Employee Rights. Everything you need to know
|
|
- Caren Dean
- 8 years ago
- Views:
Transcription
1 Employee Rights Everything you need to know
2 If you have a complaint about any element of your work, then you must obtain urgent legal advice. The best way to obtain advice is to contact us immediately. Employment Tribunals operate under very strict time limits and in most cases the time limit for lodging an Employment Tribunal claim against your employer is 3 months less a day, from the date of dismissal, or act complained of. An Employment Tribunal will not consider a claim if it is presented outside this time limit. For example, if you were dismissed on the 5th January, then you have until the 4 April in which to commence Employment Tribunal proceedings.
3 Before you commence a claim in the Employment Tribunal it is good practice to resolve the matter internally with your employer, using grievance or other internal procedures. In addition, from later in 2013 all Tribunal claims will need to be referred to ACAS to attempt to conciliate a settlement of the case. Your union (if you are in a union) representative will advise you and help you prepare your letter of complaint and he or she will guide you through the grievance procedure. If you are not in a union, you should obtain legal advice about the correct procedure to use.
4 Your General Statutory Rights From the outset of employment employees have certain rights which include:- Contract of Employment and Employment Particulars - every employee has a contract of employment, even if it is not in writing. If the contract is not in writing, then custom and practice (how you normally work) will determine the contractual terms. However all employees must receive a written statement of legally required information within 2 months from the commencement of their employment. Union Membership - all workers have a right to join a trade union, take advice from their union, participate in trade union activities and be accompanied by a union representative to certain work related meetings. Time off for Union Activities/ Duties - Workers who become involved in union duties are entitled to time of work to carry out union activities and duties. Itemised Pay Statement - this should be supplied to all workers in receipt of pay. National Minimum Wage - Workers should not be paid less than the National Minimum Wage. Time off for holidays and rest breaks - It is recognised that workers need to rest and spend time relaxing and with their family. Notice - Employees are entitled to notice before their employment is terminated, to allow time to plan and find alternative work. Maternity and Other Family Friendly Leave - Workers are entitled to leave to care for new family members, or close relations who require care & support Equality - Employers must provide a working environment in which all employees are treated equally and is free from discrimination on any grounds. Protection of Wages - Employees must not suffer unauthorised deductions from Wages. Safe Environment - All workers have a right to work in a clean and safe environment which is hazard free. A worker should not be dismissed or suffer a detriment as a result of making health & safety related complaint.
5 Whistle Blowing - Workers should not be dismissed or subjected to a detriment as a result of making a qualified disclosure about the fact that a criminal offence has or is about to be committed, that a person has failed or is likely to fail to comply with a legal obligation, a miscarriage of justice which has or is likely to occur, that the health and safety of an individual has or is likely to be endangered, that the environment has or is likely to be damaged, or that information about any of the above issues is being concealed. Protection from Dismissal - All employees have the right not to be unfairly dismissed, subject to satisfying eligibility criterion. Other rights arise on completion of service, e.g the right to a redundancy payment after 2 years. Employees are able to claim to have been unfairly dismissed after 1 year of service, but for those starting work after 6th April 2012, the new qualifying period is 2 years.
6 Sunday Working All shop workers have the right to opt out of Sunday working (unless they are employed to specifically work Sundays). Employees may opt out of Sunday work by providing their employers with three months signed written notice. Employees who opt out of Sunday work may notice a reduction to their pay because the employer is not obliged to provide alternative hours of work to make up the reduction in working time. Employees who opt out of working time may opt back in to Sunday work, provided that three months written notice is given to the employer.
7 Holidays, Rest Breaks (Working Time) Most employees are entitled to:- 28 days paid holidays per year. A period of 11 hours in between days in work. Your contract of employment may provide you with better entitlements. For example, you may have longer rest breaks or more than 5.6 paid holidays per year. A maximum working week of 48 hours. A 20 minute break after 6 hours work (over 18). 24 hour rest period after working 7 days (Young workers aged entitled to 48 hours). An average of 8 hours work should be carried out on nights. Free health assessment for night workers.
8 National Minimum Wage The National Minimum Wage for workers between the ages of 16 to 17 is 3.68, 18 to 20 is 4.98 and workers aged 21 and over the rate is 6.19, (correct from 1 October 2012 and at time of printing). These rates are reviewed periodically by the Government and are subject to change. Aged = 3.68 Aged = and over = 6.19 Most employment law web sites such as ACAS provide the current rate.
9 Statutory Periods of Notice If your employment is terminated then you are entitled to a period of paid notice. The Statutory period of notice that you are entitled to is summarised below. Your contract of employment may say that you are entitled to a longer period of notice. You are not entitled to notice if your employment is for gross misconduct. You are entitled to notice if you are off sick or on maternity leave. Notice is based on complete year s service and is: Service Notice 1 Month to 2 Years 1 Week 2-3 Years 2 Weeks 3-4 Years 3 Weeks 4-5 Years 4 Weeks 5-6 Years 5 Weeks 6-7 Years 6 Weeks 7-8 Years 7 Weeks 8-9 Years 8 Weeks 9-10 Years 9 Weeks Years 10 Weeks Years 11 Weeks 12 Years and Longer 12 Weeks
10 Frequently asked questions Can my employer force me to choose between redundancy and relocation? Some employees will have a relocation clause within their contracts of employment, such a clause will usually make a degree of relocation reasonable for an employee. If there is no relocation clause within a contract an employee maybe placed at risk of redundancy. An employee on maternity leave may reasonably be offered suitable alternative roles of employment before by an employer before colleagues who are not on maternity leave, if an employer fails to offer a suitable alternative to an employee on maternity leave, the employee could present a claim for unfair dismissal at the Employment Tribunal. If an employee refuses an alternative job role due to relocation they may not be entitled to redundancy pay. An Employment Tribunal would decide if an employees rejection of relocation is reasonable in the wider circumstances. It is for the discretion of the Tribunal, similarly if an employee is asked to relocate many miles from their home and they have a family for example an Employment Tribunal may deem refusal to relocate as reasonable. If I m made redundant while on maternity leave do I have any special rights? Yes. If an employee is made redundant because she is on maternity leave she will automatically be deemed to have been unfairly dismissed. If an employer can evidence that they have a genuine need to make redundancies then they could make an employee redundant whilst they are on maternity leave.
11 What is unfair dismissal? Unfair dismissal is where an employee claims that his or her employer s decision to terminate their employment was unfair. Unfair reasons for dismissal could include; an unfair process being followed, no reasonable reason for dismissal or the reason for dismissing fell in to one of the categories which is known as automatically unfair. In most cases Employment Tribunals are required to consider the reason advanced to justify dismissal and to decide whether in all of the circumstances the employer acted reasonably. What are fair grounds for dismissal? Legally there are five potentially fair reasons for dismissal; conduct, capability, redundancy, a legal reason which means employment cannot continue for some other substantial reason to justify a dismissal. An employer is under an obligation to prove that the reason for making a dismissal was reasonable. What is automatic unfair dismissal? Automatically unfair reasons for dismissal include a failure to provide an employee with; a written statement of employment particulars, an itemised pay statement, a minimum notice period, maternity, paternity or adoption leave. Time off for antenatal care, parental leave, time off for dependants, the right to request flexible working arrangements, the right not to be discriminated against because of gender, race, disability, religion or belief, sexual orientation or age. Time off for public duties, protection against unlawful deductions from wages or making a public interest disclosure or whistle blowing. Who can claim unfair dismissal? As of April 2012 only employees who have two year s continuity of service at the date of dismissal, or those who have been dismissed without notice and are within a week of gaining two year s continuity of service are eligible to claim unfair dismissal. If an employee commenced employment prior to April 2012 and has one year s continuity of service at the date of dismissal they are then eligible to claim unfair dismissal. This does not apply if an employee is claiming automatic unfair dismissal. Additionally an individual claiming unfair dismissal must be an employee as opposed to being self employed or an agency worker. The employee must be in employment in Great Britain and they must be within the 3 month time limit for bringing a claim to the Employment Tribunal.
12 Is my employer obliged to disclose the reason for dismissal? Yes. An employee with one year or more continuous service with an employer can make a request for a written statement confirming the reason for their dismissal if they are otherwise unaware of the reasons. How do you claim unfair dismissal? To present a claim at an Employment Tribunal an ET1 claim form must be completed by the employee and sent to the relevant Employment Tribunal within the necessary time limit. What does the employment tribunal do? The Employment Tribunal will assess the facts and evidence before it in relation to an employee s claim to establish whether the decision to dismiss the employee was fair and reasonable. An Employment Tribunal can not impose its own view of what is reasonable on to an employer; it must decide whether the decision to dismiss was within the band of reasonable responses available to a reasonable employer. Are there any time limits? Yes, the Employment Tribunal has strict time limits which allow an individual to present a claim at an Employment Tribunal. For a claim of Unfair Dismissal, an employee has 3 months less 1 day from the date of his or her dismissal to present a claim at an Employment Tribunal. Other time limits include: Unlawful Deductions From wages an employee has 3 months less 1 day from the date of the last deduction to present a claim at an Employment Tribunal. Holiday Pay claims An employee has 3 months less 1 day from when the payment was due to present a claim at an Employment Tribunal. Redundancy Payment claims An employee has 6 months from the date of their dismissal to present a claim at an Employment Tribunal. Equal Pay claims An employee has 6 months from the date they leave employment (including but not limited to TUPE transfers, changes to Terms and Conditions) to present a claim at an Employment Tribunal If the tribunal rules in my favour, can I get my old job back? Yes, potentially an Employment Tribunal can order re-instatement, re-engagement or compensation to an employee. If an employee requests that they be re-instated in to their old job it is at the discretion of an Employment Tribunal as to whether they will get their old job back. The circumstances
13 which have led to the dismissal must be considered in terms of the realistic prospects of re-instatement, in certain circumstances an employee returning to a previous workplace may not be a realistic or viable option. It is very rare for a tribunal to order re-instatement (same job, same terms and conditions) or re-engagement (different job, different terms and conditions). What about compensation for unfair dismissal? If an Unfair Dismissal claim is successfully pursued at the Employment Tribunal the maximum award which can be made is 72,300. The sum is reached by calculating a Basic Award and a Compensatory Award. The Basic Award is calculated in the same manner as a statutory redundancy payment. There are two main elements in the calculation of the basic unfair dismissal award. These are the employee s length of service at the date of termination and the employee s age at the time of dismissal. For the purposes of calculation a maximum of 430 per week gross is allowed, and up to a maximum of 20 years service (maximum of 12,900). Half a week s pay for each year of employment in which the employee is under the age of 22 One week s pay for each year of employment in which the employee is below the age of 41 but not below the age of 22 One and a half week s pay for each year of employment in which the employee was not below the age of 41. A Basic Award can be reduced by an Employment Tribunal if an employee refuses an offer of reinstatement unreasonably, if an employee has contributed in some way to their dismissal or if any payments have already been made, such as enhanced redundancy payments if the dismissal was due to redundancy. A Compensatory Award is for loss of earnings which have occurred as a result of the dismissal There is no guarantee that a tribunal would award you loss of earnings. The Tribunal can award compensation here for as short, or as long, a period as they consider just and fair. There is no guarantee that a Tribunal would award you loss of earnings even if an individual were to be successful in their claim. In making a decision the Tribunal will use their experience to decide how long they think it should take/should have taken an individual to find a similar job on a similar rate of pay as the job with their former employer. In an assessment of the individuals losses much will also rest on how far the Tribunal is satisfied that they have made a reasonable search for alternative employment. In the summer of 2013 the government is planning important changes in the Tribunal system including the introduction of fees to lodge a claim and a new cap on compensation levels
14 It s your right! So if you think you are a victim of unfair dismissal or have been mistreated in any other way, consult one of our specialist solicitors. It s your right to seek compensation today.
15 Useful Contact Information For any questions please contact Stephen Pinder or Sarah Williams in our employment department using the following;
16 If you have any questions about anything in this leaflet please call us on Alternatively please EAD Solicitors LLP is a Limited Liability Partnership registered in England (registered number OC334289) and is authorised and regulated by the Solicitors Regulation Authority (487037). A list of members of the LLP is available for inspection at our registered office Prospect House, Columbus Quay, Liverpool, L3 4DB, together with a list of those non-members who are designated as partners. Any reference to a partner in relation to the LLP means a member or employee of, or consultant to, the LLP.
Unfair Dismissals. Questions & Answers
Unfair Dismissals Questions & Answers What is unfair dismissal? Unfair dismissal is where an employee claims that his or her employer s decision to terminate their employment was unfair. Unfair reasons
More informationAND REDUNDANCY. Summary of the law on
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline
More informationSummary of the law on UNFAIR DISMISSAL AND REDUNDANCY
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. All employees can bring a claim of
More informationA summary of the law on: Unfair Dismissal and Redundancy
A summary of the law on: Unfair Dismissal and Redundancy Employees are protected under the Employment Rights (Northern Ireland) Order 1996 from being unfairly dismissed or chosen unfairly for redundancy.
More informationEmployment Law e-alert December 2012
Employment Law e-alert December 2012 Welcome Welcome to December s e-alert. Following on from last month s e-alert on the topic of constructive dismissal, this month s Q&A takes a look at the area of unfair
More informationEmployment Law Guide
Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal
More informationEmployment law solicitors
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
More informationTOP 10 EMPLOYMENT CLAIMS. We have set out below the Top 10 most common employment claims brought in the Employment Tribunals.
TOP 10 EMPLOYMENT CLAIMS We have set out below the Top 10 most common employment claims brought in the Employment Tribunals. 1. Unfair Dismissal Claims All employees with two years or more service are
More informationGUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
More informationEmployment Law Glossary of key terms and abbreviations
Employment Law Glossary of key terms and abbreviations ACAS ACAS stands for the Advisory, Conciliation and Arbitration Service a UK government funded independent body offering conciliation services to
More informationThere have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee.
Dismissal Procedures There have been many changes to employment law and regulations over the years. A key area is the freedom or lack of freedom to dismiss an employee. An employee s employment can be
More informationNEW STATUTORY DISMISSAL, DISCIPLINARY AND GRIEVANCE PROCEDURES
September 2004 NEW STATUTORY DISMISSAL, DISCIPLINARY AND GRIEVANCE PROCEDURES With effect from 1 October 2004, new statutory dismissal and disciplinary procedures ("DDP") and grievance procedures ("GP")
More informationThe Little Book of Employment Law
The Little Book of Employment Law General principles 2 I can't be sacked for being flamboyant Discrimination damages people 6 Whistleblowing 8 Recruitment 12 Employment terms 14 Family friendly rights
More informationCOMPENSATION UPON TERMINATION OF APPOINTMENTS OF DIRECTORS AND SENIOR EXECUTIVES
COMPENSATION UPON TERMINATION OF APPOINTMENTS OF DIRECTORS AND SENIOR EXECUTIVES DIRECTORS ADVISORY SERVICE FACTSHEET These Guidance Notes provide an outline of the relevant provisions, but they are not
More informationHarold Benjamin. employment pocket guide
Harold Benjamin employment pocket guide did you know? Employees accrue holiday entitlement when they are on sick leave and maternity leave. There is now no set retirement age. Before an employee can bring
More informationDealing with disputes at work
Factsheet 70 November 2013 About this factsheet This factsheet is aimed at older people who are in work and covers information on dealing with a dispute with an employer, including taking legal action.
More informationEMPLOYMENT LAW BRIEFING ADVICE FOR CLUBS
EMPLOYMENT LAW BRIEFING ADVICE FOR CLUBS I VOLUNTEER, CONSULTANT OR EMPLOYEE? II PAYMENT: NATIONAL MINIMUM WAGE AND HONORARIA III CONTRACTS OF EMPLOYMENT IV FIXED TERM CONTRACTS V THE ACAS CODE OF PRACTICE
More informationThe Little Book of UK Employment Law for US Employers. Handling dismissals in the UK
The Little Book of UK Employment Law for US Employers Handling dismissals in the UK Two countries separated by a common language. (George Bernard Shaw) Welcome 2 Employment contracts: anti at will! 4 But
More informationIOSH Annual Conference 14 th May 2015
IOSH Annual Conference 14 th May 2015 When an accident investigation reveals misconduct David Hughes Partner & Solicitor Advocate Resolving the different aims of H&S and HR What are the aims of H&S and
More informationW4MP Guide: Employment Rights
W4MP Guide: Employment Rights This guide aims to provide a basic outline of the main employment rights issues that are relevant to staff who are responsible for recruiting new staff, employees of MPs who
More informationEmployment Law Made Easy by Melanie Slocombe, Consultant Solicitor at Henmans LLP
This is an excerpt from Lawpack s book Employment Law Made Easy. To find out more about the employment law regulations and how they should be applied in the workplace, click here. Employment Law Made Easy
More informationAccidents at Work. Everything you need to know
Accidents at Work Everything you need to know Falling from ladders, slipping on a wet floor, lifting a heavy item, cutting yourself on a machine. Even in the 21st Century the workplace is still dangerous
More informationAGE DISCRIMINATION. Summary of the law on
Summary of the law on AGE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply in
More informationCASEFORM UNISON. Revised April 2014 FOR REGIONAL OFFICE USE ONLY
CASEFORM FOR MEMBERS representatives BRANCHES & REGIONS Revised April 2014 UNISON FOR REGIONAL OFFICE USE ONLY A Conditions for providing assistance 1. UNISON seeks to ensure that members are provided
More informationHealth & Safety Regulations. Everything you need to know
Health & Safety Regulations Everything you need to know Not all of those people injured at work would be entitled to compensation from their employer. In order to recover damages it is necessary to show
More informationHarold Benjamin. employment pocket guide
Harold Benjamin employment pocket guide did you know? Employees accrue holiday entitlement when they are on sick leave and maternity leave. There is now no set retirement age. If they have 5 employees
More informationSTATUTORY DISPUTE RESOLUTION
STATUTORY DISPUTE RESOLUTION The Employment Act (Dispute Resolution) Regulations 2004 set out the minimum steps that employers must follow (except in exceptional circumstances) when proposing to dismiss
More informationRACE DISCRIMINATION. Summary of the law on
Summary of the law on RACE DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the race discrimination provisions of the Equality Act 2010. These apply
More informationThe statutory discipline and grievance resolution procedures what you need to know
The statutory discipline and grievance resolution procedures what you need to know Statutory procedures governing disciplinary, dismissal and grievance issues introduced by the Employment Act 2002 overhauled
More informationGUIDE TO EMPLOYMENT LAW IN GUERNSEY
GUIDE TO EMPLOYMENT LAW IN GUERNSEY CONTENTS PREFACE 1 1. Written Statement of Terms and Conditions 2 2. Written Statement of Pay and Deductions 3 3. Written Statement of Reasons for a Dismissal 3 4. Minimum
More informationVarying a contract of employment
Varying a contract of employment We inform, advise, train and work with you Every year Acas helps employers and employees from thousands of workplaces. That means we keep right up-to-date with today s
More informationA Guide to Settlement Agreements
A Guide to Settlement Agreements Please contact us to discuss your Settlement Agreement in more detail. Whether you are an Employer or an Employee we shall be delighted to help with your Settlement Agreement.
More informationRedundancy. A Guide. 4500 Lawyers 87 Firms 57 Countries TOP RANKED CHAMBERS GLOBAL 2013. Leading Law Firm Network
Redundancy A Guide TOP RANKED CHAMBERS GLOBAL 2013 Leading Law Firm Network 4500 Lawyers 87 Firms 57 Countries INTRODUCTION The decision to make employees redundant is never one that is taken lightly.
More informationemployment key facts 2015/16. working together. www.morrlaw.com employment@morrlaw.com Head office: 01737 854 500
working together. employment key facts 2015/16. www.morrlaw.com employment@morrlaw.com Head office: 01737 854 500 Head office: Clarendon House, Clarendon Road, Redhill, Surrey RH1 1FB Employment law developments
More informationExamining the 10 most common employment law myths. Newsletter 4 February 4 th 2015. www.fb-education.co.uk 01332 227596
Examining the 10 most common employment law myths Newsletter 4 February 4 th 2015 www.fb-education.co.uk 01332 227596 10 most common employment law myths By Andrew Nicklin Employment Solicitor for Education
More informationDISCIPLINARY PROCEDURE
DISCIPLINARY PROCEDURE Author: Julie Newnham Revised : August 2013 Review Date: August 2014 Students First DISCIPLINARY PROCEDURES 1 Scope and purpose 1.1 This procedure applies to all employees other
More informationDefending An Employment Tribunal Claim
Defending An Employment Tribunal Claim 1. Employment tribunals What you need to know to defend a claim Employment tribunals hear cases and make decisions on employment issues such as unfair dismissal,
More informationEmployment Law Update - Heptonstalls Solicitors October 2015 Issue 178. Shaun Pinchbeck LL.B shaun.pinchbeck@heptonstalls.co.uk Tel: 01405 765661
Welcome to the latest edition of our Employment Law update. If you have any questions arising from these articles or any other queries, please do not hesitate to contact Shaun Pinchbeck, Head of Employment
More informationEmployment law changes for 2014 what do they mean for your business?
Employment law changes for 2014 what do they mean for your business? Employment law has constantly changed and evolved over the last number of years. This year marks a number of further changes including
More informationunfair dismissals march 2009 s
unfair dismissals march 2009 1 Introduction The Unfair Dismissals Acts 1977-2007 set up a system of complaint by which the fairness of an employer s decision to dismiss an employee may be contested by
More informationIndustrial. Tribunals. Procedures. For those concerned in Industrial Tribunal Proceedings
Procedures For those concerned in Industrial Tribunal Proceedings Revised April 2005 Introduction This booklet describes the procedure for making or resisting a claim to an industrial tribunal in Northern
More informationSummary of the law on FAMILY FRIENDLY RIGHTS
Summary of the law on FAMILY FRIENDLY RIGHTS Family friendly rights include, maternity, paternity and parental leave and rights for part-time workers. This booklet is solely concerned with the employment
More informationCAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW
CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDE: JERSEY EMPLOYMENT LAW DECEMBER 2015 EMPLOYMENT, PENSIONS & INCENTIVES CAREYOLSEN.COM BRITISH VIRGIN ISLANDS CAYMAN ISLANDS GUERNSEY JERSEY CAPE TOWN LONDON
More informationMODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS
MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.
More informationRoad Traffic Accidents. Everything you need to know
Road Traffic Accidents Everything you need to know Families involved in a road traffic accident in this country and abroad can seek legal advice and assistance from EAD Solicitors. Anyone can seek legal
More informationDISABILITY. Summary of the law on
Summary of the law on DISABILITY DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the age discrimination provisions of the Equality Act 2010. These apply
More informationAgency Worker Regulations
The Agency Workers Directive is a piece of European legislation which became law on 5th December 2008. All EU member states have 3 years from that date to implement the Directive via their own national
More informationSEXUAL ORIENTATION. Summary of the law on
Summary of the law on SEXUAL ORIENTATION DISCRIMINATION This booklet sets out the basic employment rights to which workers are entitled under the sexual orientation discrimination provisions of the Equality
More informationNorth East, Yorkshire & Humberside. November 2013 Special Edition 1 REGIONAL PANEL SOLICITORS
UNITE LEGAL NEWS North East, Yorkshire & Humberside November 2013 Special Edition 1 REGIONAL PANEL SOLICITORS Welcome to a special edition bulletin introducing all of our regional panel solicitors who
More information0116 255-0-255 Or email enquiry@compromiseagreementfast.com. An Employee s Guide to Compromise Agreements. Free ebook
An Employee s Guide to Compromise Agreements Free ebook Fast Turnaround Of Your Agreement Usually No Cost At All To The Employee Different Packages Available Freephone For Immediate Attention www.compromiseagreementfast.com
More information09/07/2014. Enterprise and Regulatory Reform Act 2 25 th June 2013. Enterprise and Regulatory Reform Act 7 29 th July 2013
Settlement agreements and unfair dismissal Liz Stephenson Enterprise and Regulatory Reform Act 2 25 th June 2013 Section 13 provides that the qualifying period to claim unfair dismissal does not apply
More informationEmployment Law in Bermuda
Employment Law in Bermuda Foreword This memorandum has been prepared for the assistance of those who are considering issues pertaining to employment law in Bermuda. It deals in broad terms with the requirements
More informationIntroduction to UK Employment Laws for U.S. Employers
Ogletree Deakins International LLP Fourth Floor, Thavies Inn House 3-4 Holborn Circus London EC1N 2HA United Kingdom Tel: +44 (0)20 7822 7620 www.ogletreedeakins.co.uk www.ogletreedeakins.com Introduction
More informationEQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL
EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. GENERAL 1.1 Juice Resource Solutions Limited embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will
More informationRESOLVING DISPUTES AT WORK: New procedures for discipline and grievances A GUIDE FOR EMPLOYEES
RESOLVING DISPUTES AT WORK: New procedures for discipline and grievances A GUIDE FOR EMPLOYEES This guide tells you about new rights and procedures you must follow if you have a grievance in work are facing
More informationGrievance, Whistle blowing and Disciplinary, including Dismissals
eastsussex.gov.uk Grievance, Whistle blowing and Disciplinary, including Dismissals This document will provide you with information on Grievance, Whistle blowing and Disciplinary procedures, including
More informationGuide to Employment Rights Infor. Guide to Employment Rights. National Employment Rights Authority (NERA
Guide to Employment Rights Infor Guide to Employment Rights National Employment Rights Authority (NERA About NERA NERA s mission is to achieve a national culture of employment rights compliance. Information
More informationIndustrial Tribunals and The Fair Employment Tribunal Northern Ireland
Industrial Tribunals and The Fair Employment Tribunal Northern Ireland Making a claim to an Industrial Tribunal and/or The Fair Employment Tribunal in Northern Ireland www.employmenttribunalsni.co.uk ET1
More informationYOUR RIGHTS AT WORK A GUIDE
A GUIDE Bloomsbury Law Solicitors www.bloomsbury-law.com Important information: All advice and explanation of the law in this document is intended for information purposes only, and is not a substitute
More informationUnfair Dismissals. Termination of Employment Series. Unfair Dismissals
Unfair Dismissals Termination of Employment Series Unfair Dismissals The best protection from unfair treatment in the workplace is to become a union member as unionised employments tend to have better,
More informationThis factsheet only outlines some areas of employment law. Details of where to get further information and advice are included in section 10.
Factsheet 4 June 2014 About this factsheet This factsheet is aimed at older people who are in work. It covers employment rights and retirement, how health issues and caring responsibilities can affect
More informationYour Quick Guide to Settlement Agreements
EMPLOYMENT EMPLOYMENTSERVICES SERVICES Your Quick Guide to Settlement Agreements Stuart Snelson Partner & Head of Employment ssnelson@geoffreyleaver.com 01908 689318 Paula Stuart Partner pstuart@geoffreyleaver.com
More informationElite. Employment practices liability insurance
Elite Employment practices liability insurance The last few years have been extraordinarily active in shaping workplace law and this looks set to continue with employee rights strengthening. In addition,
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best
More informationGuide to Employment Tribunal Proceedings
Guide to Employment Tribunal Proceedings BallantyneGrant Solicitors the litigation specialists www.ballantynegrantllp.com INTRODUCTION This guide is the second in our series of articles explaining various
More informationDisciplinary, grievance and unfair dismissal issues: A JD Law guide
Disciplinary, grievance and unfair dismissal issues: A JD Law guide In an ideal world your business or workplace would be free from disputes and disagreements. All employees would perform perfectly and
More informationCOMPANY DIRECTORS. Company Directors' Responsibilities
COMPANY DIRECTORS Ascot Drummond works with a range of limited companies of various sizes and turnovers. Whether you are an executive director or nonexecutive director, we can help you to meet your legal
More informationTHE TRANSFER OF UNDERTAKINGS (PROTECTION OF EMPLOYMENT) REGULATIONS 2006
THE TRANSFER OF UNDERTAKINGS (PROTECTION OF EMPLOYMENT) REGULATIONS 2006 EMPLOYMENT BACKGROUND What is TUPE? TUPE stands for the Transfer of Undertakings (Protection of Employment) Regulations. TUPE has
More informationEmployer guides: Index of documents
Employer guides: Index of documents Employer guides: Index of documents Markel employment law protection policyholders can access a vast selection of employment law fact sheets and precedent documents
More informationHow To Protect Your Personal Information At A College
Data Protection Policy Policy Details Produced by Assistant Principal Information Systems Date produced Approved by Senior Leadership Team (SLT) Date approved July 2011 Linked Policies and Freedom of Information
More informationTUPE 2006 Detailed Analysis
that activity is central or ancillary. Under existing case law this can include an organised group of one person! TUPE 2006 Detailed Analysis The TUPE 2006 Regulations completely replace the 1981 Regulations
More informationDisciplinary and Performance Management Policy & Procedure October 2010
Disciplinary and Performance Management Policy & Procedure October 2010 Policy control Reference Disciplinary & Performance Management Policy & Procedure Date approved 18 October 2010 Approving Bodies
More informationKnow. Your. Rights. Understanding. grievances. www.worksmart.org.uk. and disciplinaries
Understanding Know Your Rights www.worksmart.org.uk grievances and disciplinaries Introduction Whatever job you do, you can run into problems at work. Sometimes these can be sorted out quickly by informal
More informationDocument Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015
Category Human Resources Document Name Disciplinary Policy Accountable Body RADIUS Trust Reference HR.P2 Date Ratified 13 th August 2015 Version 1.5 Last Update August 2015 Related Documents Name Support
More informationDiscipline. Managing People. VOIP 2000 - HR Direct Fife Council April 2015 1 DI02. P o l i c y a n d P r o c e d u r e. 1 Purpose and Scope
Discipline P o l i c y a n d P r o c e d u r e 1 Purpose and Scope This procedure is designed to help and encourage all employees to achieve and maintain standards of conduct. This procedure applies to
More informationDisciplinary and Grievance Policy
United Biscuits UK Ltd Disciplinary and Grievance Policy June 2015 Contents 1. Introduction... 3 2. Disciplinary Policy... 3 2.1. Aims of Policy... 3 2.2. Responsibilities... 3 2.3. Legal Framework within
More informationThis policy applies equally to all full time and part time employees on a permanent or fixed-term contract.
Discipline Policy 1. Introduction This policy set outs how Monitor will deal with employee conduct which falls below the expected standard. It is Monitor s aim to use the policy as a means of encouraging
More informationGrievance. Informal Resolution? Identifying Grievances. Potential Claims. Verbal Grievances DISCIPLINE AND GRIEVANCE WORKSHOP
Grievance Any concern, problem or complaint that an employee raises with their employer DISCIPLINE AND GRIEVANCE WORKSHOP Why important? Staff morale Employment tribunal claims Constructive unfair dismissal
More informationNew Disciplinary and Grievance Rules
March 2009 / Special Alert A legal update from Dechert s Employment Law Group New Disciplinary and Grievance Rules d Introduction The Employment Act 2008, which comes into effect on 6 April 2009, repeals
More informationDISCIPLINARY PROCEDURE 1 POLICY STATEMENT & SCOPE
DISCIPLINARY PROCEDURE 1 POLICY STATEMENT & SCOPE 1.1 The College aims wherever possible to resolve informally matters of potentially unsatisfactory conduct, attendance or poor performance, without resorting
More informationDerbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001. This policy is suitable for Public Disclosure
Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
More informationTermination of Employment: Including Unfair Dismissal
Termination of Employment: Including Unfair Dismissal There are many different ways that your employment may end, and each way has different legal requirements and implications. Dismissal If you are a
More informationEmployment / immigration. What does it mean to take on employees?
Employment / immigration What does it mean to take on employees? Contents Overview...01 Contracts of employment...01 Maximum working hours and holiday entitlement...01 National minimum wage...01 Statutory
More informationEmployment Law and Business Disruption Guide
Cumbria Employment Solicitors Employment Law and Business Disruption Guide Introduction 1. In light of the damage the flooding around Cumbria has done to numerous businesses, the Chamber of Commerce in
More informationDirect Payments Becoming an Employer Guide
Direct Payments Becoming an Employer Guide Becoming an Employer (April 2015) Page 1 of 13 Contents 1. Introduction 1.1. Getting the right advice and help 1.2. Employer responsibility 2. General: Becoming
More informationChange Management Policy
Version: 3.0 New or Replacement: Policy number: Document author(s): Contributor(s): Approved by (name of committee): Replacement ULH-HR-CMP Becky Mawell, Jody Richmond Human Resources Team Policy Approval
More informationEmployment law developments in 2013 and 2014 Revised March 2014
Chartered Institute of Personnel & Development Document copied from website 19:03:2014 by Gill Coffin Some hyperlinks may not work ask me to log in to get more information if required. Employment law developments
More informationTHE EQUALITY ACT 2010
THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put
More informationInformation Sheet 9: Supervising your Staff
Shaw Trust Direct Payments Support Services Information Sheet 9: Supervising your Staff Sheet Outline: Conducting an Appraisal interview Discipline and Grievances Outcome: To increase awareness of the
More informationLocal Disciplinary Policy
DOCUMENT INFORMATION Origination/author: Judith Coslett, Head of Human Resources This document replaces: Local Disciplinary and Dismissal Procedure 05 Date/detail of consultation: Staff Forum and Unison
More informationCode of practice for employers Avoiding unlawful discrimination while preventing illegal working
Code of practice for employers Avoiding unlawful discrimination while preventing illegal working [xx] April 2014 Presented to Parliament pursuant to section 23(1) of the Immigration, Asylum and Nationality
More informationJohn Leggott College. Data Protection Policy. Introduction
John Leggott College Data Protection Policy Introduction The College needs to keep certain information about its employees, students and other users to allow it to monitor performance, achievements, and
More informationThe Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE )
The Transfer of Undertakings (Protection of Employment) Regulations 2006 ( TUPE ) what is TUPE? Prior to 1981 employees were afforded little protection when their employer changed as a result of the sale
More informationDISCIPLINARY, DISMISSAL AND GRIEVANCE PROCEDURES. Guidance for employers
DISCIPLINARY, DISMISSAL AND GRIEVANCE PROCEDURES Guidance for employers Contents Foreword...1 Chapter 1: Disciplinary and dismissal procedures...2 Communicating your disciplinary and grievance procedures...2
More informationLiverpool Hope University. Equality and Diversity Policy. Date approved: 14.04.2011 Revised (statutory. 18.02.2012 changes)
Liverpool Hope University Equality and Diversity Policy Approved by: University Council Date approved: 14.04.2011 Revised (statutory 18.02.2012 changes) Consistent with its Mission, Liverpool Hope strives
More informationWorkers Rights. A guide for full-time and part-time workers
Workers Rights A guide for full-time and part-time workers Contents 1. Basic Rights for Everyone 2 2. Rights for Part-time Workers 9 3. Discrimination in the Workplace 10 4. Maternity and Parental Rights
More informationHow To Settle A Dispute With A Worker
8 May 2014 South London CIPD Employment Law Update Settling Employment Claims The Options Contractual claims No required format Statutory claims Agreed through Acas Settlement agreement in required format
More informationSummary of the law on race discrimination. www.thompsonstradeunionlaw.co.uk
Summary of the law on race discrimination www.thompsonstradeunionlaw.co.uk Our pledge to you Thompsons Solicitors has been standing up for the injured and mistreated since Harry Thompson founded the firm
More informationDISCIPLINARY AND GRIEVANCE ARRANGEMENTS. the disciplinary process: how councils can deal with concerns about employee
Legal Topic Note LTN 22 January 2013 DISCIPLINARY AND GRIEVANCE ARRANGEMENTS 1. This LTN provides guidance on: the disciplinary process: how councils can deal with concerns about employee misconduct or
More informationCOMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND
MORGAN MCMANUS EMPLOYMENT LAW COMPARATIVE ANALYSIS OF EMPLOYMENT LAW IN NORTHERN IRELAND AND THE REPUBLIC OF IRELAND (Revised 28 th November 2011) Morgan McManus Solicitors provide legal services in both
More information