As reported in The Journal, the Equality Tribunal has upheld three complaints against the Irish Prison Service and has directed it to pay out €85,000 in awards to three employees. During the month, the Tribunal upheld or part-upheld ten complaints awarding €162,200 to the complainants.
Claims were taken by three employees of the Irish Prison Service under the Equality Legislation due to lack of promotion opportunities, and less favourable working conditions.
Anne Delaney (DEC-E2013-155) alleged that the Irish Prison Service had discriminated against her on grounds of gender when she was unsuccessful in her application for a number of posts to which junior or less experienced male officers were appointed. The tribunal found that discrimination had occurred in her application for these roles and she was appointed to a role with benefits & remuneration backdated to August 2010. She was also awarded €40,000 in compensation.
Monica O’Sullivan Byrne (DEC-E/2013/156) alleging that the Irish Prison Service had discriminated against her on grounds of gender when she was unsuccessful in her application for an allowance carrying post in the Detail Office to which two junior male officers were appointed. The Tribunal found that the Company’s selection process for the allowance carrying post in the Detail office was clearly deficient and did not comply with Equality legislation, and so awarded €25,000 in compensation.
Julie Madden (DEC-E2013-157) also took a case alleging that she was discriminated against following her unsuccessful application for an allowance carrying post in the Detail Office to which two junior male officers were appointed. The Irish Prison Service was directed to pay her €20,000 by the tribunal and it was held that she be appointed to the allowance carrying position of Detail Officer, and that such appointment be backdated to take effect from the 21st of September, 2010.
Equality Tribunal decisions are normally high in terms of awards as the compensation should be proportionate, effective and dissuasive. As such it can be very costly for an employer to fall foul of Equality Legislation.
