The end of the fake "Rona" scam and legal frameworks and official governmental policy we all need to use to prosecute those those responsible for the crimes commited against us all,
#WakeUp
👿💩👎
By Darren Law
A.K.A The Hidden
It's time we acted in the interest of all peoples of all nations by protecting our lives and rights, so we can collectively end this charade once and for all.
I highly recommend that we should all fully do this to end this diabolical infringement upon our very lives and human right's, the framework i put forth here was meant to protect the rights of all the peoples and peoples with disabilities and those suffering with long-term health problems, be they mental or physical or anyone who is adversely and detrimentally effected by the actions of any and all public bodies when implementing their policy or in the daily operation of a private business within the nation, it is a nation wide policy effect and it applies to all the peoples of great Briton and the common wealth, So if you have been adversely effected by the highly illegal and criminal policy which your government has enforced upon you and your lives (which we all have) and have suffered undue, harm, alarm or distress, because of this crime that has and is being committed against you currently as you read these words, or if you have felt victimised or discriminated against by the public or private corporate sectors further enabled by the discrimination of individuals by private business or persons or public bodies on people who simply choose to "believe differently" from their own internal opinions or beliefs then please help me sue them or bring this to court, or just share the hell out of it and make it go viral to help let everyone in the world see it and then we can end this Fuckery, because unlike those who have set this scam and game in motion, we the people truly are "All In It Together", and that is our greatest strength our unity and faith and trust and love for each other, It make's us stronger in ways they can only dream of being, so lets do this Together as the free peoples of the planet Earth, And lets end their game on a Checkmate.
A Big thank you to everyone who shares or reads this for your time and efforts and considerations, and for your continued support for the work i do for me & for you
Your friend,
D Law. (aka The Hidden)
written and drafted and hopefully published on 24/09/2020
the following pages of policy are direct from government sources with links and i will highlight all the relevant sections that you need to read and understand easier.
Know your rights
Whatever your physical or learning disability, you have a right to equality, fairness, respect and understanding at your workplace and in public.
Employees and "jobseekers" (any member of the public) with or without disabilities are legally protected against discrimination under the
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Guidance
Equality Act 2010: guidance
Information and guidance on the Equality Act 2010, including age discrimination
"public sector Equality Duty".
Published 27 February 2013
Last updated 16 June 2015 — see all updates
From:
Contents
Overview
The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society.
It replaced previous anti-discrimination laws with a single Act, making the law easier to understand and strengthening protection in some situations. It sets out the different ways in which it’s unlawful to treat someone.
Find out more about who is protected from discrimination, the types of discrimination under the law and what action you can take if you feel you’ve been unfairly discriminated against.
Discrimination: making a complaint
Before the Act came into force there were several pieces of legislation to cover discrimination,
including:
Sex Discrimination Act 1975
Race Relations Act 1976
Disability Discrimination Act 1995
If you wish to complain about possible unlawful treatment
If you were subject to unlawful treatment on or after 1 October 2010, the Equality Act applies.
For example, if you experienced sex discrimination on 30 September 2010, which continued until 2 October 2010, the Equality Act will apply, not the Sex Discrimination Act.
Find out more about how to complain about unlawful treatment in the Discrimination: your rights guide.
Equality Act provisions: commencement dates
To allow people and organisations enough time to prepare for the new laws, the provisions of the Act were brought in at different times (known as commencement dates).
October 2010
Equality Act provisions which came into force on 1 October 2010:
the basic framework of protection against direct and indirect discrimination, harassment and victimisation in services and public functions, premi, work, education, associations and transport
protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic
clearer protection for breastfeeding mothers
applying a uniform definition of indirect discrimination to all protected characteristics
harmonising provisions allowing voluntary positive action
Provisions relating to disability
extending protection against indirect discrimination to disability
introducing the concept of “discrimination arising from disability” to replace protection under previous legislation lost as a result of a legal judgment
applying the detriment model to victimisation protection (aligning with the approach in employment law) harmonising the thresholds for the duty to make reasonable adjustments for disabled people extending protection against harassment of employees by third parties to all protected characteristics
making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health
Provisions relating to work
allowing claims for direct gender pay discrimination where there is no actual comparator
making pay secrecy clauses unenforceable
extending protection in private clubs to sex, religion or belief, pregnancy and maternity, and gender reassignment
introducing new powers for employment tribunals to make recommendations which benefit the wider workforce
April 2011
Equality Act provisions which came into force in April 2011:
positive action - recruitment and promotion
public sector Equality Duty (see section below)
Ministers are considering how to implement the remaining provisions in the best way for business and for others with rights and responsibilities under the act. Their decisions will be announced in due course.
Equality Act Provisions that the government has decided not to take forward:
public sector duty regarding socio-economic inequalities (The Poor)
combined discrimination - dual characteristics (Old and Poor)
Age discrimination (The Old)
The Equality Act 2010 includes provisions that ban age discrimination against adults in the provision of services and public functions. The ban came into force on 1 October 2012 and it is now unlawful to discriminate on the basis of age unless:
the practice is covered by an exception from the ban
good reason can be shown for the differential treatment (‘objective justification’)
The ban on age discrimination is designed to ensure that the new law prohibits only harmful treatment that results in genuinely unfair discrimination because of age. It does not outlaw the many instances of different treatment that are justifiable or beneficial.
You can read the original consultation on the archived Government Equalities Office website.
There is an overview of how the ban works and tailored guides for small businesses, private clubs and the holiday sector in the Equality Act guidance.
Age discrimination: exceptions
The government response to the consultation includes the draft Exceptions Order. You can also read the impact assessment.
Exceptions under the Order are:
age-based concessions
age-related holidays
age verification
clubs and associations concessions
financial services
immigration
residential park homes
sport
These specific exceptions are in addition to:
general exceptions already allowed by the Act
positive action measures
‘objective justification’
There are no specific exceptions to the ban on age discrimination for health or social care services. This means that any age-based practices by the NHS and social care organisations need to be objectively justified, if challenged.
Public sector Equality Duty
The public sector Equality Duty came into force across Great Britain on 5 April 2011. It means that public bodies have to consider all individuals when carrying out their day-to-day work – in shaping policy, in delivering services and in relation to their own employees.
It also requires that public bodies have due regard to the need to:
eliminate discrimination
advance equality of opportunity
foster good relations between different people when carrying out their activities
Who the Equality Duty applies to
Specific duties
The Equality Act 2010 (Specific Duties) Regulations 2011 came into force on 10 September 2011.
The specific duties require public bodies to publish relevant, proportionate information showing compliance with the Equality Duty, and to set equality objectives.
Guidance for public bodies
Policy paper
Equality Act 2010: Schedule 19 (consolidated) - April 2011
Section 149 of the Equality Act 2010, the public sector Equality Duty, applies to the public bodies listed in Schedule 19. Being listed in …
Published 24 June 2011
This was published under the 2010 to 2015 Conservative and Liberal Democrat coalition government
Documents
PDF, 122KB, 12 pages
This file may not be suitable for users of assistive technology. Request an accessible format.
Details
Section 149 of the Equality Act 2010, the public sector Equality Duty, applies to the public bodies listed in Schedule 19. Being listed in the Schedule also means a Minister can impose specific duties on that body.
Schedule 19 contains a broad list of public bodies including, for example, central government departments, local authorities, the Armed forces and the key health, education, policing and transport bodies,
full listing below
19 Part 1 Public authorities:
general
Ministers of the Crown and government departments
Armed forces
Broadcasting
Citizens' rights
Civil liberties
Court services and legal services
Criminal justice
Environment, housing and development
Health, social care and social security
Industry, business, finance etc.
Local government
Other educational bodies
Parliamentary and devolved bodies
Police
Regulators
Transport
that means that all public bodies like the nhs and the government, police and fire and military and local government organisations and staff are supposed to by law take into consideration and take steps to prevent, a derogatory or discriminatory effect on the peoples created directly or indirectly by the implementations of said policies or by any and all actions taken by them that have a "potential" negative and harmful effect on the rest of the populace or be held legally liable for prosecution (and they are), because the "rona scamdemic" policies have 100% done that to all of us and directly and negatively impacted your health, both mental and physical and well being and directly impacted upon your lives in a negative manner and has caused as a direct result the deaths of many old and vulnerable peoples in our society directly contravening these policies, and our rights human and inalienable ones #Fact
The prosecution rests
Prior to commencing the Equality Duty, the Government amended Schedule 19 to include some additional organisations. This document is a consolidated list incorporating the most recent amendments.
Date: Fri Jun 24 15:34:36 BST 2011
Full Document
Published 24 June 2011
The Government Equalities Office has published 2 quick-start guides to help public bodies understand the Equality Duty and the specific duties:
The Equality and Human Rights Commission is the statutory body established to help eliminate discrimination and reduce inequality. The Commission has published new non-statutory guidance on:
Devolution
Section 153 of the act enables the Welsh and Scottish ministers to impose specific duties on certain Welsh and Scottish public bodies through secondary legislation. For Welsh and cross-border Welsh public bodies, specific duties have been finalised by the Welsh Assembly government and came into force on 6 April 2011.
For Scottish public bodies, the Scottish government launched a consultation on revised draft Regulations for specific duties on 9 September 2011. The consultation closed on 25 November 2011.
Guidance on the Equality Duty specific to Wales and Scotland is available from the Equality and Human Rights Commission.
Equalities Act 2010: legislation
Equality Act 2010 on the legislation.gov.uk website
Explanatory notes on the legislation.gov.uk website
Legislation repealed or revoked by the Equality Act
A list of all legislation that was repealed or revoked on 1 October 2010 is available in Schedule 27 to the act.
Equality Act Statutory Instruments
Statutory Instruments made under the act are available:
all UK Statutory Instruments related to the Equality Act on the legislation.gov.uk website
all Welsh Statutory Instruments related to the Equality Act on the legislation.gov.uk website
all Scottish Statutory Instruments related to the Equality Act on the legislation.gov.uk website
Guidance on the Equality Act
We have produced a series of guides outlining the key changes in the law made by the act .
Section 19
13Direct discrimination
(1)A person (A) discriminates against another (B) if, because of a protected characteristic, A treats B less favourably than A treats or would treat others.
(2)If the protected characteristic is age, A does not discriminate against B if A can show A's treatment of B to be a proportionate means of achieving a legitimate aim.
(3)If the protected characteristic is disability, and B is not a disabled person, A does not discriminate against B only because A treats or would treat disabled persons more favourably than A treats B.
(4)If the protected characteristic is marriage and civil partnership, this section applies to a contravention of Part 5 (work) only if the treatment is because it is B who is married or a civil partner.
(5)If the protected characteristic is race, less favourable treatment includes segregating B from others.
(6)If the protected characteristic is sex—
(a)less favourable treatment of a woman includes less favourable treatment of her because she is breast-feeding;
(b)in a case where B is a man, no account is to be taken of special treatment afforded to a woman in connection with pregnancy or childbirth.
(7)Subsection (6)(a) does not apply for the purposes of Part 5 (work).
(8)This section is subject to sections 17(6) and 18(7).
19 Indirect discrimination
UK Public General Acts2010 c. 15 Part 11 Chapter 1Section 149
see 149 section 1(a) 8 (a+b) below
Public sector equality duty
(1)A public authority must, in the exercise of its functions, have due regard to the need to—
(a)eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act;
(b)advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
(c)foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
(2)A person who is not a public authority but who exercises public functions must, in the exercise of those functions, have due regard to the matters mentioned in subsection (1).
(3)Having due regard to the need to advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to—
(a)remove or minimise disadvantages suffered by persons who share a relevant protected characteristic that are connected to that characteristic;
(b)take steps to meet the needs of persons who share a relevant protected characteristic that are different from the needs of persons who do not share it;
(c)encourage persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low.
(4)The steps involved in meeting the needs of disabled persons that are different from the needs of persons who are not disabled include, in particular, steps to take account of disabled persons' disabilities.
(5)Having due regard to the need to foster good relations between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to—
(a)tackle prejudice, and
(b)promote understanding.
(6)Compliance with the duties in this section may involve treating some persons more favourably than others; but that is not to be taken as permitting conduct that would otherwise be prohibited by or under this Act.
(7)The relevant protected characteristics are—
age;
disability;
gender reassignment;
pregnancy and maternity;
race;
religion or belief;
sex;
sexual orientation.
(8)A reference to conduct that is prohibited by or under this Act includes a reference to—
(a)a breach of an equality clause or rule;
(b)a breach of a non-discrimination rule.
(9)Schedule 18 (exceptions) has effect
109 Liability of employers and principals Government and crown
(1)Anything done by a person (A) in the course of A's employment must be treated as also done by the employer.
(2)Anything done by an agent for a principal, with the authority of the principal, must be treated as also done by the principal.
(3)It does not matter whether that thing is done with the employer's or principal's knowledge or approval.
(4)In proceedings against A's employer (B) in respect of anything alleged to have been done by A in the course of A's employment it is a defence for B to show that B took all reasonable steps to prevent A—
(a)from doing that thing, or
(b)from doing anything of that description.
(5)This section does not apply to offences under this Act (other than offences under Part 12 (disabled persons: transport)).
110Liability of employees and agents
(1)A person (A) contravenes this section if—
(a)A is an employee or agent,
(b)A does something which, by virtue of section 109(1) or (2), is treated as having been done by A's employer or principal (as the case may be), and
(c)the doing of that thing by A amounts to a contravention of this Act by the employer or principal (as the case may be).
(2)It does not matter whether, in any proceedings, the employer is found not to have contravened this Act by virtue of section 109(4).
(3)A does not contravene this section if—
(a)A relies on a statement by the employer or principal that doing that thing is not a contravention of this Act, and
(b)it is reasonable for A to do so.
(4)A person (B) commits an offence if B knowingly or recklessly makes a statement mentioned in subsection (3)(a) which is false or misleading in a material respect.
(5)A person guilty of an offence under subsection (4) is liable on summary conviction to a fine not exceeding level 5 on the standard scale.
Conclusion:
this means that all public bodies like the nhs and the government, police and fire and military and local government organisations and staff are supposed to by law take into consideration and take steps to prevent, a derogatory or discriminatory effect on the peoples created directly or indirectly by the implementations of said policies or by any and all actions taken by them, that have a "potential" negative and harmful effect on the rest of the populace or be held legally liable for prosecution (and they are), because the "rona scamdemic" policies have 100% done that to all of us and directly and negatively impacted your health, both mental and physical and well being and directly impacted upon your lives in a negative manner and has caused as a direct result the deaths of many old and vulnerable peoples in our society directly contravening these policies, and our rights human and inalienable ones #Fact
The prosecution rests
#You'reWelcome
.