By Chris Turner
ISBN-10: 0340966866
ISBN-13: 9780340966860
Key evidence is the basic revision sequence for somebody learning legislations. This informative 3rd version of Employment legislations presents the best and superior approach so that you can soak up and keep the basic proof linked to this particular region of legislation. Key gains include:*Diagrams firstly of chapters to summarize key points*Structured heading degrees to permit for transparent bear in mind of the most facts*Charts and tables to collapse extra advanced informationAn superior textual content layout makes this quantity even more uncomplicated to learn and the evidence even less complicated to preserve.
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Extra resources for Key Facts: Employment Law (3rd edition)
Example text
7. g. TU subscriptions); ■⌀ in respect of industrial action; ■⌀ court or tribunal orders requiring payment to employer. 8. Wages defined in s27 as ‘any sums payable to worker by his employer in connection with his employment’: ■⌀ so wide enough to include non-contractual payments (Kent Management Services Ltd v Butterfield (1992)); ■⌀ but not expenses, however generous (London Borough of Southwark v O’Brien (1996)). 9. Deductions defined in s13(3) ‘total amount of wages paid is less than total amount of wages properly payable’: ■⌀ covers total failure to pay (Delaney v Staples (1991)); ■⌀ and methods used to hide a deduction (McCree v London Borough of Tower Hamlets (1992)); ■⌀ and a reduction in work leading to reduction in pay counts as a deduction (International Packaging Corporation (UK) Ltd v Balfour (2003)).
Woman can exercise her contractual rights if better. 5 The right to a maternity payment 1. This is now a statutory scheme – Statutory Maternity Pay: ■⌀ employer pays this for a maximum of 26 weeks; ■⌀ payment is recouped from NI payments at the rate of 92% or 100% plus compensation for small firms. 2. Two pay scales – six weeks at 90% of earnings then flat rate: ■⌀ if more than one employer both pay a part; ■⌀ payment starts in week after leave commences; ■⌀ maximum pay period is 26 weeks starting any time after eleven weeks before confinement up to one week after; ■⌀ there can be no payment after returning to work.
9. Under ss80F – 80 I ERA 1996 employee may request ‘flexible working’ (though no actual right to flexible work): ■⌀ must have 26 weeks’ continuous service; ■⌀ applications must be for childcare or other types of care. 1 The right to wages at common law 1. Obligation to pay wages is basically contractual, though many rules on payment of wages derive from statute. 2. g. could be paid commission. 3. C. v Powell (1942)); ■⌀ terms are vague (Way v Latilla (1937)); ■⌀ for pay other than wages (Powell v Braun (1954)).
Key Facts: Employment Law (3rd edition) by Chris Turner
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