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Termination - Discrimination

  • Updated

Each question below includes its SLCP/FSLM key and the related recommendation. In some cases, the same guidance applies to multiple IDs.

Table of Contents

 

Race / Ethnic Group / Skin Color

disc-11--1

Recommendations

Ensure anti-discrimination policies are in place. Conduct diversity and inclusion training. Implement fair hiring and promotion practices, ensuring equal opportunity for all racial and ethnic groups.

 

Pregnancy / Maternity Status

disc-11--10

Recommendations

Ensure maternity leave policies comply with national and international labor laws. Provide flexible working arrangements for pregnant and nursing workers.

 

Marital Status

disc-11--11

Recommendations

Ensure hiring and promotion decisions are based on merit, not marital status. Provide equal benefits regardless of marital status.

 

Age

disc-11--12

Recommendations

Ensure equal access to training and career growth opportunities for workers of all ages. Avoid discriminatory retirement or hiring practices.

 

Nationality / Foreign Migrant Worker Status

disc-11--13

Recommendations

Ensure migrant workers receive the same rights and protections as local workers. Provide clear employment contracts in a language they understand.

 

Other

disc-11--14

Sex / Gender

disc-11--2

Recommendations

Implement gender equality policies, including equal pay for equal work. Ensure parental leave policies are gender-neutral. Provide workplace protections against gender-based violence and discrimination.

 

Religion

disc-11--3

Recommendations

Ensure freedom of religious expression in the workplace. Implement inclusive policies that respect religious practices, such as prayer breaks or dress accommodations. Prevent  in hiring and promotions based on religious beliefs.

 

Political Opinion

disc-11--4

Recommendations

Adopt a neutral stance on political views in the workplace. Ensure employees are not discriminated against based on their political beliefs. Prohibit retaliatory actions against workers for their political affiliations.

 

National Extraction

disc-11--5

Recommendations

Ensure that recruitment and workplace policies are inclusive of individuals of different national backgrounds. Train HR staff to prevent bias related to national extraction.

 

Social Origin

disc-11--6

Recommendations

Implement fair employment practices that do not discriminate based on caste or social status. Provide equal opportunities for training and career growth.

 

Disability

disc-11--7

Recommendations

Ensure reasonable accommodations for disabled workers. Conduct accessibility audits and provide workplace training to promote inclusivity.

 

HIV / AIDS Status (real or perceived)

disc-11--8

Recommendations

Develop and enforce policies against  based on HIV/AIDS status. Provide workplace awareness programs to prevent stigma.

 

Sexual Orientation

disc-11--9

Recommendations

Adopt non-discrimination policies that explicitly protect LGBTQ+ workers. Provide sensitivity training and establish anonymous reporting channels for harassment.

 

Have decisions of termination, forced resignation, retrenchment or retirement been dependent upon a worker's absence due to illness?

disc-12

Recommendations

Ensure compliance with legal protections for sick leave and medical absences. Develop a policy that allows workers to return to their jobs after illness. Provide reasonable accommodations and conduct regular audits to ensure no workers are dismissed unfairly due to illness.

 

Has termination, forced resignation, retrenchment or retirement ever occurred due to a worker filing a complaint or taking part in proceedings against the facility?

disc-13

Recommendations

The facility must institute a strict non-retaliation policy to protect workers who engage in legal proceedings or file complaints. A robust grievance mechanism should be implemented, and any cases of retaliation should be thoroughly investigated and remedied immediately. Regular training for management on workers' rights is essential.

 

Have race, ethnic group, skin color, sex (gender), religion, political opinion, national extraction, social origin, disability, HIV/AIDS status, sexual orientation, pregnancy/maternity status, marital status, family responsibilities, age or nationality/foreign migrant worker status been a factor in decisions regarding termination, forced resignation, retrenchment or retirement?

ter-dis-2

Recommendations

The facility must eliminate any discriminatory practices in termination processes. Policies and procedures should be reviewed to ensure that termination decisions are based solely on job performance and other legitimate, non-discriminatory criteria. HR training and regular audits should be conducted to ensure adherence to non-discrimination standards.

 

Family responsibilities

ter-dis-3x

Recommendations

Implement family-friendly workplace policies, such as parental leave and flexible working arrangements. Prevent bias against workers with caregiving responsibilities.

 

Is the facility failing to comply with any legal requirements not covered elsewhere regarding  in Termination?

ter-dis-4

Recommendations

The facility must review and update its termination practices to ensure they fully comply with legal requirements. This includes proper notice, clear communication, fair selection criteria, and timely payment of all termination benefits. Regular audits and HR training on termination procedures should be implemented.

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