A friend of mine works for a large multi-national which is current carrying out a VR programme. She is on career break following the birth of twins.
The VR scheme was over subscribed and her application was refused on 2 grounds
- Her skill set is needed by the company
- cost/savings
In relation to the first one, her role has already been filled by another permanent member of staff and she is not due to return to work for 2 years anyway, hence the need for her skill set cannot be that urgent and as her role is now filled, she would need retraining to work elsewhere
On cost/savings, she can understand the logic of the decision but has since learnt that the vast majority of part time staff and staff on career break who applied were rejected. These staff are nearly all female
She is going through the appeal process and has her hearing on this in a months time, She has asked me to accompany her to the hearing (non unionised company) as her witness and is working up her appeal
I'm hoping someone on here can therefore assist her.
Firstly, could the decision to refuse part-time/career break staff who are virtually all female be construed as indirect discrimination?
Is anyone aware of any LRC/Labour court or other bodies decision in relation to a similer issue
Any other advice that would support her appeal would be gratefully received