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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

Rogue debt collectors face tough new rules in a Government bid to improve consumer protection in this contentious area. This is because of changes to the Consumer Credit Act 2006 (CCA) which have recently come into effect.

Chief among the new powers given to the Office of Fair Trading (OFT) is the ability to fine debt collectors up to £50,000 for infractions and to impose limitations on the licences under which they operate.

The Employment Appeal Tribunal (EAT) has held (Department for Work and Pensions v Sutcliffe) that a woman who was certified as sick during her ordinary maternity leave was not entitled to be paid contractual sick pay during that period.

The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2004 set out the normal rules for Tribunal proceedings.

Employment Judges have the power, under Rule 18(7)(c), to strike out any claim or response on the grounds that ‘the manner in which the proceedings have been conducted by or on behalf of the claimant or the respondent…has been scandalous, unreasonable or vexatious’.

The Employment Tribunals (Constitution and Rules of Procedure) Regulations 2004 set out the normal rules for Tribunal proceedings.

Employment Judges have the power, under Rule 18(7)(c), to strike out any claim or response on the grounds that ‘the manner in which the proceedings have been conducted by or on behalf of the claimant or the respondent…has been scandalous, unreasonable or vexatious’.

A recent case serves as a reminder of the importance of circulating and abiding by your internal policies and procedures. The Employment Appeal Tribunal ruled that the dismissal of a council employee who had consumed alcohol whilst on duty was unfair because the council had failed to make known its published alcohol policy and had not followed it when dismissing him (Sinclair v Wandsworth Council).

The purpose of the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) is to safeguard the employment rights of employees when a business is sold. If a person employed immediately before the relevant transfer of a business is dismissed for a reason connected with the transfer, the dismissal is automatically unfair unless the employer can show that it was for ‘economic, technical or organisational reasons entailing changes in the work-force’.

In December 2006, the House of Lords remitted to the European Court of Justice (ECJ) certain questions concerning the European Working Time Directive, regarding paid annual leave for employees on long-term sick leave. The Working Time Regulations 1998 (WTR) implement the Working Time Directive in the UK.

For the purposes of the Disability Discrimination Act 1995 (DDA), someone has a disability if they have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. If an impairment ceases to have such an effect, it is to be treated as having that effect if it is likely to recur.

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