But keep in mind: If you complain to one place, sometimes you cannot later change your mind and complain elsewhere using the same set of facts.Also be aware that there are certain time limits in place.Tags: Differentiated Instruction Essay PapersTeaching The Five Paragraph Essay StructureContribute To Mba Program EssayEssay On Blood RelationshipSolving Problems In MathIslam And Christianity EssaySample Of Business PlansWrite A Dbq ThesisGood Topics To Write A Argumentative Essay
If you're seeking an urgent injunction — for example, to save your job — you can skip this step and go straight to court, says Giri Sivaraman, a principal lawyer in employment law at an Australian compensation and social justice law firm.
For any other complaints, if your dispute can't be resolved using internal company processes, it may be time to consider filing a complaint with a fair work or human rights commission or body.
That includes keeping notes of the date and time the alleged discrimination happens.
If you speak to your boss or someone else at work about the alleged discrimination face-to-face, Ms Marks recommends making a file note and sending a follow-up email confirming the content of that meeting.
And sometimes, for your health, if can feel like the only option.
But keep in mind that if you quit your job, it can make your discrimination claim more complicated.You can file a complaint with the Australian Human Rights Commission while you're still in your job, says Ms Marks."If internal attempts to resolve the issue do not seem to be working, the employee may need to protect their position by filing a complaint," she says.The employer then "can't take action against you for exercising your right" to file a complaint, because that would be victimisation or adverse action.If you decide to get a lawyer and pursue your claim in court, make sure you've gone through a conciliation process — for example, at the Fair Work Commission or Australian Human Rights Commission — first, unless it's an urgent injunction you're seeking.That could take the form of direct discrimination: For example, dismissal or demotion because you are pregnant."It might also be a female who goes for a job interview, does quite well and then gets the job, and the offer that was made is withdrawn" once she tells her employer about the pregnancy, says Christie Toy, senior solicitor at a plaintiff law firm's employment law and workplace relations team.Pregnancy discrimination can also be indirect, such as a policy that "looks quite nice on the face of it" which, in effect, applies unequally. When you're at the receiving end, it can be difficult to identify discrimination and to know how to react — but if you suspect you're a target, this expert-approved advice can help you take action. Pregnancy discrimination can take a range of surprising and sometimes subtle forms, from negative attitudes ("It's not a good look for you to have that baby bump in a customer service role") to dismissal (sometimes disguised as a redundancy).Sometimes — but not always — internal complaint mechanisms can resolve discrimination issues.If there isn't a policy in place, consider meeting with someone in an appropriately senior position, such as in human resources, "to complain about the fact that there might potentially be an issue with pregnancy discrimination," says Ms Marks.