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1. CENTRAL ARBITRATION COMMITTEE AND RECOGNITION
The Central Arbitration Committee ("CAC") is a permanent independent body with statutory powers whose main function is to adjudicate on applications relating to the statutory recognition or de-reco
Employee relations HR Resources | Last updated: 02/04/2012 16:37:00
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In Segor v Goodrich Actuation Systems the EAT considered how a tribunal must approach the scenario where a party seems to be seeking to withdraw, abandon or concede part of their case. The EAT has concluded that this must be considered very carefully.
In Segor, the Tribunal did not determine part of the Claimant's discrimination complaint because it considered that the Claimant's lay representa
Blog Article | Last updated: 27/03/2012 16:09:00
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The Court of Appeal has upheld the High Court's decision to refuse a "barring order", which would have preventing a former employee from being involved in the commercial relationship between her new employer and her ex-employer.
The Claimant was employed by CLS to manage their logistics centre. Although her contract of employment did not contain any post termination restrictive covenants prevent
Blog Article | Last updated: 07/03/2012 17:50:00
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The employment tribunal in the case Jessemey v Rowstock Ltd and another has held that an employer cannot be liable for acts of victimisation after the employee's employment has been terminated.
In this case, Mr Jessemey had been dismissed and he subsequently brought claims against his employer for unfair dismissal and age discrimination. Shortly after bringing his claims, and (importantly) afte
Blog Article | Last updated: 14/02/2012 14:19:00
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The purpose of restrictive covenants
Many employers employ staff who, due to the knowledge and contacts they gain whilst employed, have the potential to damage the employer`s business if they leave to join a competitor or set up their own busin
Recruitment & Contracts HR Resources | Last updated: 08/02/2012 09:48:00
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Will the claim be settled via an ACAS conciliation officer or a compromise agreement? ACAS may help if a claim has already been brought in an employment tribunal.
If a compromise agreement is to be used, have full factual as well as legal detail
Termination HR Resources | Last updated: 07/02/2012 16:30:00
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When contemplating terminating an employee`s contract, you should consider the following steps:1. Is the reason for termination a disciplinary matter? If so,
Follow the organisation`s disciplinary procedure, and ensure the employee has a copy.
Termination HR Resources | Last updated: 07/02/2012 16:27:00
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Name and address of correct employing Company.
Name and address of employee.
Nationality of the employee, if relevant.
Provide details of when, if at all, the employee has worked abroad and/or for a foreign company during his employment with the
Termination HR Resources | Last updated: 07/02/2012 10:56:00
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A court will consider all the terms of the bonus scheme and the surrounding circumstances. Relevant issues may include the following:
Is the scheme stated to be contractual or discretionary? Is the language used consistent on this point? If ther
Termination HR Resources | Last updated: 07/02/2012 10:21:00
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A carefully drafted contractual bonus scheme will usually contain:
A condition that the employee remain in employment, not under notice of termination (given or received) on a stipulated qualification or payment date in order to receive the bonus.
Recruitment & Contracts HR Resources | Last updated: 07/02/2012 10:07:00
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