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It's been well publicised that the Late May bank holiday has been moved to the 4th June and that the 5th June has been declared an extra bank holiday to create a 4 day weekend commemorating the Queen's Diamond Jubilee.
News Article | Last updated: 01/05/2012 14:30:00
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The Employment Equality (Age) Regulations 2006 ("the Regulations") came into force on 1st October 2006, making it unlawful to discriminate against current, prospective and former employees or workers on grounds of age. The Regulations were repealed and replaced by the Equality Act 2010 ("the EqA"), which governs acts of age discrimination committed on or after the 1 October 2010.
Under the transitional arrangements the EqA will also apply to continuing acts of discrimination that started before, and carried on after, 1 October 2010. Tribunal claims in relation to discriminatory acts that took place wholly before 1 October 2010 will still be governed by the Regulations.
Age is one of nine protected characteristics covered by the EqA that has consolidated and harmonised the legislation on disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; and sexual orientation also. As a consequence, although most of the provisions set out in the Regulations are replicated by the EqA, and are written in broadly similar terms, the EqA also makes a number of changes and has introduced some new provisions that strengthen the law.
Discrimination HR Resources | Last updated: 30/04/2012 12:43:00
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There are a number of statutory provisions concerning the treatment of employees who become pregnant, have recently given birth or who are breast-feeding. These include measures to protect health and safety, minimum statutory leave periods and protection against unfair dismissal or some other form of detriment.
The basic legal principles, including employees` rights and management responsibilities, are outlined below.
Family friendly HR Resources | Last updated: 11/04/2012 11:35:00
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Discrimination occurs when someone is treated less favourably than another person and can take many forms. The Equality Act 2010 ("the EqA") governs acts of discrimination committed on or after the 1 October 2010.
Discrimination HR Resources | Last updated: 11/04/2012 11:06:00
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THE LEGAL FRAMEWORK
The Disability Discrimination Act 1995 came into force on 2 December 1996 making it unlawful to discriminate on grounds of disability. The scope of the Act was subsequently widened by the Disability Discrimination Act 1995
Discrimination HR Resources | Last updated: 11/04/2012 10:46:00
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The following changes are due to come into force on 6 April 2012
Unfair Dismissal
Employees whose employment is due to start on or after 6 April will be subject to an increase in the qualifying period for unfair dismissal. The period has increased from one to two years.
Employment tribunal procedure
Deposit orders
The maximum deposit that a tribunal can order a party to pay will increase
Blog Article | Last updated: 03/04/2012 09:54:00
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The Maternity and Parental Leave Regulations 1999 (As amended) ("MAPLE") introduced a statutory right for parents to take unpaid parental leave and implement the European Parental Leave Directive in the UK.
Family friendly HR Resources | Last updated: 05/03/2012 16:23:00
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Normally, at this time of year, employers would be busily introducing policies and procedures to meet new statutory obligations coming into force on 6th April. However, this year, it appears that the tables have turned in favour of employers.
News Article | Last updated: 01/03/2012 14:49:00
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Single Public Sector Equality Duty. The Public Sector Equality Duty (PSED) came into force on 5 April 2011. The PSED consists of a general equality duty, contained in the Equality Act 2010, and further specific duties, as set out by secondary legislation.
Discrimination HR Resources | Last updated: 22/02/2012 15:55:00
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The Newcastle employment tribunal is to make a reference to the ECJ concerning whether, under EU law, a woman who becomes a mother by way of a surrogacy arrangement should be entitled to paid maternity leave to bond with her baby, establish breastfeeding and maintain and develop her family life.
The tribunal's reference to the ECJ could result in women who have a child through a surrogate mother
Blog Article | Last updated: 15/02/2012 11:23:00
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