December 2008
People Management;12/11/2008, Vol. 14 Issue 25, p37
This section offers news briefs related to labor laws in Great Britain. The maximum tribunal award for unfair dismissal will increase from £63,000 to £66,200 in 2009. Recruiters placing job adverts with ageist language may not be discriminating if they can show they consider every application, a tribunal ruled. Tom Potbury, employment lawyer at Pinsent Masons, warns that staff must avoid drunken brawling or committing other misdemeanours at the office Christmas party, as disciplinary records can be a criterion in redundancy selection.


Related Articles

  • The Current Status of the Doctrine of Employment-At-Will. Hames, David S. // Labor Law Journal;Jan88, Vol. 39 Issue 1, p19 

    The article attempts to enhance understanding of the status of the doctrine of employment-at-will in the United States. Ever since the industrial revolution gave rise to large organizations and superior-subordinate relationships, achieving the proper balance between employers' rights to manage...

  • Uncertain times call for more flexible labour markets. Price, Martin // NZ Business;Mar2009, Vol. 23 Issue 2, p24 

    The article discusses the new 90-day New Zealand employment law that was introduced in December 2008 and takes effect on March 1, 2009. The new law allows businesses with 20 staff or less to dismiss workers within 90 days of hiring to avoid claims of unjustifiable dismissals. The article notes...

  • management tools.  // Legal Alert for Supervisors;6/2/2008, Vol. 3 Issue 72, p3 

    The article offers information on some management tools that supervisors should take into account in dealing with their employees. Accordingly, potential hires who are bad-mouthing their previous employer in an interview should not be considered since such act could possibly happen in the...

  • CASE ROUND-UP.  // Personnel Today;10/31/2006, p17 

    The article presents information on two cases on employment laws. The first case is Osborne versus Premium Care Homes Ltd. The plaintiff, a manager in a nursing home, brought an unfair dismissal claim against the company she worked for. The defendant company requested a postponement of the...

  • Employers back new rules on tribunals. Mannering, Robin // Convenience Store;2/4/2011, p4 

    The article discusses plans by the British government to change the rules on employment tribunals and relax regulations. The plans will increase qualifying period for unfair dismissal to two years and introduce fees for employees who want to bring forward a tribunal claim. It indicates that the...

  • Dealing with employee misrepresentations. Dearing, Matthew // NZ Business;Apr2014, Vol. 28 Issue 3, p54 

    The article discusses the court case Richardson v Fonterra Cooperative Group Ltd., in which Richardson was employed by a company as a truck driver after a three-stage recruitment process wherein he completed a job application form, undergo telephone and face-to-face interview. It says that...

  • WorkChoices worries.  // BRW;4/6/2006, Vol. 28 Issue 13, p17 

    The article focuses on what Kevin Andrews, the minister for Workplace Relations, said on the April Fools' joke in April 2, 2006 that employers should not get carried away with the WorkChoices changes and should ensure they are acting legally in Australia. The real mistake of the Cowra Abattoir...

  • Creative measures offer hope for job retention. Phillips, Lucy // People Management;1/29/2009, Vol. 15 Issue 3, p7 

    The article reports on the use of alternative redundancy measures taken by employers in Great Britain to avoid layoffs. The Chartered Institute of Personnel and Development (CIPD) questions the introduction of temporary legislation to back up the alternative redundancy measures. The CIPD / KPMG...

  • Take him back? No way! Akbar, Parvez // NZ Business;Feb2008, Vol. 22 Issue 1, p76 

    The article discusses legal issues on re-hiring employees who were previously dismissed in New Zealand. The Employment Relations Act 2000 (ERA) has several remedies to an employee or former employee who is found to have a personal grievance. Subsection (a) of section 123(1) of the ERA provides...


Read the Article


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

Try another library?
Sign out of this library

Other Topics