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.
Table of Contents
Executive Summary
Table of Contents
List of Abbreviations
List of Tables
1 Introduction/Problem Definition
2 Objectives
3 Methods
4 Main Part
4.1 Origin and Background of the General Equal Treatment Act in Germany
4.2 Structure of the German AGG
4.3 General Equal Treatment Act and Employment Law
4.4 Practical Implications for HR Management
4.4.1 Job advertisement
4.4.2 Selection
4.4.3 Duties for Employers
4.4.4 Termination of the Employment Relationship
4.5 Rights of Employees
4.6 Implementation of the AGG into Company Practice
4.6.1 Immediate Training and Information
4.6.2 Establishment of a Complaint Office
4.6.3 Check Job Advertisements
4.6.4 Questions Asked in the Recruitment Phase
4.6.5 Check Contracts. Conclude a Written Agreement
4.6.6 Remuneration and Career Development
4.6.7 Documentation
5 Conclusion
6 ITM Checklist
7 Bibliography
- Quote paper
- Holger Bodenmüller (Author), 2012, Non-discrimination and Employment Law, Munich, GRIN Verlag, https://www.grin.com/document/271652
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