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As part of the phased withdrawal of the Coronavirus Job Retention Scheme (CJRS), further changes have been introduced as from 1 September 2020.
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If an employee has any health issues which are affecting their employment, then all managers need to ensure that they are able to identify and understand those employees who may be struggling.
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The UK economy has lost billions of pounds this year due to Covid-19. With a lack of income, businesses have had to restructure due to lack of work. Many employers have had no choice but to consider or even undergo redundancy exercises.
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As of 1st August 2020, the government issued its official guidance. The message is “employers should ensure workplaces are safe whilst also enabling working from home”.
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Although each case turns on its own facts, recent case law has favoured the inclusion of overtime, commission, allowances and regularly paid bonuses as part of holiday pay. The question was, ‘would this extend to profitability bonus?’
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The facts of the case are the employee had long service with Lloyds Bank and suffered from depression which she alleged were caused by workplace harassment by two employees.
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A claim can be made against a person who maliciously makes a false statement which refers to the claimant, his business and economic interests and can be demonstrated to have caused the claimant financial losses.
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Over the years it has been very useful to bear this gem in mind. Before a disciplinary it is vitally important to enter the room without any preconceived ideas of the outcome.
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Sec 1 of the Employment Rights Act 1996 deals with the contents of the written particulars of employment – commonly referred to as a contract of employment, and the obligation to provide a copy to the employee.
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Many people would be forgiven for thinking HR was only concerned with ensuring administrative processes work smoothly and employee relation issues are managed appropriately, all in accordance with complex and continually changing employment legislative requirements.
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The Annual General Meeting allows limited company and public limited company shareholders to participate in the decision-making process a right afforded to them by the Companies Act 2006.
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The world is a global market place and it has become more common for employees to travel for business or relocate to an overseas post to promote and enhance the development of trade and services between companies and organisations all around the globe.
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The government has recently introduced new guidelines on “shielding” whereby those living within the same household of a person who is shielding do not need to shield themselves, but should support the person who is shielding by following guidance.
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Disputes between employers and recruitment agencies are a common occurrence mostly due to a poor understanding of the terms of the contract or the absence of terms and conditions from the recruitment agency.
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As rules become more relaxed about travelling abroad and having a holiday, the government has issued new guidelines for travelers returning back to the UK.
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During the period of 1st March to 30th June 2020, employees on furlough under the Coronavirus Job Retention Scheme (CJRS) could not do any work for their employer that made money for their employer or any organisation linked or associated with employer.
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What happens when an employer re-opens their business, but employees refuse to return because they are worried that they will become infected with COVID-19?
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The European Court of Justice (ECJ) has given some clarity on the above matter in the UK case of B v Yodel, where a Yodel courier(C) claimed that he was a “worker” under the Working Time Regulations (WTR).
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With many people unsure about entering the workplace due to Covid 19, the government has introduced a new ‘track and trace’ scheme to heighten the ‘stay alert, control the virus, save lives’ process.
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Where on the facts the Transfer of Undertakings (Protection of Employment) Regulations 2006 as amended applies (TUPE), then the employees of the outgoing employer (the transferor) automatically transfer to the incoming employer (transferee)...
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