22nd January 2007, 02:39 PM
I have never been entirely sure of the legal standing of a job advert requiring IFA membership as an essential. I do know however that if any discrimination is implied in such an ad, it is not covered by race discrimination legislation, sex discrimination, sexual orientation, age or disability legislation (unless you could show that a requirement of membership of the IFA, was in itself discriminatory for any of the reasons above).
However, as a former archaeological trade union branch secretary, I would be most upset if my employer stated that IFA membership was essential, not for the potential employees, but on behalf of existing staff. If IFA membersip is an essential does that mean that everyone already working for the company also has to become a member? Was that stated in their original contract? Is this a new condition imposed on staff? Were the trade unions consulted? What benefits would my members get from the new condition? etc etc
(Apologies for writing this message in bits. I am at present stuck on a 'limited usage' computer, albeit in the departure lounge of Changi airport...)
I do wonder though whether someone might consider that asking for membership of the IFA as a job essential runs contrary to ARTICLE 14 of the Human Rights Convention, which states
PROHIBITION OF DISCRIMINATION
The enjoyment of the rights and freedoms set forth in this Convention shall be secured without discrimination on any ground such as sex, race, colour, language, religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status.
Perhaps the IFA is what the Eurocrats meant by 'other status' [8D]
However, as a former archaeological trade union branch secretary, I would be most upset if my employer stated that IFA membership was essential, not for the potential employees, but on behalf of existing staff. If IFA membersip is an essential does that mean that everyone already working for the company also has to become a member? Was that stated in their original contract? Is this a new condition imposed on staff? Were the trade unions consulted? What benefits would my members get from the new condition? etc etc
(Apologies for writing this message in bits. I am at present stuck on a 'limited usage' computer, albeit in the departure lounge of Changi airport...)
I do wonder though whether someone might consider that asking for membership of the IFA as a job essential runs contrary to ARTICLE 14 of the Human Rights Convention, which states
PROHIBITION OF DISCRIMINATION
The enjoyment of the rights and freedoms set forth in this Convention shall be secured without discrimination on any ground such as sex, race, colour, language, religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status.
Perhaps the IFA is what the Eurocrats meant by 'other status' [8D]