Non-discrimination and Employment Law

Seminar paper from the year 2012 in the subject Business economics - Law, grade: 1,7, University of applied sciences, Munich, course: Business Law, language: English, abstract: After the introduction of the General Equal Treatment Act (Allgemeines Gleichbehandlungsgesetz/AGG) in August 2006, many employers feared a flood of (unjustified) lawsuits against acts of discrimination (Handelsblatt, 2006). While a study of the “Initiative Neue Soziale Marktwirtschaft” (INSM) calculated costs of 1,73 B€ for German companies (Hoffjan, 2007) within the first year after the entry into force of the AGG, others claim that the expected cost explosion is a sheer fiction. The regulations of the Equal Treatment Act in Germany have major implications for Human Resources and therefore should be thoroughly implemented into the company practice. In order to avoid frictions due to violations the following fields should be considered: Structures, information and training, Job advertising and recruiting, contractual arrangements, regulations for remuneration and career development and finally the proper documentation and storage of data.