Comparator is a tool utilised for comparing one thing to another. For instance, if an individual believes they are receiving unfair compensation, they may employ a comparator to compare their pay with that of someone else who holds the same position and possesses similar qualifications. This can assist them in determining whether they are being treated justly or not.
A comparator is a tool or device that is utilised to compare one thing with another, aiding in the identification of similarities and differences between two or more objects or concepts. For instance, a thermometer serves as a comparator by comparing the temperature of a substance to a known standard. Similarly, in a court case, a plaintiff may employ a male comparator to demonstrate that they are receiving lower pay than their male counterparts for the same job. Another example is a balance scale, which functions as a comparator to compare the weight of two objects. These instances highlight the usage of a comparator to compare and assess the similarities and differences between various objects or concepts.
A comparator is a person who is used as a reference point to determine whether an employee has been treated less favorably in comparison to others in similar circumstances. It is often used in cases of discrimination or unfair treatment at the workplace.
To identify a comparator, the employee must find someone who is in a similar position or has similar qualifications, but has been treated more favorably by the employer. This can be someone of the same gender, race, age, or any other protected characteristic.
Yes, a comparator can be from a different department or location within the same company as long as they are in a similar position or have similar qualifications. The key factor is that they are used as a reference point to establish unequal treatment.
If you are unable to find a suitable comparator, it may still be possible to establish a case of discrimination based on other evidence, such as a pattern of unfair treatment or discriminatory remarks made by your employer.
Yes, a comparator can be someone who no longer works for the company as long as they were employed at the time the alleged discrimination occurred. Their past treatment can still be used as evidence to support your claim.
No, the comparator does not need to be aware of the unequal treatment. Their treatment is used as a benchmark to determine whether the employee has been treated less favorably, regardless of their knowledge or involvement.
Yes, a comparator can be someone who has not experienced discrimination themselves. The purpose of a comparator is to demonstrate that others in similar circumstances have been treated more favorably, regardless of their personal experiences.
No, a comparator should ideally be someone of the same race or gender as the employee making the discrimination claim. This is to ensure a fair comparison and establish a case of unequal treatment based on protected characteristics.
No, a comparator should not be someone who has received preferential treatment for legitimate reasons, such as better qualifications or performance. The purpose is to compare treatment that is unjustifiably different based on protected characteristics.
Ideally, a comparator should be someone who has been employed by the company for a significant period to establish a fair comparison. However, in some cases, a shorter period of employment may still be considered if it is deemed relevant to the alleged discrimination.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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