Male or female subjects aged 18 to 75 years at Screeninginclusive 2. Subject must provide written informed consent prior to any study-related procedures, and have the ability to comply with the Table of Events 3. Subject has signs and symptoms consistent with a diagnosis of CD for at least 3 months prior to first IP administration. The diagnosis should be confirmed by clinical and endoscopic evidence and corroborated by a histology report. Note: endoscopy and histopathology confirmation may be obtained during Screening if no prior report is readily available.
Country: United Kingdom Section 13 Direct 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.
Section 18 Pregnancy and maternity discrimination: work cases 1 This section has effect for the purposes of the application of Part 5 work to the protected characteristic of pregnancy and maternity.
Section 65 Equal work 1 For the purposes of this Chapter, A's work is equal to that of B if it is— a like B's work, b rated as equivalent to B's work, or c of equal value to First date férfi nő volt work. Section 66 Sex equality clause 1 First date férfi nő volt the terms of A's work do not by whatever means include a sex equality clause, they are to be treated as including one.
Section 67 Sex equality rule 1 If an occupational pension scheme does not include a sex equality rule, it is to be treated as including one.
Section 68 Sex equality rule: consequential alteration of schemes 1 This section applies if the trustees or managers of an occupational pension scheme do not have power to make sex equality alterations to the scheme. Section 69 Defence of material factor 1 The sex equality clause in A's terms has no effect in relation to a difference between A's terms and B's terms if the responsible person shows that the difference is because of a material factor reliance on which— a does not involve treating A less favourably because of A's helyes írásmód meet than the responsible person treats B, and b if the factor is within subsection 2is a proportionate means of achieving a legitimate aim.
Section 70 Exclusion of sex discrimination provisions 1 The relevant sex discrimination provision has no effect in relation to a term of A's that— a is modified by, or included by virtue of, a sex equality clause or rule, or b would be so modified or included but for section 69 or Part 2 of Schedule 7.
Principal inclusion criteria 1.
Section 71 Sex discrimination in relation to contractual pay 1 This section applies in relation to a term of a person's work— a that relates to pay, but b in relation to which a sex equality clause or rule has no effect.
Section 72 Relevant types of work Sections 73 to 76 apply where a woman— a is employed, or b holds a personal or public office. Section 73 Maternity equality clause 1 If the terms of the woman's work do not by whatever means include a maternity equality clause, they are to be treated as including one.
Section 74 Maternity equality clause: pay 1 A term of the woman's work that provides for maternity-related pay to be calculated by reference to her pay at a particular time is, if each of the following three conditions is satisfied, modified as mentioned in subsection 5.
Section 75 Maternity equality rule 1 If an occupational pension scheme does not include a maternity equality rule, it is to be treated as including one.
Section 76 Exclusion of pregnancy and maternity discrimination provisions 1 The relevant pregnancy and maternity discrimination provision has no effect in relation to a term of the woman's work that is modified by a maternity equality clause or rule. Section 77 Discussions about pay 1 A term of a person's work that purports to prevent or restrict the person P from disclosing or seeking to disclose information about the terms of P's work is unenforceable against Partnervermittlung cottbus in so far as P makes or seeks to make a relevant pay disclosure.
Section 78 Gender pay gap information 1 Regulations may require employers to publish information relating to the pay of employees for the purpose of showing whether, by reference to factors of such description as is prescribed, there are differences in the pay of male and female employees.
Instrument of Government.