By Charles Foster
Clinical legislation touches on lots of society's so much hotly debated matters, from the prestige of the embryo to the withdrawal of life-sustaining remedy, and from assisted suicide to analyze on people, organ transplantation, and the possession of physique components.
The media shines a obtrusive gentle on those and plenty of different contentious scientific questions, yet as criminal authority Charles Foster issues out, digicam flashes don't shed actual gentle. to really seize those matters, Foster argues, you want to dive deep into the actual circumstances, and additional, to the rules at the back of the instances. during this hugely readable and exciting e-book, Foster illuminates these ideas, illustrating them with examples from many desirable and infamous circumstances. He sheds mild on such arguable and demanding subject matters as scientific negligence, sufferer confidentiality, euthanasia, expert consent, abortion, in vitro fertilization, and masses extra. no matter what your curiosity in scientific law--as a health care provider, policy-maker, legislation pupil, or simply the involved proprietor of a body--this Very brief creation it truly is crucial interpreting.
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Extra info for Medical Law: A Very Short Introduction (Very Short Introductions)
7. g. TU subscriptions); ■âŒ€ in respect of industrial action; ■âŒ€ 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’: ■âŒ€ so wide enough to include non-contractual payments (Kent Management Services Ltd v Butterfield (1992)); ■âŒ€ 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’: ■âŒ€ covers total failure to pay (Delaney v Staples (1991)); ■âŒ€ and methods used to hide a deduction (McCree v London Borough of Tower Hamlets (1992)); ■âŒ€ 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: ■âŒ€ employer pays this for a maximum of 26 weeks; ■âŒ€ 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: ■âŒ€ if more than one employer both pay a part; ■âŒ€ payment starts in week after leave commences; ■âŒ€ maximum pay period is 26 weeks starting any time after eleven weeks before confinement up to one week after; ■âŒ€ 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): ■âŒ€ must have 26 weeks’ continuous service; ■âŒ€ 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)); ■âŒ€ terms are vague (Way v Latilla (1937)); ■âŒ€ for pay other than wages (Powell v Braun (1954)).
Medical Law: A Very Short Introduction (Very Short Introductions) by Charles Foster