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The Court of Appeal has overturned the decision of the Employment Tribunal (ET), upheld by the Employment Appeal Tribunal (EAT), that an employee was unfairly dismissed because his employer had taken account of an expired disciplinary warning when deciding to dismiss him (Airbus UK Ltd. v Webb).

Following a Remedy Hearing of the Cardiff Employment Tribunal (ET), the Diocese of Hereford has been ordered to pay £47,345 in compensation to youth worker, John Reaney. Mr Reaney, who is gay, won his claim of discrimination under the Employment Equality (Sexual Orientation) Regulations 2003.

 

Informing and Consulting Employees – Be Prepared

A recent prosecution by the Health and Safety Executive (HSE) serves as a warning to company directors and business owners of the importance of implementing comprehensive, safe systems for working at height.

The Employment Equality (Sexual Orientation) Regulations 2003 prohibit victimisation and harassment as well as other forms of discrimination in the workplace based on sexual orientation.

A recent case raised the question of whether an association could consist of a single person. Whilst the question might not seem to be of tremendous interest per se, it was in the case in point because the association had assets of more than £1¾ million.

A lesbian soldier has won her claim against the Ministry of Defence for sex discrimination and discrimination on the grounds of sexual orientation which caused her to give up her career in the army.

In an interesting court case about health and safety at work and the legal liability of employers for health and safety breaches at work, the court heard how an employee was injured when a 50kg sack of basmati rice fell onto the back of his neck. The man’s employer, East End Foods plc, pleaded guilty to failing to take reasonable care of the health and safety of its employees under Section 2(1) of the Health and Safety at Work etc. Act 1974. The company was fined £25,000 with £28,000 costs.

As of 6 April 2008 the Control of Noise at Work Regulations 2005 are extended to the music and entertainment sectors. For other industry sectors these Regulations have been in force since April 2006, but the music and entertainment industry was given a two-year transitional period before implementation of the Regulations.

On 6 April 2008 most of the long-awaited Corporate Manslaughter and Corporate Homicide Act 2007 comes into force. The Act establishes a new statutory offence of corporate manslaughter (corporate culpable homicide in Scotland).

A British Airways (BA) employee, who received widespread publicity when she made a stand against her employer because she was not allowed to wear a silver crucifix at work if the necklace was visible, has lost her claim of religious discrimination at the Employment Tribunal (ET).

The Advocate General has handed down his opinion in the case of Attridge Law v Coleman. The case concerns the interpretation of the EU Equal Treatment Framework Directive and its impact on disability discrimination legislation in the UK.

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