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The governing copyright statute in the UK is the Copyright Designs and Patents Act 1988. This law offers copyright protection in the following categories:

The number one form of written communication, the Email has become such a quick and easy medium so many of us are making the mistake of treating our emails as if it were spoken language, and sometimes with grave consequences. Traditionally, letters have offered us plenty of opportunity to re-think our comments because they require printing, signing, placing the letter in an envelope, attaching a stamp and putting in the post. Emails on the other hand are transmitted virtually instantaneously and usually, once sent, are irrevocable.

An amendment to the UK’s Digital Economy Bill that could force ISPs to block access to copyright-infringing websites has been slammed by the heads of the four largest UK ISPs, along with Google, Facebook, eBay and Yahoo.

The joint letter to the Financial Times claims that:

The Government's proposals regarding illegal filesharers, who internet lawyers bains cohenrepeatedly pirate material from artists such as Lady Gaga, have been confirmed in the Digital Economy Bill - published today.

A German man who gained control of over 1,519 domain names was ordered to release them to a hotel chain by the World Intellectual Property Organisation (WIPO). internet lawyers bains cohen

So many companies don’t own their own domain name. They think they do, but they don’t.

Very often the owner of the domain name is not you but rather your web designer. And if you fall out with your web designer, one day you might wake up to the fact that your company’s website is switched off.

The EU Working Time Directive requires member states to ensure that national rules make it unlawful for an employer to require workers to work more than an average of 48 hours a week. The Working Time Regulations 1998 implement the Directive in the UK. However, the UK Government negotiated an opt-out from the 48-hour weekly working limit where an individual employee gives his or her prior agreement to waive this right.

It is automatically unfair dismissal to dismiss an employee for making a ‘protected disclosure’, in good faith, to someone to whom they are entitled to make it, or to penalise them for doing so.

A case heard by the Court of Appeal (Klusova v London Borough of Hounslow) illustrates the difficulties that an employer can encounter when trying to avoid contravening the immigration legislation. Ms Klusova, a Russian national, had leave to remain and work in the UK until May 2004. In November 2000, she began working for Hounslow Council.

When a person is unable to pursue a claim against someone who has been made bankrupt on account of the bankruptcy having been discharged, it may still be possible to pursue the claim against the bankrupt’s insurers, following a recent ruling.

The dismissal of an employee is automatically unfair if the reason for it is that she is pregnant.
The Employment Tribunal (ET) has ruled that a woman who was employed as a press officer at a Northamptonshire hotel was not unfairly dismissed because the decision to outsource her job had been taken before her employer was made aware of her pregnancy.

Failure to carry out a risk assessment in respect of a pregnant employee under the Management of Health and Safety at Work Regulations 1999 is unlawful sex discrimination. A record of the findings of the assessment must be made but need not be given to the employee, if information about the risks is provided orally. Sending an employee home without duties, without dismissing her but on full pay, is in law suspension and meets the terms of Employment Rights Act 1996 s66.

The Health and Safety Regulations Concerning Pregnant Employees

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