By Diana Kloss(auth.)
Chapter 1 the supply of Occupational healthiness companies (pages 18–38):
Chapter 2 The criminal prestige and legal responsibility of the OH expert (pages 39–61):
Chapter three scientific documents and Confidentiality (pages 62–103):
Chapter four Pre?Employment Screening and overall healthiness Surveillance (pages 104–131):
Chapter five overall healthiness and security at paintings: the felony legislations (pages 132–176):
Chapter 6 The legislations of reimbursement: Welfare merits (pages 177–190):
Chapter 7 The legislations of reimbursement: Civil legal responsibility (pages 191–231):
Chapter eight Employment legislations (pages 232–272):
Chapter nine equivalent possibilities (pages 273–327):
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Extra resources for Occupational Health Law, Fifth Edition
In a nominally Christian country those from other faiths must to some extent conform with the prevailing customs. However, employers are expected to do what is reasonably practicable to accommodate them. Legislation has been passed to allow Sikhs not to wear hard hats on construction sites (Construction (Head Protection) Regulations 1989), but the regulations do not apply to other places of work. Although the prohibition of beards for reasons of hygiene may be justified, it would be necessary for an employer to show that suitable protective clothing would not adequately control the risk (see Chapter 9).
There were signs that multinational companies looked favourably at siting their plants in the UK to take advantage of lower rates of pay. The legal problems were formidable. It was not easy to differentiate between the various types of legislation. Take, for example, the Working Time Directive, which created minimum daily and weekly rest periods and annual paid holidays of a minimum length. If, as the Commission argued, this was as a health and safety measure it could be passed by a qualified majority without the consent of the UK government and must then be enacted into UK law.
She was dismissed for gross misconduct in November 2003 from her job in a care home. She was provisionally placed on the ‘unsuitable’ list in February 2005, but eventually, many months later, her name was removed from the list after an appeal to the Care Standards Tribunal. During this period she could not be lawfully employed in a care home. Article 6 provides that in the determination of his civil rights and obligations everyone is entitled to a fair and public hearing within a reasonable time by an independent and impartial tribunal established by law.
Occupational Health Law, Fifth Edition by Diana Kloss(auth.)