|
|
In the case of Konczac v BAE Systems (Operations) Limited, the Employment Appeal Tribunal (EAT) had to decide whether the Claimant's loss was terminated by her refusal to accept a settlement offer of £75,000.
In this case, the Claimant brought claims against her ex-employer for unfair dismissal, disability discrimination and sex discrimination in the Employment Tribunal (ET). The Claimant was s
Blog Article | Last updated: 10/05/2012 09:40:00
|
Often both parties are legally represented in employment tribunal claims. However, claimants may represent themselves. The tribunal will assist claimants where necessary in the course of the proceedings but how far should that assistance go?
This Court of Appeal had to consider this issue in the case of John Guest Engineering and Vaio. Mr Vaio successfully won a claim of unfair dismissal and race discrimination against his ex employer following his redundancy.
Blog Article | Last updated: 01/05/2012 09:13:00
|
Employment tribunals are a court of law, created by statute to hear and adjudicate employment disputes. They have a wide jurisdiction (which increases as new employment rights are introduced) and hear most employment related cases within the United Kingdom.
There are 12 Regional Offices of the Employment Tribunal within theUnited Kingdom, which administer the employment tribunals in that region. Tribunals are generally based at permanent locations, although some sit on an ad hoc basis, depending on need. (For example, the Exeter Employment Tribunal sometimes sits at Truro.)
Termination HR Resources | Last updated: 30/04/2012 12:23:00
|
The Employment Tribunal panel will be made up of an Employment Judge and two "wing" members.
The Employment Judge is legally qualified. One wing member will come from an employer-biased background and the other from an employee-biased background (e.g. former members of the CBI and former union representatives). The Tribunal's decision can be unanimous or by a two-to-one majority. However, for certain claims, including unfair dismissal cases, the Employment Judge may decide to sit alone.
Termination HR Resources | Last updated: 30/04/2012 12:05:00
|
The Court of Appeal (‘CA') has recently provided useful guidance in the case of Crawford and another v Suffolk Mental Health Partnership NHS Trust [2012], as to the procedural standards an employer is expected to meet when a disciplinary procedure could have serious career long implications for an employee. The CA took the opportunity to offer guidance as to the appropriateness of suspension duri
Blog Article | Last updated: 26/04/2012 14:39:00
|
Following our recent blog highlighting the Employment law changes coming into effect in April 2012, employers should be aware that both the increase to the qualifying period for unfair dismissal from one to two years for new joiners and the changes to employment tribunal practice and procedure apply to England, Wales and Scotland and do not have effect in Northern Ireland.
Blog Article | Last updated: 17/04/2012 17:21:00
|
In most cases in the Tribunal costs orders are the exception rather than the rule, unlike other areas of litigation where the general rule is that costs follow the event and the unsuccessful litigant normally has to foot the legal bill for the litigation.
Not this time, the EAT, in Peat & ors v Birmingham City Council, upheld a decision by the Tribunal to award costs against a group of Claimant
Blog Article | Last updated: 16/04/2012 13:05:00
|
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
|
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
|
The government has today announced proposals to examine workplace dismissal procedure for small businesses with a publication of a Call for Evidence. The government are seeking views from employers, employees and interested parties on two measures.
Firstly, whether existing dismissal rules and the ACAS Code of Practice are too complex or misunderstood and how they might be made simpler, quic
Blog Article | Last updated: 15/03/2012 16:26:00
|
|
|