By Peter Chandler
Because the ebook of the final variation there was a flood of latest laws improving the rights of staff and implementing extra tasks and obligations on employers. This fourth variation has been comprehensively up to date and gives functional tips on new laws and on chosen and pertinent judgements by way of the tribunals and courts. This comprises details on: parental depart; unfair dismissal; disciplinary and complaint techniques; vacation trips and vacation pay; operating time (young persons); the nationwide minimal salary; adoption go away and pay; paternity go away and pay; new maternity rights; versatile operating; fixed-term staff; part-time staff; the Tax credit Act 2002; and the Employment Act 2002. entire with beneficial addresses and suggestion approximately substitute resources of knowledge (such as codes of perform and DTI suggestions notes), this reference ebook is a machine spouse for united kingdom managers and business family legislations scholars.
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Additional info for An A-Z of Employment Law
An employee with average earnings of £75 or more per week will qualify to be paid statutory adoption pay (SAP) during his or her ordinary adoption leave period. The relevant legislation is to be found in the Paternity & Adoption Leave Regulations 2002 which came into force on 8 December 2002. Note: By definition, the right to adoption leave is not available to a step-father or mother who adopts his or her partner’s children. • It is as well to point out that the right to take up to 52 weeks’ adoption leave is available to those eligible employees only who were informed on or after 6 April 2003 that they had been matched with a child for adoption – unless the notification occurred before 6 April 2003, but the child was not actually placed with them (or their partners) until 6 April 2003 or later.
It is as well to note that discrimination on grounds of religion is to be outlawed throughout the UK when legislation implementing Employment Directive 2000/78/EC comes into force in the second half of 2003. ’Spent’ convictions • Section 4(2) of the Rehabilitation of Offenders Act 1974 states that a person may not lawfully be excluded from any office, profession, occupation or employment because of a ‘spent’ conviction. Indeed, ‘where a question seeking information with respect to a person’s previous convictions, offences, conduct or circumstances is put to him (or her)…the question shall be treated as not relating to spent convictions or to any circumstances ancillary to spent convictions, and the answer thereto may be framed accordingly’.
If there is to be a test of strength or stamina, all job applicants (male as well as female) should be invited to submit to that same test. Case Law: Cases decided in this area include that of Roadburg v Lothian Regional Council  IRLR 283 when it was held that an existing imbalance of the sexes in a team of voluntary services officers was not a reason sufficient to justify a refusal to recruit a woman to that team; and that of Batisha v Say & Longleat Enterprises  19 man. Law 23, when it was held that unlawful discrimination occurred when a woman was denied employment as a cave guide.
An A-Z of Employment Law by Peter Chandler