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In the case of Warby v Wunda Group plc, Mrs Warby worked as a sales consultant for Wunda Group plc. A dispute arose between Mrs Warby and her manager, Mr Pugh. There was conflict as to what had been agreed to be her basic salary. Each party accused each other of lying. Mrs Warby stated that her wages had been changed because she was pregnant. Mr Pugh denied this, and then was prompted to ask
Blog Article | Last updated: 04/05/2012 13:43:00
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The Government announced last week further changes to the Immigration Rules in response to the MAC recommendations made in their report on the ‘Limit on Tier 2 (General) for 2012/13 and Associated Policies' published in February 2012.
Please see below for a summary of the three changes to the Tier 2 route.
1) Restricted COS Annual limit
The annual limit of 20,700 Tier 2 (General)
Blog Article | Last updated: 12/04/2012 09:49:00
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The pensions landscape will be unrecognisable following the introduction of new legislation from October 2012 which will require employers to automatically enrol eligible jobholders into a pension scheme.
Other HR Resources | Last updated: 11/04/2012 11:40:00
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The recent ECJ decision of Martial Huet v Universite de Bretagne Occidentale has held that where a fixed term contract is converted into a permanent contract the terms and conditions do not need to be identical. However, the court has concluded that where the nature of the work remains unchanged, in order to protect the employee, the new terms must not be "unfavourable".
Blog Article | Last updated: 13/03/2012 08:56:00
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On receipt of a resignation, check the employee`s contract to determine the length of notice required, the existence of any restrictive covenants and the contractual rights of both parties during and after the notice period.
Has the employee gi
Termination HR Resources | Last updated: 07/02/2012 10:26:00
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Many employers have come to realise that they are losing valuable staff through resignations where the employee is not taking up employment elsewhere.
Family friendly HR Resources | Last updated: 06/02/2012 16:16:00
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Purpose and scope
The purpose of this Equal Pay Policy is to ensure that all employees and job applicants are treated equally and to support the Company's objective of ensuring that it provides equal pay to men and women for the same or broadly similar work, for work rated as equivalent and for work of equal value.
For the purposes of this Policy and in line with relevant legislation:
Pay is defined as "The ordinary basic or minimum wage or salary and any other consideration, whether in cash or kind, which the worker receives directly or indirectly, in respect of his (or her) employment from his (or her) employer". Pay includes basic pay, bonuses and sick pay, as well as other additional benefits, such as pensions, promotion and training opportunities.
Like work is defined as work which is the same or broadly similar.
Work rated as equivalent is defined as work which has achieved the same or a similar number of points under a job evaluation scheme.
Work of equal value is defined as work which is of broadly equal value when compared under headings such as effort, skill and decisions.
The Policy applies to all employees within the Company and, unless otherwise stated, all references to employees include potential employees, former employees, full-time and part-time employees.
This Policy does not form part of your terms and conditions of employment.
Discrimination HR Resources | Last updated: 06/02/2012 15:37:00
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1. CREATING A LEGALLY ENFORCEABLE CONTRACT
To create a legally enforceable contract the following conditions must be met:
One party to the contract (usually the employer) must have made a formal offer to the other:
The other party to the contract must have accepted that offer
Both parties must have formed an intention to create a legally binding arrangement
There must be consideration, usually the payment of salary in exchange for work
The terms of the contract must be sufficiently certain
A contract of employment can be entered into formally by:
Signing a written contract
Exchange of correspondence
Issuing a statement of main terms and conditions
A contract can also be entered into informally, by:
Course of conduct
Oral agreement
Recruitment & Contracts HR Resources | Last updated: 06/02/2012 11:51:00
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1. INTRODUCTION
Stakeholder Pensions are targeted at those earning around £10,000 - £20,000 per annum. However, they are available to almost everybody, including people in employment, fixed contract workers, self-employed and people who are n
Recruitment & Contracts HR Resources | Last updated: 06/02/2012 11:26:00
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In Tiffin v Lester Aldridge LLP Mr Tiffin was a fixed-share partner in Lester Aldridge LLP. When Mr Tiffin was dismissed in February 2009, Mr Tiffin brought claims in the Employment Tribunal ("ET") and in doing so sought to establish that he was an employee.
The ET and the Employment Appeal Tribunal ("EAT")both found that Mr Tiffin was a partner as opposed to an employee and so was not entitled
Blog Article | Last updated: 01/02/2012 18:00:00
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