Jackie Orme, Chief Executive of the Chartered Institute of Personnel Development, the organisation for HR managers, has remained defiant in the face of stinging criticism of the decision to retain her bonus. Earlier this year the Institute lost 41 staff as well as axing discretionary bonuses for all staff and imposing a pay freeze. Ms…Details
In our September newsletter we reported the claim of PC Gurmeal Singh: Sikh policeman says “I felt that I was on ‘Only Fools and Horses’” Sikh police officer Gurmeal Singh has brought employment tribunal proceedings against Greater Manchester Police for religious and race discrimination on account of his turban. We could be forgiven for thinking…Details
The Department for Business Innovation and Skills has, in conjunction with the Chartered Intitute of Personnel Development and ACAS, produced a new guide outlining procedures for dealing with discipline, dismissal and grievance procedures. The guide can be downloaded here. Although the ACAS Guide should still be the primary point of reference (since this is the…Details
The Health and Safety Executive has been criticised for running radio ads in which figures concerning work-related diseases caused by exposure to asbestos were stated as definitive when they were in fact based on estimates and overstating the number of deaths resulting from such exposure. Five ads were broadcast as part of a campaign to…Details
Our September newsletter has now been published and, as usual, it’s packed with news about important (and some not so important) developments in employment law.
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It is reported in today’s Guardian that Baroness Scotland identified the sanction imposed on her by UKBA in connection with employing an illegal worker as civil. She told Sky News: “This is a civil penalty, just as if you drive into the city and you don’t pay your congestion charge or you overpay. It is…Details
In L E Vantinnen-Newton -v- Geo Group UK Limited the Employment Appeal Tribunal, in overturning the decision of the tribunal, has yet again reminded employers that it is not enough simply to apply the rules when it comes to dismissal. Any decision to dismiss must be informed and, in misconduct cases, the employer must demonstrate…Details
It is well-known that many workers in the construction industry are treated as self-employed for tax and employment law purposes whereas the reality is that they are employees. “Employers” of these people are reluctant to pay Employers’ National Insurance Contributions and do not want to be burdened with the employment protection which is available to…Details
Paul Wilson was a personal mortgage advisor employed by RBS. He was dismissed for gross misconduct after arranging a mortgage. A woman he knew came into the bank and said that she wanted to arrange a mortgage on behalf of her daughter and son-in-law. She supplied the relevant details including the property, details of the…Details
It is fairly well known that a complaint of unfair dismissal should be presented no later than three months following the date of termination of employment, unless it is not reasonably practicable to do so. Application of the time limit is strict and there have been cases in which applications received a few minutes let…Details