April 2008
People Management;4/3/2008, Vol. 14 Issue 7, p21
The article discusses several court cases decided by employment tribunals in Great Britain in 2008. The first case ruled that employment contract claims have to be brought where the employee is domiciled, unless there is an agreement to hear it elsewhere after a dispute has arisen. In the second case, the court ruled that employers have the power to impose sanctions in a disciplinary procedure, but not in a grievance procedure.


Related Articles

  • Gabriel v Peninsula.  // Employers Law;Jun2012, p8 

    The article discusses a court case wherein the decision of the employment tribunal regarding the transfer of an employment contract to a new employer without the employee consent was rejected by the Employment Appeal Tribunal in Great Britain.

  • Perspective: Protected conversations -- an unwelcome layer of complexity?  // Employers Law;Feb2012, p10 

    The article presents the author's views about the British government's proposed protected conversations. Like the "without prejudice" principle, the proposal will reportedly allow discussions of an employment issue to resolve disputes without fear and the parties allegedly cannot use admissions...

  • lets speak "without prejudice" -- how safe is it? Davenport, Geoff // Human Resources Magazine;Oct/Nov2007, Vol. 12 Issue 4, p32 

    The article discusses off the record or without prejudice approaches to human resource management and how safe it is. According to the article, using these words or labels may not be enough to ensure that the communication cannot be referred to later in litigation. An overview of New Zealand...

  • Non-Compete Agreement Executed After Commencement of Employment May be Enforceable.  // Venulex Legal Summaries;2002 Q4, p1 

    The article discusses the decision of an appeals court in Florida in 2002 which cleared the way for an employer to enforce a noncompete agreement executed after the employee began working. The court held that the employer's failure to inform the employee of the work restrictions was not a...

  • AWARD--JURISDICTION TO REVIEW--RAILWAY LABOR DISPUTES.  // Arbitration Journal;Dec1965, Vol. 20 Issue 4, p249 

    The article presents information on a court case related to the railway labor disputes. An arbitration board created by law for the resolution of railway labor disputes had delegated the issues of crew competition to special boards. The board has the familiarity with the crew consist issues...

  • What Difference Does it Make? Facilitative Judicial Mediation of Discrimination Cases in Employment Tribunals. Boon, Andrew; Urwin, Peter; Karuk, Valeriya // Industrial Law Journal;Mar2011, Vol. 40 Issue 1, p45 

    Mediation is promoted by government to reduce the volume, cost and formality of dispute resolution, but evidence of these benefits is inconclusive. A number of reports have analysed mediation of contract and similar cases in the County Courts but there has been little empirical work in the...

  • Industrial Relations Act (IV of 2008).  // Eastern Worker;Jan2012, Vol. 52 Issue 1, p7 

    The article discusses the court case Moula Bukhsh and 30 others v. International Biscuits Ltd. through Manager/Occupier in Pakistan, wherein petitioner employees alleged their services were terminated for refusing to tender resignation from employment. Their employer had filed an application for...

  • Industrial Relations Ordinance (IV of 2008).  // Eastern Worker;Jan2012, Vol. 52 Issue 1, p11 

    The article discusses the court case National Bank of Pakistan through President and others versus Zahid Hussain and others, wherein an employee had filed a grievance petition before the Pakistan Labour Court, after being terminated without any show-cause notice, personal hearing or any enquiry....

  • Industrial Relations Ordinance (IV of 2008).  // Eastern Worker;Jan2012, Vol. 52 Issue 1, p12 

    The article discusses the court case Dawood Lawrencepur Ltd. versus Pak Employees Union DLL in Pakistan, wherein management and the collective bargaining agent (CBA) settled under the Industrial Relations Ordinance of 2002. The management decided that instead of terminating the services of the...


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics