, 1981—
(i) i leith mhéid iomlán an chúitimh nó aon chuid de, agus
(ii) i leith na tréimhse dar tosach an dáta iomchuí agus dar críoch dáta na híocaíochta,
agus, chun críocha fhomhír (ii), ciallaíonn “an dáta iomchuí” an chéad lá den tréimhse (más ann) a bhfuil sé sainráite go bhfuil an cúiteamh inchurtha ina leith nó, murab ann do thréimhse den sórt sin, dáta an tarchurtha faoi alt 77(1).
Achomhairc ón Stiúrthóir chun na Cúirte Oibreachais.
83.—(1) Tráth nach déanaí ná 42 lá ó dháta aon bhreithe ón Stiúrthóir faoi alt 79, féadfaidh an gearánach nó an freagróir achomharc a dhéanamh chun na Cúirte Oibreachais le fógra i scríbhinn ina sonrófar forais an achomhairc.
(2) Déanfaidh an Chúirt Oibreachais achomharc faoin alt seo a éisteacht go príobháideach mura rud é, ar cheann de na páirtithe á iarraidh, go gcinnfidh sí an t-achomharc, nó cibé méid de nach dóigh léi gur chóir déileáil leis i modh rúin, a sheoladh go poiblí.
(3) Beidh feidhm ag na hachtacháin seo a leanas maidir le hachomharc faoin alt seo:
(a) alt 14 den Acht Caidrimh Thionscail, 1946 (meisiúnaithe teicniúla a cheapadh); agus
(b) alt 21 den Acht sin agus alt 56 den Acht Caidrimh Thionscail, 1990 (finnéithe a thoghairm etc.).
(4) Ina cinneadh ar achomharc faoin alt seo, féadfaidh an Chúirt Oibreachais foráil a dhéanamh d'aon sásamh a bhféadfaí foráil a dhéanamh dó leis an mbreith a ndearnadh achomharc ina haghaidh (ach rogha na Cúirte Oibreachais a chur in ionad rogha an Stiúrthóra).
(5) Más cinneadh i bhfabhar an ghearánaigh cinneadh na Cúirte Oibreachais ar achomharc in aghaidh breithe ón Stíurthóir ar réamhshaincheist faoi alt 79(3), déanfar an cás a tharchur ar ais chuig an Stiúrthóir le haghaidh imscrúdaithe ar an tsaincheist shubstainteach.
(6) Faoi réir fho-alt (2), féadfaidh an tAire, le toiliú an Aire Fiontar, Trádála agus Fostaíochta, na nithe seo a leanas a shonrú le rialacháin—
(a) nósanna imeachta atá le leanúint ag an gCúirt Oibreachais le linn achomhairc a sheoladh faoin alt seo, agus
(b) teorainneacha ama is infheidhme maidir le hachomhairc den sórt sin, lena n-áirítear nósanna imeachta chun na teorainneacha sin a fhadú in imthosca áirithe,
ach, sula ndéanfaidh sé nó sí aon rialacháin den sórt sin, rachaidh an tAire i gcomhairle leis an gCúirt Oibreachais, leis an Údarás agus leis an Stiúrthóir.
Tarchuir chuig an Stiúrthóir ag an gCúirt Oibreachais.
84.—(1) I gcás ina dtarchuirfear cás chuig an gCúirt Oibreachais faoi alt 77 agus go measfaidh an Chúirt sin go mba chabhair di, agus cinneadh á dhéanamh aici, imscrúdú arna dhéanamh ag an Stiúrthóir, féadfaidh an Chúirt Oibreachais gach ní nó aon ní de na nithe a bheidh i saincheist sa chás a tharchur chuig an Stiúrthóir; agus, i gcás ina ndéanfar tarchur den sórt sin, déanfaidh an Stiúrthóir na nithe a tharchuirfear amhlaidh a imscrúdú agus tuarascáil ar an gcéanna a chur faoi bhráid na Cúirte Oibreachais.
(2) I gcás ina ndéanfar achomharc chun na Cúirte Oibreachais faoi alt 83 agus go measfaidh sí go mba chabhair di, agus cinneadh á dhéanamh aici ar an achomharc, a cuid cumhachtaí faoin bhfo-alt seo a fheidhmiú, féadfaidh an Chúirt Oibreachais gach ní nó aon ní de na nithe a bheidh i saincheist san achomharc a tharchur chuig an Stiúrthóir le haghaidh imscrúdú breise nó, de réir mar is cuí, athimscrúdú; agus, i gcás ina ndéanfar tarchur den sórt sin, déanfaidh an Stiúrthóir an t-imscrúdú breise nó an t-imscrúdú nua ar na nithe a tharchuirfear amhlaidh a sheoladh agus tuarascáil ar an gcéanna a chur faoi bhráid na Cúirte Oibreachais.
(3) I gcás ina ndéanfaidh an Chúirt Oibreachais aon nithe a tharchur chuig an Stiúrthóir faoi fho-alt (1) nó (2)—
(a) féadfaidh sí a himscrúdú ar an gcás áirithe sin nó, de réir mar a bheidh, éisteacht an achomhairc aici a chur ar fionraí, go hiomlán nó go páirteach, nó é a chur ar atráth, go dtí go bhfaighfear tuarascáil ón Stiúrthóir, agus
(b) déanfaidh sí tuarascáil an Stiúrthóra maidir leis na nithe a bheidh tarchurtha a chur san áireamh agus cinneadh á dhéanamh aici.
(4) Más rud é, ar achomharc faoi alt 83, go gcinnfidh an Chúirt Oibreachais gur chóir an bhreith ón Stiúrthóir atá i gceist a chur ar ceal, féadfaidh sí freisin, tríd an gcinneadh uaithi, an ní atá i saincheist a tharchur ar ais chuig an Stiúrthóir le haghaidh imscrúdú nua agus le haghaidh breithe faoi alt 79.
Cumhachtaí forfheidhmithe an Údaráis.
85.—(1) I gás gur dealraitheach don Údarás—
(a) go bhfuil idirdhealú nó íospairt á chleachtadh nó á cleachtadh i gcoitinne in aghaidh daoine nó go bhfuil cleachtas dá dtagraítear in alt 8(4) á fheidhmiú nó á oibriú.
(b) gur tharla idirdhealú nó íospairt i ndáil le duine áirithe nach bhfuil tarchur faoi alt 77 déanta aige nó aici i ndáil leis an idirdhealú nó leis an íospairt agus nach bhfuil sé réasúnach a bheith ag súil go ndéanfadh an duine sin tarchur den sórt sin,
(c) go bhfuil mainneachtain á déanamh téarma luach saothair chomhionainn nó clásal comhionannais a chomhlíonadh cibé acu i ngnó i gcoitinne nó i ndáil le duine áirithe nach bhfuil tarchur faoi alt 77 déanta aige nó aici i ndáil leis an mainneachtain agus nach bhfuil sé réasúnach a bheith ag súil go ndéanfadh sé nó sí tarchur den sórt sin,
(d) go bhfuil foilsiú nó taispeáint déanta de shárú ar alt 10,
(e) go bhfuil duine, contrártha d'alt 14, tar éis duine eile a aslú nó iarracht a dhéanamh duine eile a aslú chun aon ní a dhéanamh ar idirdhealú nó íospairt é, nó
(f) go bhfuil duine tar éis duine eile a aslú nó iarracht a dhéanamh duine eile a aslú chun téarma luach saothair chomhionainn nó clásal comhionannais a bhriseadh,
féadfaidh an tÚdarás an ní a tharchur chuig an Stiúrthóir.
(2) I gcás go ndéanfaidh an tÚdarás ní a tharchur chuig an Stiúrthóir faoi fho-alt (1), beidh feidhm ag na forálacha sin roimhe seo den Chuid seo amhail is dá mba chás é arna tharchur faoi alt 77, ach amháin—
(a) go ndéanfar aon tagairt don ghearánach a fhorléiriú mar thagairt don Údarás,
(b) go ndéanfar aon tagairt don fhreagróir a fhorléiriú mar thagairt don duine a raibh, i dtuairim an Údaráis, an t-idirdhealú á chleachtadh aige nó aici nó, de réir mar is gá sa chás, a bhí freagrach as mainneachtain an téarma luach saothair chomhionainn nó an clásal comhionannais a chomhlíonadh nó a bhí freagrach as an íospairt nó as an bhfoilsiú nó an taispeáint nó as an aslú nó as an iarracht ar aslú, agus
(c) maidir le haon tagairt do na páirtithe, measfar, i gcás ní a tharchuirfear de bhua aon cheann de mhíreanna (a) go (c) d'fho-alt (1), go bhfolaíonn sí aon duine a ndearnadh idirdhealú ina aghaidh nó ina haghaidh nó a ndearnadh íospairt air nó uirthi nó a d'fhulaing de dheasca mainneachtain comhlíonadh a dhéanamh, de réir mar a luaitear sa mhír lena mbaineann.
(3) I mbreith faoi alt 79, arna cur chun feidhme le fo-alt (2), beidh na cineálacha sásaimh seo a leanas ar fáil:
(a) sásamh mar atá faoi alt 82 (ach tagairtí san alt sin don ghearánach a fhorléiriú mar thagairtí don duine dá dtagraítear i bhfo-alt (2)(c));
(b) i gcás gur de bhua fho-alt (1)(d) an tarchur, breith gur de shárú nó nach de shárú ar alt 10 a rinneadh foilsiú nó taispeáint: agus
(c) i gcás gur de bhua mhír (e) nó (f) d'fho-alt (1) an tarchur, breith go ndearna nó nach ndearna an duine lena mbaineann aslú nó iarracht ar aslú mar a luaitear sa mhír lena mbaineann.
(4) Tá feidhm ag fo-alt (5) i gcás ina ndeimhneoidh an tÚdarás don Ard-Chúirt nó, de réir mar a bheidh, don Chúirt Chuarda, gur dócha, tar éis breithe faoi alt 79 arna cur chun feidhme le fo-alt (2), i ní a tharchuirfear de bhua aon mhíre d'fho-alt (1)—
(a) go ndéanfar tuilleadh idirdhealaithe nó íospartha,
(b) go ndéanfar tuilleadh mainneachtana téarma luach saothair chomhionainn nó clásal comhionannais a chomhlíonadh,
(c) go ndéanfar tuilleadh foilsithe nó taispeána de shárú ar alt 10, nó
(d) go ndéanfaidh duine ar tugadh an bhreith i ndáil leis nó léi tuilleadh aslaithe nó tuilleadh iarrachta ar aslú mar a luaitear i mír (e) nó (f) d'fho-alt (1), is de chineál is ábhar don bhreith.
(5) I gcás lena mbaineann an fo-alt seo, féadfaidh an Ard-Chúirt nó an Chúirt Chuarda, ar fhoriarratas ón Údarás ina sonrófar an duine atá i gceist, urghaire a dheonú chun a chosc ar an duine sin leanúint d'aon iompar (de shórt a luaitear i bhfo-alt (4)), de chineál a bheidh sonraithe amhlaidh.
(6) Maidir leis an dlínse a thugtar don Chúirt Chuarda leis an alt seo, is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an duine a bheidh sonraithe i bhforiarratas an Údaráis, nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
Comhaontuithe Comhchoiteanna
Comhaontuithe comhchoiteanna a tharchur chuig an Stiúrthóir.
86.—(1) Má éilíonn an tÚdarás nó duine a ndéanann comhaontú comhchoiteann difear dó nó di go bhfuil foráil den chomhaontú sin ar neamhní de bhua alt 9, féadfaidh an tÚdarás nó an duine sin ceist an chomhaontaithe sin a tharchur chuig an Stiúrthóir; agus san alt seo (agus in alt 87) gairtear “an gearánach” den Údarás nó den duine a dhéanfaidh tarchur den sórt sin.
(2) Chun críocha an ailt seo (agus alt 87)—
(a) measfar go bhfolaíonn an abairt “comhaontú comhchoiteann” ordú nó comhaontú a thagann faoi réim mhír (b) nó (c) d'alt 9(3),
(b) déanann comhaontú comhchoiteann difear do dhuine más fostaí an duine sin a bhfuil a luach saothair, nó a choinníollacha nó a coinníollacha fostaíochta faoi rialú, go hiomlán nó go páirteach, ag an gcomhaontú (nó ag aon chuid de), agus
(c) ciallaíonn “na freagróirí” na páirtithe sa chomhaontú, seachas (más iomchuí) an gearánach.
(3) Faoi réir fho-alt (4), i gcás ina ndéanfar comhaontú comhchoiteann a tharchur chuig an Stiúrthóir faoin alt seo, breithneoidh an Stiúrthóir, maidir leis an gceist i dtaobh foráil den chomhaontú a bheith nó gan a bheith ar neamhní, cibé acu an ceist í is cosúil a d'fhéadfaí a réiteach trí idirghabháil, agus—
(a) má mheasann an Stiúrthóir go bhféadfaí an cheist a réiteach amhlaidh, déanfaidh an Stiúrthóir an comhaontú a tharchur chuig oifigeach idirghabhála comhionannais le haghaidh idirghabhála de réir alt 87, agus
(b) má mheasann an Stiúrthóir nach bhféadfaí an cheist a réiteach amhlaidh, rachaidh an Stiúrthóir ar aghaidh de réir mhír (b) nó (c) d'fho-alt (4).
(4) Má dhéanann an gearánach nó na freagróirí agóid in aghaidh tarchuir faoi fho-alt (3)(a) (nó má tá feidhm ag alt 78(7) de réir fho-alt (6))—
(a) ní fheidhmeoidh an Stiúrthóir na cumhachtaí faoi fho-alt (3)(a),
(b) déanfaidh an Stiúrthóir an comhaontú a imscrúdú agus, chun na críche sin, tabharfaidh sé nó sí éisteacht do gach duine ar dealraitheach don Stiúrthóir leas a bheith aige nó aici san ábhar agus ar mian leis nó léi éisteacht a fháil, agus
(c) eiseoidh an Stiúrthóir breith de réir alt 87,
agus beidh feidhm ag fo-ailt (3) agus (4) d'alt 79 i ndáil le himscrúdú ag an Stiúrthóir faoin bhfo-alt seo mar atá feidhm acu i ndáil le himscrúdú ag an Stiúrthóir faoin alt sin.
(5) Déanfar idirghabháil faoi fho-alt (3) nó imscrúdú faoi fho-alt (4) a sheoladh go príobháideach.
(6) I gcás go ndéanfar comhaontú comhchoiteann a tharchur le haghaidh idirghabhála faoi fho-alt (3), beidh feidhm ag fo-ailt (5) go (7) d'alt 78 mar atá feidhm acu maidir le cás a bheidh tarchurtha chuig oifigeach idirghabhála comhionannais faoi alt 78(1) ach, chun críche na feidhme sin—
(a) déanfar tagairtí sna fo-ailt sin don ghearánach agus don fhreagróir a fhorléiriú mar thagairtí don ghearánach agus do na freagróirí, de réir bhrí an ailt seo, agus
(b) beidh éifeacht le halt 78(7) amhail is dá gcuirfí na focail “déanfaidh an Stiúrthóir imscrúdú ar ábhar an chomhaontaithe faoi alt 86(4)” in ionad na bhfocal a leanann mír (c) den chéanna.
Idirghabháil, breitheanna agus achomhairc a bhaineann le comhaontuithe comhchoiteanna.
87.—(1) I gcás go ndéanfar comhaontú comhchoiteann a tharchur chuig an Stiúrthóir faoi alt 86, beidh d'aidhm—
(a) le hidirghabháil ag oifigeach idirghabhála comhionannais faoi fho-alt (3) den alt sin, nó
(b) le breith ón Stiúrthóir faoi fho-alt (4) den alt sin,
a aithint cé na forálacha (más ann) den chomhaontú atá ar neamhní de bhua alt 9 agus, más cuí leis an oifigeach idirghabhála comhionannais nó, de réir mar a bheidh, leis an Stiúrthóir, treoir a chur ar fáil do na páirtithe sa chomhaontú maidir leis an gcaoi a bhféadfaí malairt forálacha nó forálacha leasaithe a cheapadh, a mbeadh sé dleathach iad a bheith sa chomhaontú.
(2) Tráth nach déanaí ná 42 lá ó dháta aon bhreithe den sórt dá dtagraítear i bhfo-alt (1)(b), féadfaidh an gearánach nó an freagróir achomharc a dhéanamh chun na Cúirte Oibreachais le fógra i scríbhinn ina sonrófar forais an achomhairc.
(3) Déanfaidh an Chúirt Oibreachais achomharc faoi fho-alt (2) a éisteacht go príobháideach mura rud é, ar cheann de na páirtithe á iarraidh sin, go gcinnfidh sí an t-achomharc, nó cibé méid de nach dóigh léi gur chóir déileáil leis i modh rúin, a sheoladh go poiblí, agus beidh feidhm ag na hachtacháin a shonraítear in alt 83(3) maidir le hachomharc den sórt sin amhail mar atá feidhm acu maidir le hachomharc faoi alt 83.
(4) Ina cinneadh ar achomharc faoi fho-alt (2) féachfaidh an Chúirt Oibreachais leis an aidhm a shonraítear i bhfo-alt (1) a bhaint amach.
(5) San alt seo tá le “comhaontú comhchoiteann”, “an gearánach” agus “an freagróir” an bhrí chéanna atá leo in alt 86.
Breitheanna agus Cinntí i gCoitinne
Foirm breitheanna agus cinntí agus an t-ábhar a bheidh iontu.
88.—(1) Is i scríbhinn a bheidh gach breith ón Stiúrthóir nó gach cinneadh ón gCúirt Oibreachais faoin gCuid seo agus—
(a) más cuí leis an Stiúrthóir nó leis an gCúirt Oibreachais, nó
(b) má iarrann aon cheann de na páirtithe amhlaidh,
beidh ráiteas sa bhreith nó sa chinneadh maidir leis na cúiseanna gur tháinig an Stiúrthóir ar an mbreith sin nó, de réir mar a bheidh, gur tháinig an Chúirt Oibreachais ar an gcinneadh sin.
(2) Féadfaidh an Stiúrthóir nó, de réir mar a bheidh, Cathaoirleach na Cúirte Oibreachais, trí fhógra i scríbhinn chuig na páirtithe, ceartú a dhéanamh ar aon dearmad (lena n-áirítear aon rud atá fágtha ar lár) ar dearmad focal nó dearmad foirmiúil é i mbreith nó i gcinneadh faoin gCuid seo.
(3) San alt seo ciallaíonn “na páirtithe”—
(a) i gcás breithe nó cinnidh faoi alt 79, an gearánach agus an freagróir mar a mhínítear in alt 77(4),
(b) i gcás cinnidh faoi alt 83, na páirtithe san achomharc,
(c) i gcás breithe faoi alt 85, an tÚdarás agus na daoine dá dtagraítear i bhfo-ailt (2)(b) agus (c) den alt sin, agus
(d) i gcás breithe faoi alt 86 nó cinnidh faoi alt 87, an gearánach agus na freagróirí, de réir bhrí alt 86.
(4) Mura ndéanfar aon duine a bhí páirteach in imscrúdú faoi alt 79 nó 86 a shainaithint i gceart sa bhreith nó sa chinneadh a thig as an imscrúdú, measfar go dtagann ceartú na hearráide sin faoi réim fho-alt (2).
Breitheanna agus cinntí a sholáthar agus a fhoilsiú.
89.—(1) Tabharfar cóip de gach breith ón Stiúrthóir faoin gCuid seo—
(a) do gach ceann de na páirtithe, agus
(b) don Chúirt Oibreachais,
agus déanfar gach breith den sórt sin a fhoilsiú agus cuirfear cóip di ar fáil lena hiniúchadh in oifig an Stiúrthóra.
(2) Tabharfar cóip de gach cinneadh ón gCúirt Oibreachais faoin gCuid seo do gach ceann de na páirtithe; agus déanfar gach cinneadh den sórt sin a fhoilsiú agus cuirfear cóip de ar fáil lena iniúchadh in oifig na Cúirte Oibreachais.
(3) San alt seo tá le “na páirtithe” an bhrí chéanna atá leis in alt 88.
(4) Aon tagairt san alt seo do bhreith nó do chinneadh folaíonn sí tagairt d'aon ráiteas maidir le cúiseanna a bheidh sa bhreith nó sa chinneadh de réir mar a luaitear in alt 88(1).
(5) Beidh an t-ábhar a bheidh in aon doiciméad a fhoilseofar nó a chuirfear ar fáil de bhua an ailt seo faoi phribhléid iomlán.
Achomhairc agus tarchuir ón gCúirt Oibreachais.
90.—(1) Tráth nach déanaí ná 42 lá, nó cibé tréimhse is faide ná sin a cheadóidh an Chúirt Chuarda, ó dháta aon chinnidh ón gCúirt Oibreachais faoi alt 79, féadfaidh an gearánach nó an freagróir achomharc a dhéanamh chun na Cúirte Cuarda in aghaidh an chinnidh.
(2) Ar achomharc faoi fho-alt (1), féadfaidh an Chúirt Chuarda aon chineál sásaimh a ordú a bhféadfaí foráil a dhéanamh dó leis an gcinneadh a ndearnadh achomharc ina aghaidh (ach rogha na Cúirte Cuarda a chur in ionad rogha na Cúirte Oibreachais) agus, faoi réir aon achomhairc chun na hArd-Chúirte ar phonc dlí, is breith chríochnaitheach dhochloíte breith na Cúirte Cuarda ar achomharc faoi fho-alt (1).
(3) I gcás ina ndéanfaidh an Chúirt Oibreachais cinneadh faoi alt 79 nó ar achomharc faoin gCuid seo, féadfaidh ceachtar de na páirtithe achomharc a dhéanamh chun na hArd-Chúirte ar phonc dlí.
(4) Le linn don Chúirt Oibreachais cás a imscrúdú faoi alt 79 nó i gcúrsa achomhairc chuici faoin gCuid seo, féadfaidh an Chúirt Oibreachais—
(a) ponc dlí a éireoidh i gcúrsa an imscrúdaithe nó an achomhairc a tharchur chuig an Ard-Chúirt, agus
(b) an t-imscrúdú nó an t-achomharc a chur ar atráth (más cuí léi é) go dtí go mbeidh toradh ar an tarchur.
(5) Maidir leis an dlínse a thugtar don Chúirt Chuarda leis an alt seo, is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an bhfreagróir, nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
(6) Beidh éifeacht le forálacha na Coda seo a bhaineann le hachomhairc d'ainneoin alt 17 den Acht Caidrimh Thionscail, 1946 (lena dtoirmisctear achomhairc ón gCúirt Oibreachais).
Forfheidhmiú ag an gCúirt Chuarda
Cinntí, breitheanna agus socraíochtaí idirghabhála a fhorfheidhmiú.
91.—(1) Má mhainníonn fostóir nó aon duine eile atá faoi cheangal—
(a) ag téarmaí cinnidh chríochnaithigh ón gCúirt Oibreachais faoin gCuid seo, nó
(b) ag téarmaí breithe críochnaithí ón Stiúrthóir faoin gCuid seo,
téarmaí an chinnidh nó na breithe a chomhlíonadh ansin, ar iarratas faoin alt seo, déanfaidh an Chúirt Chuarda ordú, faoi réir alt 93, á ordú don duine dá ndéantar difear (is é sin le rá, an fostóir nó an duine eile lena mbaineann) an cinneadh nó an bhreith a chur i gcrích de réir théarmaí an chéanna.
(2) Má mhainníonn fostóir nó an duine is páirtí i socraíocht lena mbaineann alt 78 (5) éifeacht a thabhairt, go hiomlán nó go páirteach, do théarmaí na socraíochta, ansin, ar iarratas faoin alt seo, féadfaidh an Chúirt Chuarda ordú a dhéanamh á ordú don duine dá ndéantar difear (is é sin le rá, an fostóir nó an duine is páirtí sa tsocraíocht) na téarmaí sin nó, de réir mar a bheidh, an chuid de na téarmaí sin lena mbaineann an t-iarratas, a chur i gcrích; ach ní ordóidh an Chúirt Chuarda, de bhua an fho-ailt seo, d'aon duine aon suim a íoc nó aon ní eile a dhéanamh nach bhféadfaí foráil a dhéanamh dó (dá mbeifí tar éis déileáil leis an ní ar shlí seachas trí idirghabháil) ar mhodh sásaimh faoi alt 82.
(3) Ní fhéadfar iarratas a dhéanamh faoin alt seo—
(a) i gcás cinnidh nó breithe, roimh dheireadh na tréimhse ar laistigh di a d'fhéadfaí achomharc a thionscnamh in aghaidh an chinnidh nó na breithe, agus
(b) i gcás socraíochta ar thángthas uirthi mar thoradh ar idirghabháil, roimh dheireadh na tréimhse 42 lá ó dháta an taifid i scríbhinn den tsocraíocht.
(4) Maidir le hiarratas faoin alt seo—
(a) féadfaidh an gearánach é a dhéanamh, nó
(b) i gcás nach é an tÚdarás an gearánach, ansin, féadfaidh an tÚdarás é a dhéanamh le toiliú an ghearánaigh má mheasann an tÚdarás nach dócha go gcuirfí an cinneadh, an bhreith nó an tsocraíocht i ngníomh mura mbeadh lámh aige féin sa chás.
(5) Ar iarratas faoin alt seo, feidhmeoidh an Chúirt Chuarda a feidhmeanna faoi fho-alt (1) nó (2) ar í a bheith deimhin de—
(a) gurb ann don chinneadh, don bhreith nó don tsocraíocht agus i dtaobh théarmaí an chéanna, agus
(b) gur mhainnigh an duine dá ndéantar difear na téarmaí sin a chomhlíonadh.
(6) Chun críocha an ailt seo, is breith chríochnaitheach breith, nó is cinneadh críochnaitheach cinneadh, mura bhfuil ábhar achomhairc ann ina aghaidh nó ina haghaidh faoin gCuid seo nó má tá an t-am chun achomharc a thionscnamh imithe in éag agus—
(a) nár tionscnaíodh aon achomharc, nó
(b) gur tréigeadh aon achomharc a tionscnaíodh.
(7) Gan dochar do chumhacht na Cúirte Cuarda ordú a dhéanamh le haghaidh costas i bhfabhar an ghearánaigh nó an duine dá ndéantar difear, i gcás go ndéanfaidh an tÚdarás iarratas de bhua fho-alt (4) (b), féadfaidh an Chúirt Chuarda costais an Údaráis a dhámhachtain.
(8) Maidir leis an dlínse a thugtar don Chúirt Chuarda leis an alt seo, is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an bhfreagróir, nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
Cumhachtaí breise na Cúirte Cuarda ar fhorfheidhmiú.
92.—(1) I gcás ina ndéanfaidh an Chúirt Chuarda ordú faoi alt 91(1), féadfaidh sí, más rud é sna himthosca go léir go measfaidh sí gur cuí déanamh amhlaidh, an t-ordachán breise dá dtagraítear i bhfo-alt (2) nó, de réir mar is gá sa chás, i bhfo-alt (3) a áireamh san ordú.
(2) I gcás ina mbaineann an t-ordú faoi alt 91(1) le cinneadh nó breith lena gceanglaítear cúiteamh a íoc le haon duine, féadfaidh an t-ordú a ordú don fhostóir nó don duine eile lena mbaineann ús a íoc ar an gcúiteamh de réir an ráta dá dtagraítear in alt 22 d'Acht na gCúirteanna, 1981, i leith na tréimhse go léir nó aon chuid den tréimhse dar críoch dáta an ordaithe agus dar tosach—
(a) 42 lá tar éis dháta an chinnidh nó na breithe, nó
(b) más déanaí ná sin é, an dáta ar ar ceanglaíodh an cúiteamh a íoc faoin gcinneadh nó faoin mbreith.
(3) I gcás ina mbaineann an t-ordú faoi alt 91(1) le cinneadh lena gceanglaítear ar fhostóir fostaí a athfhostú nó a athfhruiliú, féadfaidh an t-ordú a ordú don fhostóir cúiteamh a íoc leis an bhfostaí ar cúiteamh é de cibé méid a mheasann an Chúirt Chuarda a bheith réasúnach i leith mhainneachtain an fhostóra an cinneadh a chomhlíonadh.
Cúiteamh in ionad athfhostú nó athfhruiliú.
93.—(1) Ar iarratas faoi alt 91 a bhaineann le cinneadh lena gceanglaítear ar fhostóir fostaí a athfhostú nó a athfhruiliú, féadfaidh an Chúirt Chuarda, más rud é sna himthosca go léir go measfaidh sí gur cuí déanamh amhlaidh, in ionad ordú a dhéanamh faoi fho-alt (1) den alt sin, ordú cúitimh a dhéanamh faoin alt seo.
(2) Is éard is ordú cúitimh faoin alt seo ann ordú lena n-ordaítear don fhostóir (in ionad athfhostú nó athfhruiliú) cúiteamh a íoc leis an bhfostaí.
(3) Is é an méid uasta cúitimh a fhéadfar a ordú faoin alt seo méid is comhionann le 104 oiread mhéid luach saothair seachtainiúil an fhostaí de réir an ráta a bhí á fháil ag an bhfostaí ar dháta tarchurtha an cháis faoi alt 77 nó a bheadh faighte aige nó aici ar an dáta sin murach an t-idirdhealú atá i gceist.
Faisnéis
Cumhachtaí dul isteach in áitreabh, faisnéis a fháil, etc.
94.—(1) Faoi réir fho-alt (3), tá éifeacht leis an alt seo chun a chumasú faisnéis a fháil a theastóidh ón Stiúrthóir nó ón gCúirt Oibreachais chun a chumasú dóibh a bhfeidhmeanna a fheidhmiú faoin gCuid seo; agus san alt seo—
(a) ciallaíonn “oifigeach ainmnithe” an Stiúrthóir, Cathaoirleach na Cúirte Oibreachais, oifigeach comhionannais nó duine a bheidh údaraithe chuige sin ag an Stiúrthóir nó ag an gCathaoirleach, agus
(b) ciallaíonn “faisnéis ábhartha” faisnéis a bhfuil forais réasúnacha ag oifigeach ainmnithe chun a chreidiúint gur faisnéis iomchuí í chun na críche atá leagtha amach thuas.
(2) Chun na críche atá leagtha amach i bhfo-alt (1), féadfaidh oifigeach ainmnithe aon cheann amháin nó níos mó díobh seo a leanas a dhéanamh:
(a) gach tráth réasúnach, dul isteach go síochánta in áitreabh;
(b) a cheangal ar aon duine aon taifid, leabhair, doiciméid nó nithe eile atá faoi chumhacht nó faoi rialú an duine sin, agus a bhfuil forais réasúnacha ag an oifigeach ainmnithe chun a chreidiúint go bhfuil faisnéis ábhartha iontu, a thabhairt ar aird don oifigeach ainmnithe agus cibé faisnéis agus rochtain a thabhairt don oifigeach ainmnithe a theastóidh le réasún i ndáil lena bhfuil in aon taifid, leabhair, doiciméid nó nithe eile den sórt sin;
(c) aon taifid, leabhair, doiciméid nó nithe eile den sórt sin a iniúchadh agus a chóipeáil nó sleachta a thógáil astu;
(d) aon obair atá ar siúl ag aon áitreabh a iniúchadh.
(3) Aon oifigeach comhionannais a bheidh ainmnithe ag an Stiúrthóir faoi alt 80(4) chun imscrúdú a dhéanamh agus tuarascáil a ullmhú ar cheist a bheidh sonraithe ag an gCúirt Chuarda, féadfaidh sé nó sí, chun críche an imscrúdaithe sin agus na tuarascála sin, aon cheann de na cumhachtaí i míreanna (a) go (d) d'fho-alt (2) a fheidhmiú; agus, chun críche fheidhm an ailt seo i gcás den sórt sin—
(a) déanfar aon tagairt i bhfo-ailt (2), (5) agus (6) don oifigeach ainmnithe a fhorléiriú mar thagairt don oifigeach comhionannais a bheidh ainmnithe amhlaidh, agus
(b) forléireofar “faisnéis ábhartha” mar fhaisnéis a bhfuil forais réasúnacha ag an oifigeach comhionannais sin chun a chreidiúint gur faisnéis iomchuí í chun críche an imscrúdaithe agus na tuarascála.
(4) Ní dhéanfar na cumhachtaí a thugtar le fo-alt (2) a fheidhmiú i leith teaghaise ná i leith aon duine, taifid, leabhair, doiciméid ná ní eile i dteaghais mura rud é—
(a) i gcás go mbeidh na cumhachtaí le feidhmiú de bhua fho-alt (1), go ndéanfaidh an tAire (nó oifigeach de chuid an Aire a bheidh údaraithe chuige sin ag an Aire) a dheimhniú i scríbhinn go bhfuil forais réasúnacha ann chun a chreidiúint go bhfuil faisnéis sa teaghais atá ábhartha maidir le himscrúdú cáis, nó le breithniú achomhairc, faoin gCuid seo, nó
(b) i gcás go mbeidh na cumhachtaí le feidhmiú de bhua fho-alt (3), gur deimhin leis an gCúirt Chuarda go bhfuil forais réasúnacha ann chun a chreidiúint go bhfuil faisnéis sa teaghais atá ábhartha maidir le himscrúdú an oifigigh comhionannais.
(5) Más deimhin le breitheamh den Chúirt Dúiche, trí fhaisnéis faoi mhionn ó oifigeach ainmnithe, go bhfuil cúis réasúnach amhrais ann go bhfuil aon taifid, leabhair, doiciméid nó nithe eile ina bhfuil faisnéis ábhartha le fáil in aon áitreabh, féadfaidh an breitheamh barántas cuardaigh a eisiúint faoin alt seo.
(6) Maidir le barántas cuardaigh arna eisiúint faoin alt seo beidh sé sainráite ann go n-údaraíonn sé, agus oibreoidh sé chun a údarú, d'oifigeach ainmnithe sonraithe, agus cibé daoine eile a mheasfaidh an t-oifigeach ainmnithe sonraithe is gá ina theannta nó ina teannta, aon tráth nó tráthanna laistigh de mhí amháin ó dháta eisiúna an bharántais, ar an mbarántas a thabhairt ar aird má iarrtar amhlaidh—
(a) dul isteach san áitreabh a bheidh ainmnithe sa bharántas, le forneart más gá,
(b) an t-áitreabh sin a chuardach, agus
(c) aon chumhacht den sórt a thuairiscítear i bhfo-alt (2) (b) nó (c) a fheidhmiú i ndáil le daoine agus le taifid, leabhair, doiciméid nó nithe eile a gheofar ag an áitreabh.
Ceanglais ar dhaoine faisnéis a chur ar fáil.
95.—(1) Chun a chumasú don Stiúrthóir nó don Chúirt Oibreachais a bhfeidhmeanna a fheidhmiú faoin gCuid seo, féadfaidh an Stiúrthóir nó Cathaoirleach na Cúirte Oibreachais—
(a) a cheangal ar aon duine a bhfuil, i dtuairim an Stiúrthóra nó an Chathaoirligh (de réir mar a bheidh), aon fhaisnéis atá iomchuí maidir le feidhmiú na bhfeidhmeanna sin aige nó aici, nó a bhfuil cumhacht nó rialú aige nó aici ar fhaisnéis den sórt sin, an fhaisnéis sin a thabhairt don Stiúrthóir nó don Chathaoirleach, agus
(b) a cheangal, más cuí, ar aon duine den sórt sin freastal os comhair an Stiúrthóra nó an Chathaoirligh chun na críche sin,
agus comhlíonfaidh an duine aon cheanglas arna dhéanamh amhlaidh.
(2) Féadfar, i gceanglas faoi fho-alt (1), am agus áit a shonrú ag a bhfuil faisnéis le tabhairt nó ag a bhfuil duine le freastal; agus más rud é nach mbeidh am nó áit den sórt sin sonraithe sa cheanglas, déanfaidh an duine ar a mbeidh an ceanglas dírithe é a chomhlíonadh a luaithe is indéanta le réasún.
(3) Aon daoine a gceanglófar orthu freastal os comhair an Stiúrthóra nó Chathaoirleach na Cúirte Oibreachais faoi fho-alt (1) (b)—
(a) freagróidh siad go hiomlán agus go fírinneach aon cheisteanna a chuirfidh an Stiúrthóir nó an Cathaoirleach orthu (seachas aon cheist a dtiocfadh di an duine ar a gcuirfí í a ionchoiriú), agus
(b) má iarrann an Stiúrthóir nó an Cathaoirleach orthu amhlaidh, síneoidh siad dearbhú maidir le fírinne a gcuid freagraí ar aon cheisteanna den sórt sin.
(4) Chun a chumasú d'oifigeach comhionannais a bheidh ainmnithe ag an Stiúrthóir faoi alt 80(4) na feidhmeanna a chomhlíonadh a bhaineann le himscrúdú a dhéanamh agus tuarascáil a ullmhú ar cheist a bheidh sonraithe ag an gCúirt Chuarda, beidh feidhm ag fo-ailt (1) go (3) ach tagairt don oifigeach comhionannais a chur in ionad aon tagartha don Stiúrthóir.
Smachtbhannaí as mainneachtain nó diúltú doiciméid, faisnéis, etc. a sholáthar.
96.—(1) Más dealraitheach don Stiúrthóir, do Chathaoirleach na Cúirte Oibreachais nó d'oifigeach comhionannais gur mhainnigh aon duine—
(a) ceanglas faoi alt 94(2)(b), nó
(b) ceanglas faoi alt 95(1),
a chomhlíonadh, ansin, de réir mar is gá sa chás, féadfaidh an Stiúrthóir, an Cathaoirleach nó an t-oifigeach comhionannais iarratas a dhéanamh chun na Cúirte Cuarda ar ordú faoin alt seo.
(2) Faoi réir fho-alt (3) más rud é, ar iarratas faoin alt seo, gur deimhin leis an gCúirt Chuarda gur mhainnigh an duine lena mbaineann an ceanglas atá i gceist a chomhlíonadh, féadfaidh an Chúirt Chuarda ordú a dhéanamh á cheangal ar an duine sin an ceanglas a chomhlíonadh.
(3) Más rud é, ar iarratas faoin alt seo, gurb é tuairim na Cúirte Cuarda go n-airbheartaíonn an ceanglas atá i gceist a cheangal ar an duine lena mbaineann—
(a) aon taifead, leabhar, doiciméad nó ní eile a thabhairt ar aird, nó
(b) aon fhaisnéis a thabhairt,
a bhfuil an duine sin i dteideal pribhléid ghairmiúil dlí a éileamh ina leith, déanfaidh an Chúirt Chuarda an ceanglas a chur ar ceal.
(4) Maidir leis an dlínse a thugtar don Chúirt Chuarda leis an alt seo is é nó is í an breitheamh a bheidh sannta de thuras na huaire don chuaird ina bhfuil gnáthchónaí ar an bhfreagróir, nó ina seolann sé nó sí aon ghairm, gnó nó slí bheatha, a fheidhmeoidh í.
Forálacha forlíontacha maidir le faisnéis.
97.—(1) Más rud é, i gcúrsa nó chun críocha aon imscrúdaithe, idirghabháila nó éisteachta faoin gCuid seo, go nochtfaidh aon duine faisnéis don Chúirt Oibreachais, don Stiúrthóir, d'oifigeach idirghabhála comhionannais nó d'aon duine eile atá i dteideal í a fháil, ní thiocfaidh as an nochtadh go mbeidh aon dliteanas ann (i gconradh, i dtort nó ar shlí eile) ar thaobh an duine a bheidh á dhéanamh.
(2) Ní dhéanfar aon fhaisnéis a thabharfar don Chúirt Oibreachais, don Stiúrthóir nó d'aon duine eile, nó a gheobhaidh siad ar shlí eile, de bhua ailt 94 go 96 nó thairis sin i gcúrsa nó chun críocha aon imscrúdaithe, idirghabhála nó éisteachta faoin gCuid seo, a fhoilsiú nó a nochtadh ar shlí eile ach amháin—
(a) chun críocha imscrúdaithe, idirghabhála nó éisteachta den sórt sin,
(b) ar ordú ón Ard Chúirt nó ón gCúirt Chuarda.
(c) le toiliú an duine a thabharfaidh an fhaisnéis agus aon duine eile lena mbainfidh an fhaisnéis,
(d) i mbreith ón Stiúrthóir nó i gcinneadh ón gCúirt Oibreachais a fhoilseofar nó a chuirfear ar fáil faoi alt 89 agus a mbaineann nochtadh na faisnéise leis nó léi, nó
(e) chun críocha iarratais faoi alt 96.
(3) I bhfo-alt (2), aon tagairt d'fhaisnéis folaíonn sí aon taifead, leabhar, doiciméad nó ní eile ina bhfuil an fhaisnéis.
(4) Aon duine a nochtfaidh faisnéis de shárú ar fho-alt (2), beidh sé nó sí ciontach i gcion faoin alt seo.
Cionta
Pionós mar gheall ar fhostaí a dhífhostú as cearta a fheidhmiú.
98.—(1) Má dhífhostaítear fostaí in imthosca arb ionann iad agus íospairt, beidh fostóir an fhostaí ciontach i gcion agus más rud é, in ionchúiseamh mar gheall ar chion faoin alt seo, go gcruthófar—
(a) gur dífhostaíodh an fostaí, agus
(b) go ndearna an fostaí, de mheon macánta, ceann amháin nó níos mó de na gníomhartha a shonraítear i míreanna (a) go (d) d'alt 74(2),
beidh an cruthúnas sin, gan a thuilleadh cruthúnais, ina fhianaise, go dtí go gcruthófar a mhalairt, gurbh í an aonchúis nó an phríomhchúis a bhí le dífhostú an fhostaí go ndearna an fostaí, de mheon macánta, ceann amháin nó níos mó de na gníomhartha sin.
(2) Faoi réir fho-alt (4), ar chiontú i gcion faoin alt seo, féadfaidh an chúirt, más cuí léi agus má mheasann sí go mbeadh cumhacht ag an gCúirt Oibreachais déanamh amhlaidh—
(a) ordú a dhéanamh á ordú don fhostóir an fostaí a athfhostú, nó
(b) ordú a dhéanamh á ordú don fhostóir an fostaí a athfhruiliú.
(3) Faoi réir fho-alt (4), más rud é nach ndéanfaidh an chúirt a chiontóidh duine i gcion faoin alt seo ordú faoi fho-alt (2) (a) nó (b), féadfaidh sí, más cuí léi, i dteannta fíneáil a ghearradh i leith an chiona, a ordú don fhostóir cibé méid cúitimh a mheasfaidh an chúirt, faoi réir fho-alt (5), a bheith cuí ag féachaint d'aon fhianaise agus d'aon uiríll a dhéanfaidh an fostóir nó an fostaí lena mbaineann, nó a dhéanfar thar a cheann nó thar a ceann, a íoc leis an bhfostaí lena mbaineann.
(4) Ní fheidhmeoidh an chúirt a cuid cumhachtaí faoi fho-alt (2) nó (3) mura dtoilíonn an fostaí lena mbaineann leis.
(5) Ní mó méid an chúitimh a fhéadfar a ordú faoi fho-alt (3)—
(a) ná an méid, ag féachaint d'fho-ailt (4) agus (5) d'alt 82, a d'fhéadfadh an Chúirt Oibreachais a ordú mar chúiteamh faoi alt 82(2) ar éileamh ar shásamh i leith an dífhostaithe, nó
(b) más í an Chúirt Dúiche a dhéanfaidh an t-ordú, ná £5,000 nó cibé méid eile a bheidh arna fhorordú de thuras na huaire le dlí mar theorainn dhlínse na cúirte sin i dtort,
agus, le linn aon fhoráil d'alt 82 a chur i bhfeidhm chun críocha mhír (a), déanfar aon tagairt do dháta an tarchurtha a fhorléiriú mar thagairt do dháta an dífhostaithe agus déanfar aon tagairt do dháta an chinnidh ón gCúirt Oibreachais a fhorléiriú mar thagairt do dháta an chiontaithe sa chion.
(6) Más rud é, ar fhostóir a chiontú mar gheall ar chion faoin alt seo, go ndéanfaidh an chúirt ordú faoi fho-alt (2) (a) nó (b) nó faoi fho-alt (3)—
(a) féadfaidh an fostóir, cibé acu a dhéanann nó nach ndéanann an fostóir achomharc in aghaidh an chiontaithe nó na pianbhreithe, achomharc a dhéanamh in aghaidh an ordaithe chun na cúirte ar chuici a bheidh ábhar achomhairc ann in aghaidh an chiontaithe, agus
(b) féadfaidh an chúirt a éistfidh achomharc in aghaidh an chiontaithe nó na pianbhreithe, nó achomharc in aghaidh an ordaithe amháin, an t-ordú a chúlghairm nó a athrú agus, go háirithe, i gcás go ndearnadh an t-ordú faoi fho-alt (3), féadfaidh sí méid an chúitimh a athrú.
(7) Más rud é go ndéanfaidh an chúirt ordú faoi fho-alt (3) chun méid cúitimh a íoc—
(a) gan dochar d'aon cheart achomhairc ag aon duine eile, beidh ceart achomhairc ag an bhfostaí lena mbaineann, nach mbainfidh ach le méid an chúitimh, chuig an Ard-Chúirt, nó de réir mar a bheidh, chuig an mbreitheamh den Chúirt Chuarda ar ina chuaird nó ina cuaird atá dúiche (nó aon chuid de dhúiche) an bhreithimh den Chúirt Dúiche a d'ordaigh an cúiteamh, agus
(b) in aon imeachtaí sibhialta arna dtionscnamh ag an bhfostaí lena mbaineann i leith an luach saothair a bheadh faighte ag an bhfostaí murach gur tharla an dífhostú, is cosaint mhaith é, go feadh mhéid an chúitimh a íocadh, gur íoc an fostóir an cúiteamh.
(8) I gcás go ndéanfar achomharc a thionscnamh faoi fho-alt (7) (a), is breith chríochnaitheach í an bhreith ón Ard-Chúirt nó, de réir mar a bheidh, ón mbreitheamh den Chúirt Chuarda.
An Stiúrthóir agus oifigigh eile a chosc etc.
99.—(1) Aon duine—
(a) a choiscfidh nó a bhacfaidh an Chúirt Oibreachais, an Stiúrthóir nó oifigeach comhionannais i bhfeidhmiú cumhachtaí faoin gCuid seo, nó
(b) a mhainneoidh ceanglas de chuid na Cúirte Oibreachais, an Stiúrthóra nó oifigigh comhionannais arna thabhairt faoin gCuid seo a chomhlíonadh,
beidh sé nó sí ciontach i gcion faoin alt seo.
(2) Aon tagairt i bhfo-alt (1) d'oifigeach comhionannais folaíonn sí tagairt do dhuine a bheidh údaraithe faoi alt 94(1)(a).
Cionta: forálacha ginearálta.
100.—(1) Aon duine a bheidh ciontach i gcion faoi aon fhoráil den Acht seo dlífear—
(a) ar é nó í a chiontú go hachomair, fíneáil nach mó ná £1,500 nó príosúnacht ar feadh téarma nach faide ná bliain amháin, nó iad araon, a chur air nó uirthi, nó
(b) ar é nó í a chiontú ar díotáil, fíneáil nach mó ná £25,000 nó príosúnacht ar feadh téarma nach faide ná 2 bhliain, nó iad araon, a chur air nó uirthi.
(2) Má leantar tar éis an chiontaithe den sárú ar ina leith a chiontaítear duine i gcion faoi aon fhoráil den Acht seo, beidh an duine sin ciontach i gcion breise ar gach lá ar a leanfar den sárú agus, in aghaidh gach ciona den sórt sin, dlífear, ar é nó í a chiontú go hachomair, fíneáil nach mó ná £250 nó, ar é nó í a chiontú ar díotáil, fíneáil nach mó ná £1,500, a chur air nó uirthi.
(3) Féadfaidh an tAire nó an tÚdarás imeachtaí achoimre i leith ciona faoi aon fhoráil den Acht seo a thionscnamh.
(4) D'ainneoin alt 10(4) den Petty Sessions (Ireland) Act, 1851, féadfar imeachtaí achoimre i leith ciona faoi aon fhoráil den Acht seo a thionscnamh laistigh de 12 mhí ó dháta an chiona.
(5) Más rud é, maidir le cion faoi aon fhoráil den Acht seo a rinne comhlacht corpraithe, go gcruthófar go ndearnadh é le toiliú nó le cúlcheadú, nó gurb inchurtha é i leith aon fhaillí ar thaobh, aon duine ar stiúrthóir, bainisteoir, rúnaí nó oifigeach eile den tsamhail sin de chuid an chomhlachta chorpraithe a bhí ann nó inti nuair a rinneadh an cion, nó duine a d'airbheartaigh a bheith ag gníomhú in aon cháil den sórt sin, beidh an duine sin (chomh maith leis an gcomhlacht corpraithe) ciontach i gcion agus dlífear imeachtaí a thionscnamh ina choinne nó ina coinne agus é nó í a phionósú amhail is dá mbeadh sé nó sí ciontach sa chion a rinne an comhlacht corpraithe.
(6) I ndáil le comhlacht corpraithe arb iad a chomhaltaí a bhainistíonn a ghnóthaí, tá éifeacht le fo-alt (5) amhail is dá bhfolódh “stiúrthóir” comhalta den chomhlacht corpraithe.
Forlíontach
Bealaí eile sásaimh.
101.—(1) Más rud é go mbeidh pearsa aonair tar éis imeachtaí a thionscnamh le haghaidh damáistí faoin dlí coiteann i leith mainneachtain, ag fostóir nó ag aon duine eile, téarma luach saothair chomhionainn nó clásal comhionannais a chomhlíonadh, ansin, más rud é go mbeidh tús curtha le héisteacht an cháis, ní fhéadfaidh an phearsa aonair sásamh a lorg (ná aon chumhacht eile a fheidhmiú) faoin gCuid seo i leith mainneachtain an téarma luach saothair chomhionainn nó an clásal comhionannais, de réir mar a bheidh, a chomhlíonadh.
(2) Más rud é go mbeidh pearsa aonair tar éis cás a tharchur chuig an Stiúrthóir faoi alt 77(1) i leith mainneachtana den sórt atá luaite i bhfo-alt (1), agus go mbeifear tar éis teacht ar shocraíocht trí idirghabháil nó go mbeidh an Stiúrthóir tar éis imscrúdú faoi alt 79 a thosú, ní bheidh an phearsa aonair i dteideal damáistí a ghnóthú faoin dlí coiteann i leith na mainneachtana sin.
(3) Más rud é go mbeidh pearsa aonair tar éis cás a tharchur chuig an gCúirt Chuarda faoi alt 77(3) i leith mainneachtana den sórt atá luaite i bhfo-alt (1), ní bheidh an phearsa aonair i dteideal damáistí a ghnóthú faoin dlí coiteann i leith na mainneachtana sin.
(4) Ní bheidh fostaí a dífhostaíodh i dteideal sásamh a lorg (ná aon chumhacht eile a fheidhmiú, nó leanúint de bheith á feidhmiú) faoin gCuid seo más rud é, mar thoradh ar an dífhostú—
(a) gur thionscain an fostaí imeachtaí le haghaidh damáistí faoin dlí coiteann mar gheall ar dhífhostú éagórach agus go mbeidh tús curtha le héisteacht an cháis, agus
(b) i bhfeidhmiú cumhachtaí faoi na hAchtanna um Dhífhostú Éagórach, 1977 go 1993, gur eisigh coimisinéir um chearta moladh i leith an dífhostaithe, nó
(c) go mbeidh an Binse Achomhairc Fostaíochta tar éis éisteacht a thosú maidir leis an dífhostú.
(5) Más rud é go mbeidh fostaí a dífhostaíodh tar éis cás an dífhostaithe a tharchur chuig an gCúirt Oibreachais faoi alt 77 agus go mbeifear tar éis teacht ar shocraíocht trí idirghabháil nó go mbeidh an Chúirt Oibreachais tar éis imscrúdú faoi alt 79 a thosú—
(a) ní bheidh an fostaí i dteideal, mar thoradh ar an dífhostú, damáistí a ghnóthú faoin dlí coiteann mar gheall ar dhífhostú éagórach, agus
(b) ní bheidh an fostaí i dteideal sásamh a lorg (ná aon chumhacht eile a fheidhmiú, nó leanúint de bheith á feidhmiú) faoi na hAchtanna um Dhífhostú Éagórach, 1977 go 1993, i leith an dífhostaithe.
(6) An tagairt i bhfo-alt (5) d'imscrúdú faoi alt 79, ní fholaíonn sí imscrúdú más rud é—
(a) tar éis an cás a tharchur faoi alt 77, go bhfeidhmíonn an Chúirt Oibreachais a cumhacht faoi alt 78(2)(a),
(b) dá éis sin, go n-eisíonn an Chúirt Oibreachais fógra faoi alt 78(6), agus
(c) nach ndéantar aon iarratas faoi alt 78(7)(b) go n-athchromfaí ar éisteacht an cháis.
Cásanna nach leantar ar aghaidh leo a scriosadh amach.
102.—(1) Más rud é—
(a) go dtarchuirfear cás chuig an Stiúrthóir faoi alt 77,
(b) go dtarchuirfear ní chuig an Stiúrthóir faoi alt 85, nó
(c) go dtarchuirfear comhaontú comhchoiteann chuig an Stiúrthóir faoi alt 86,
agus, aon tráth tar éis dheireadh bliana amháin ó dháta an tarchurtha, gur dealraitheach don Stiúrthóir nár lean an gearánach ar aghaidh, nó gur scoir sé nó sí de leanúint ar aghaidh, leis an tarchur, féadfaidh an Stiúrthóir an tarchur a scriosadh amach.
(2) Más rud é—
(a) go dtarchuirfear cás chuig an gCúirt Oibreachais faoi alt 77, nó
(b) go ndéanfar achomharc chuig an gCúirt Oibreachais faoin gCuid seo,
agus, aon tráth tar éis deireadh bliana amháin ó dháta an tarchurtha nó, de réir mar a bheidh, ón achomharc a dhéanamh, gur dealraitheach don Chúirt Oibreachais nár lean an gearánach nó, de réir mar a bheidh, an t-achomharcóir, ar aghaidh, nó gur scoir sé nó sí de leanúint ar aghaidh, leis an ní, féadfaidh an Chúirt Oibreachais an tarchur nó, de réir mar a bheidh, an t-achomharc, a scriosadh amach.
(3) A luaithe is indéanta tar éis tarchur a scriosadh amach, tabharfaidh an Stiúrthóir nó, de réir mar a bheidh, an Chúirt Oibreachais fógra i scríbhinn don ghearánach agus don fhreagróir nó do na freagróirí.
(4) A luaithe is indéanta tar éis achomharc a scriosadh amach, tabharfaidh an Chúirt Oibreachais fógra i scríbhinn don achomharcóir agus don pháirtí eile san achomharc.
(5) Más rud é go ndéanfar tarchur nó achomharc a scriosadh amach faoin alt seo, ní fhéadfar aon imeachtaí eile a thionscnamh i ndáil leis an tarchur sin nó leis an achomharc sin; ach ní choisceann aon ní san alt seo ar aon duine tarchur eile a dhéanamh i ndáil leis na nithe céanna (faoi réir aon teorann ama is infheidhme).
(6) San alt seo tá le “an gearánach”, “an freagróir” agus “na freagróirí” na bríonna céanna atá leo in alt 77, 85 nó 86, de réir an chineáil tarchurtha lena mbaineann.
Forálacha a bhaineann le dócmhainneacht.
103.—(1) Le linn dáileadh a dhéanamh ar shócmhainní cuideachta a bheidh á foirceannadh, áireofar ar na fiacha a bheidh, faoi alt 285 d'Acht na gCuideachtaí, 1963, le híoc i dtosaíocht ar gach fiach eile, gach cúiteamh iomchuí is iníoctha faoin gCuid seo ag an gcuideachta, agus beidh éifeacht dá réir sin leis an Acht sin, agus ní éileofar cruthúnas foirmiúil ar na fiacha dá dtugtar tosaíocht faoin bhfo-alt seo ach amháin i gcásanna ina bhforálfar a mhalairt le rialacha arna ndéanamh faoin Acht sin.
(2) Le linn dáileadh a dhéanamh ar mhaoin féimhigh nó féichiúnaí comhshocraíochta, áireofar ar na fiacha a bheidh, faoi alt 81 den Acht Féimheachta, 1988, le híoc i dtosaíocht ar gach fiach eile, gach cúiteamh iomchuí is iníoctha faoin gCuid seo ag an bhféimheach nó ag an bhféichiúnaí comhshocraíochta, de réir mar a bheidh, agus beidh éifeacht dá réir sin leis an Acht sin, agus ní éileofar cruthúnas foirmiúil ar na fiacha dá dtugtar tosaíocht faoin bhfo-alt seo ach amháin i gcásanna ina bhforálfar a mhalairt le horduithe ginearálta arna ndéanamh faoin Acht sin.
(3) Chun críocha an ailt seo ciallaíonn “cúiteamh iomchuí” suimeanna a ordófar a íoc mar shásamh—
(a) de bhua ordaithe ón gCúirt Chuarda ar tharchur faoi alt 77(3),
(b) de bhua breithe nó cinnidh faoi alt 79(6) (lena n-áirítear an fhoráil sin arna cur chun feidhme le halt 85(2)),
(c) de bhua cinnidh ar achomharc faoi alt 83(4), nó
(d) de bhua ordaithe ón gCúirt Chuarda faoi alt 90, 91 nó 93.
(4) San Acht um Chosaint Fostaithe (Dócmhainneacht Fostóirí), 1984, déanfar alt 6 (lena bhforáiltear go n-íocfar méideanna áirithe as an gCiste Árachais Shóisialaigh) a leasú de réir fho-ailt (5) agus (6).
(5) Ag deireadh fho-alt (2)(a)(viii)(II), cuirfear isteach “nó (III) a cheanglaítear ar fhostóir a íoc de bhua breithe, cinnidh nó ordaithe ó chúirt a thagann faoi réim alt 103(3) den Acht um Chomhionannas Fostaíochta, 1998,”.
(6) I bhfo-alt (4)(c), i ndiaidh fhomhír (v), cuirfear isteach—
“(vi) Ní dhéanfar aon íocaíocht faoin alt seo i leith méid lena mbaineann breith nó cinneadh faoi aon fhoráil den Acht um Chomhionannas Fostaíochta, 1998, mura rud é—
(I) i gcás achomharc a bheith déanta faoin gCuid sin i gcoinne na breithe nó an chinnidh, go dtarraingeofar siar an t-achomharc, nó
(II) i gcás nach mbeidh aon achomharc den sórt sin déanta, go mbeidh an t-am le hachomharc den sórt sin a dhéanamh imithe in éag.”.
Foráil speisialta maidir le hOglaigh na hÉireann.
104.—(1) Ach amháin mar a fhoráiltear le halt 77(10), ní chumasóidh aon ní sa Chuid seo do chomhalta d'Óglaigh na hÉireann aon chás a bhaineann le fostaíocht mar chomhalta d'Óglaigh na hÉireann a tharchur chuig an Stiúrthóir, chuig an gCúirt Oibreachais nó chuig an gCúirt Chuarda nó aon chumhacht eile a fheidhmiú a thugtar leis na forálacha sin roimhe seo den Chuid seo.
(2) Má iarrann oifigeach, de réir bhrí an Achta Cosanta, 1954, a bheidh údaraithe chuige sin, ar an Stiúrthóir déanamh amhlaidh, déanfaidh an Stiúrthóir—
(a) aon ní a imscrúdú a ndearnadh gearán ina thaobh de réir alt 114 den Acht sin ar ní é a thiocfadh, ar leith ón alt seo, faoi raon imscrúdaithe ag an Stiúrthóir nó ag an gCúirt Oibreachais faoin gCuid seo nó faoi raon imeachtaí os comhair na Cúirte Cuarda faoi alt 77(3), agus
(b) moladh a dhéanamh i leith an ní sin don oifigeach lena mbaineann.
(3) Is i scríbhinn a bheidh moladh faoi fho-alt (2)(b) agus beidh ráiteas ann maidir leis na cúiseanna go ndearna an Stiúrthóir an moladh agus, le linn cinneadh a bheith á dhéanamh cén gníomh a dhéanfar maidir leis an ngearán, tabharfar aird ar an moladh.
(4) Tabharfaidh an Stiúrthóir cóip d'aon mholadh a dhéanfar faoi fho-alt (2)(b) don chomhalta d'Óglaigh na hÉireann a rinne an gearán ba bhun leis an moladh.
Leasú ar an Acht Caidrimh Thionscail, 1990.
105.—Leasaítear leis seo an tAcht Caidrimh Thionscail, 1990—
(a) in alt 9 (feidhm fhoráil Chuid II den Acht sin) trí “an Stiúrthóir Imscrúduithe Comhionannais” a chur in ionad “oifigeach comhionannais” i bhfo-alt (4),
(b) in alt 25 (feidhmeanna an Choimisiúin um Chaidreamh Oibreachais)—
(i) trí mhír (e) i bhfo-alt (1) a scriosadh, agus
(ii) i bhfo-alt (8), trí “d'alt 8 (2) den Acht in aghaidh Idirdhealú (Pá), 1974, agus” a scriosadh,
(c) trí alt 37 (oifigigh chomhionannais) a scriosadh, agus
(d) in alt 42 (cóid chleachtais), trí “an Stiúrthóra Imscrúduithe Comhionannais nó coimisinéara um chearta” a chur in ionad “coimisinéara um chearta nó oifigigh chomhionannais” i bhfo-alt (4).