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Legal Case Study

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Advise to Mel on what to do next:
Mel has been directly discriminated due to her pregnancy and additionally she has been bullied from her work colleagues. Since Mel was working at Widgets & Gadgets for less than six months she will not be able to apply for an unfair dismissal, even though it seemed that she was put under pressure to resign (WRS Centre, 2009).
Mel should take her case in front of the federal court as the unlawful acts all fall under the Federal Legislation; under the Sex Discrimination Act 1984. The first step Mel should take is to lodge a form to the Australian Human Rights Commission, either by email, online or by phone. After having the complaint reviewed the commission will decide whether the complaint is suitable for the parties to recon ciliate or not. Assuming if the parties do not agree reconciliation then the complaint is brought to the attention of the Federal Court of Australia.
Issue: Whether Widgets & Gadgets discriminated against Mel Alcholy on the grounds of her pregnancy by changing her employment conditions which of disadvantaged her and additionally whether Mel was pressured into reducing her working hours and changing from fulltime employment to part time employment.
Law: The following law applies to Mel’s case: * Sex Discrimination Act 1984, section 7, Discrimination on the ground of pregnancy or potential pregnancy (Austlii, 2012); with reference to case Sheaves V AAPT 2006. Furthermore Sex discrimination Act 1984, Section 7- 1 paragraph B states: a person discriminates against a woman on the ground of the aggrieved woman’s pregnancy because of a characteristic that appertains generally to women who are pregnant or potentially pregnant (Austlii, 2012), with reference to case Librizzi V Flower Power PTY LTD 2000.
Section 14 - 2: it is unlawful for an employer to discriminate against an employee on the ground of

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