Employment Equality Act, 1998
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Redress | ||
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Right to information. |
76.—(1) With a view to assisting a person (“X”) who considers— | |
(a) that another person (“Y”) may have discriminated against X in contravention of this Act or may have dismissed or otherwise penalised X in circumstances amounting to victimisation, | ||
(b) that another person (“Y”) who is responsible for providing remuneration to X is not providing that remuneration as required by an equal remuneration term, or | ||
(c) that another person (“Y”) with whom X has a contract of employment has not provided X with a benefit under an equality clause in that contract, | ||
to decide whether to refer the matter under any provision of section 77 and, in the event of such a reference, to formulate and present X's case in the most effective manner, the Minister may by regulations prescribe forms by which— | ||
(i) X may question Y so as to obtain material information, and | ||
(ii) Y may, if Y so wishes, reply to any questions. | ||
(2) Subject to subsections (3) to (7), information is for the purposes of this section “material information” if it is— | ||
(a) information as to Y's reasons for doing or omitting to do any relevant act and as to any practices or procedures material to any such act, | ||
(b) information, other than confidential information, about the remuneration or treatment of other persons who stand in relation to Y in the same or a similar position as X, or | ||
(c) other information which is not confidential information and which, in the circumstances of the case in question, it is reasonable for X to require. | ||
(3) In subsection (2) “confidential information” means any information which relates to a particular individual, which can be identified as so relating and to the disclosure of which that individual does not agree. | ||
(4) Nothing in this Act shall be construed as requiring Y or any other person— | ||
(a) to furnish any reference (or any copy thereof or extract therefrom) or any report (or copy thereof or extract therefrom) relating to the character or the suitability for employment of any person (including X), or | ||
(b) to disclose the contents of such a reference or report. | ||
(5) In a case where a person considers that he or she may have been discriminated against by, or in the course of an interview conducted on behalf of— | ||
(a) the Civil Service Commissioners in the course of a recruitment or selection process, other than one designed to recruit or select only from and for their own staff, | ||
(b) the Local Appointments Commissioners in the course of a recruitment or selection process, other than one designed to recruit or select only from and for their own staff, | ||
(c) the Minister for Defence in the course of a recruitment process for the Defence Forces, or | ||
(d) the Commissioner of the Garda Síochána in the course of a recruitment process for the Garda Síochána, | ||
information shall not be regarded as material information for the purposes of this section if it relates to communications with external advisers to any of the persons referred to in paragraphs (a) to (d) or if it goes beyond the permitted information specified in subsection (6). | ||
(6) For the purposes of subsection (5), in relation to a recruitment or selection process, information is permitted information if it identifies the successful and the unsuccessful candidates— | ||
(a) by reference to their sex, or | ||
(b) in terms of the discriminatory grounds in section 28 (1), by reference to those who have the same relevant characteristic as C or the same relevant characteristic as D. | ||
(7) This section is without prejudice to the other provisions of this Act relating to the obtaining of information. |