tag:blogger.com,1999:blog-49009109967651248112024-03-14T01:17:59.669-07:00Daniel Barnett's Employment Law ArchiveThis archive is no longer updated. Visit http://www.danielbarnett.co.uk/site/blog/employment-blog/ for the updated archive.Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.comBlogger2260125tag:blogger.com,1999:blog-4900910996765124811.post-43886651038339233512017-03-24T07:21:00.002-07:002017-03-24T07:22:06.221-07:00This Archive is No Longer Active<div dir="ltr" style="text-align: left;" trbidi="on">
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-45987217710846048302016-07-08T03:05:00.000-07:002016-07-08T03:05:46.819-07:00Carrying over Paid Annual Leave when Sick<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to<span class="Apple-converted-space"> </span><a href="http://didlaw.com/team/karen-jackson/" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Karen Jackson</a><span class="Apple-converted-space"> </span>of didlaw for preparing this case summary</div>
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If sickness prevents a worker from taking annual leave, can the leave be carried forward?<br /><br />Yes, reaffirmed the ECJ in<span class="Apple-converted-space"> </span><a href="http://www.bailii.org/eu/cases/EUECJ/2016/C17815.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Sobczyszyn v Skola Podstawowa w Rzeplinie</a>, in a case which doesn't really say anything new.<br /><br />Ms Sobczyszyn, a teacher, took convalescence leave provided by a Teachers' Charter and was unable to use her annual leave. The school said that leave had been used during convalescence. A reference was made to the ECJ on the compatibility of the domestic Polish Teachers' Charter with the Working Time Directive 2003/88/EC.<br /><br />Article 7(1) provides four weeks' annual leave for every worker which is a fundamental tenet of EU social law. Only on termination can payment be made in lieu. Annual leave accrues during sick leave,<span class="Apple-converted-space"> </span><a href="http://danielbarnettemploymentlaw.blogspot.co.uk/2009/01/holiday-pay-for-long-term-sick-workers.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Stringer</a>. If scheduled leave coincides with sickness, a worker can designate a different time to take leave,<span class="Apple-converted-space"> </span><a href="http://danielbarnettemploymentlaw.blogspot.co.uk/2009/09/workers-can-reclaim-holidays-lost-to.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Pereda</a>. The purpose of paid leave is rest and relaxation. Sick leave is for recovery from illness, it is not rest; annual leave can be rescheduled on recovery,<span class="Apple-converted-space"> </span><a href="http://danielbarnettemploymentlaw.blogspot.co.uk/2012/06/sickness-and-annual-leave.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">ANGED</a>.<br /><br />Whether leave has been scheduled or booked makes no difference: if sickness prevents annual leave, workers must be able to use annual leave at a later date.</div>
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-24302608750966205412016-07-07T04:01:00.002-07:002016-07-07T04:01:41.627-07:00Subconscious Direct Discrimination <div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage2.com/track/click?u=875913eab2272bcca46358ddf&id=5518fa2248&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;"> Karen Jackson</a> of didlaw for preparing this case summary</div>
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Is failing to address, or make a finding, in relation to subconscious or unconscious discrimination an error of law?<br />
<br />
Sometimes, held the EAT in <a href="http://employmentlawbulletins.us6.list-manage1.com/track/click?u=875913eab2272bcca46358ddf&id=491d50d534&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Geller v Yeshurun Hebrew Congregation</a>.<br />
<br />
A husband and wife worked for a joint salary and were made redundant.
Mrs Geller brought claims including direct sex discrimination. The
factual matrix was far from gender neutral, however an employment
tribunal found that Mrs Geller had not been treated less favourably
because of her sex.<br />
<br />
The EAT overturned the decision because:<br />
<br />
(1) Despite facts from which discrimination could be inferred, the
tribunal failed to consider subconscious or unconscious discrimination.
Only if discrimination is inherent in the act complained of is the
tribunal released from the obligation to enquire into the mental
processes of the alleged discriminator; and;<br />
<br />
(2) Whilst there is no requirement to apply the two-stage test in the
burden of proof provisions (section 136 Equality Act 2010) in a
mechanistic or formulaic way or even at all, the tribunal\'s treatment
of the reverse burden provisions in the case was rudimentary at best.<br />
<br />
The decision could not stand and was remitted.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-2367182312470179362016-06-30T03:21:00.000-07:002016-06-30T03:21:06.339-07:00Protected Conversations<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to Ed McFarlane of <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=1191e96a88&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Deminos HR</a> for preparing this case summary</div>
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Can the privilege that covers 'protected conversations' under section 111A ERA be waived?<br />
<br />
No, held the EAT giving the first appellate judgment on 'protected conversations' in <a href="http://employmentlawbulletins.us6.list-manage2.com/track/click?u=875913eab2272bcca46358ddf&id=beb95e2c10&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Faithorn Farrell Timms LLP v Bailey</a>.<br />
<br />
The Claimant, a secretary in a firm of surveyors, brought claims for
constructive dismissal and indirect sex discrimination. An issue arose
over admissibility of evidence under common law 'without prejudice'
principles, and, for the first time on appeal, 'protected conversations'
under s111A ERA for Unfair Dismissal claims.<br />
<br />
The EAT noted that case law on 'without prejudice' discussions was not
applicable to the 'protected conversations', the statute had to be read
on its own terms. In this case, claims other than Unfair Dismissal not
covered by s111A, the admissibility of evidence was determined under
'without prejudice' principles. Evidence may be admitted for a
discrimination claim, but remain excluded regarding Unfair Dismissal.<br />
<br />
The EAT held that the protection of s111A extends not just to the
content of protected conversations, (e.g. an offer) but also the fact of
them taking place, a protection broader than with 'without prejudice'
discussions. Furthermore, an employer's internal discussions about a
protected conversation (e.g. between management and HR advisers) could
also be protected.<br />
<br />
The Claimant's cross-appeal on waiver of privilege partially succeeded,
the EAT holding that privilege had been waived under 'without prejudice'
principles, but not under s111A, as that did not allow for waiver of
privilege. The EAT noted that s111A can be dis-applied where there is
'improper behaviour', which gives employment tribunals a broader
approach to admitting evidence that the limited 'unambiguous
impropriety' required to admit in evidence without prejudice
discussions. The issue of the applicability of s111A because of alleged
improper behaviour was remitted for re-consideration.<br />
<br />
The case is important for practitioners and illustrates the complicated
scenarios that may arise when without prejudice and protected
conversations overlap, along with issues over express or implied waiver
of privilege for without prejudice discussions in proceedings.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-73948517054623893082016-06-24T05:49:00.000-07:002016-06-30T05:50:01.251-07:00Discrimination: Work Placements<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to<span class="Apple-converted-space"> </span><a href="http://www.outertemple.com/barristers/91/index.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Will Young</a><span class="Apple-converted-space"> </span>of Outer Temple Chambers for preparing this case summary</div>
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Does section 56(5) of the Equality Act 2010 prevent a claim being brought in the employment tribunal against the provider of vocational training in respect of discrimination in the provision of that training?<br /><br />No, held the Court of Appeal in the case of<span class="Apple-converted-space"> </span><a href="http://www.bailii.org/ew/cases/EWCA/Civ/2016/607.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Blackwood v Birmingham & Solihull Mental Health NHS Trust</a>.<br /><br />The Claimant was assigned a work placement with the Defendant Trust as part of her University Course in Mental Health nursing. She was not able to work the shift pattern offered because of her childcare commitments, and her placement was withdrawn.<br /><br />The Claimant brought a claim against the Trust in the employment tribunal, relying on section 55 of the Equality Act, but the employment tribunal dismissed the claim on the basis that it was precluded by section 56(5), which, in summary, was thought to prevent claims being brought by students of universities (et al) in relation to training to which their university had the power to afford access, even where no claim could in fact be made against the university.<br /><br />The Court of Appeal held that section 56(5) needed to be interpreted in line with the EU Directive, reading into the subsection that a claim could not be brought in the employment tribunal against an education service provider concerning training for university students but only "to the extent that the student is entitled under [section 91] to make a claim as regards that discrimination."<br /><br />Thus a lacuna in the law was removed in that if a Claimant cannot, in the circumstances, bring a claim against the university arranging the vocational training under section 91 Equality Act (in the County Court), she is now entitled to bring a claim against the training provider in the employment tribunal.</div>
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-49986631550328033172016-06-23T03:10:00.000-07:002016-06-23T03:10:14.582-07:00Equal Pay Claims: No Power to Stay Claims in Employment Tribunal<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=d79e81678f&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Dr John McMullen</a> of Wrigleys Solicitors LLP for preparing this case summary</div>
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Should the Asda equal pay claims in the employment tribunal be stayed,
in effect compelling the Claimants to pursue High Court proceedings?<br />
<br />
No, held the Court of Appeal in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=ac58c22e97&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Asda Stores v Brierley</a>.<br />
<br />
There are currently over 7,000 equal pay claims against Asda. The claims
allege the work the Claimants do is of equal value to their
comparators, and yet their comparators are being paid substantially more
than they are. The claims are being defended.<br />
<br />
Asda made an application, in effect, to stop the claims proceeding in
the employment tribunal. It was accepted that the employment tribunal
had no power directly to transfer the claim to the High Court. But Asda
contended that the employment tribunal had the power to stay proceedings
indefinitely and, if it exercised that power, the Claimants would be
compelled to go to the High Court if they wanted to pursue their claims.<br />
<br />
The employment tribunal rejected the application, concluding that it had
no power to impose a stay for the purpose sought and even if it did, it
would not be appropriate to exercise that power in the present case.
Asda's appeal to the EAT was rejected.<br />
<br />
Asda appealed to the Court of Appeal. Asda's case was that, although, in
most cases, the employment tribunal is well suited to hear an equal
value claim, the present litigation was exceptional. It said that this
was the most important, complex and financially significant equal pay
claim ever pursued in the private sector with ramifications, not only
for Asda, but the retail trade generally. It also submitted that there
were very complex points of law which would need to be resolved, and a
High Court Judge would be better suited to decide them than an
Employment Judge.<br />
<br />
The Court of Appeal rejected the appeal. It was true there was power to
stay proceedings, even indefinitely; but this should not happen in the
present case. It would be prejudicial to employees. They would have to
start proceedings again with additional stress, court fees, limitation
issues and the risk of costs if they lost. Finally the Employment Judge
had exercised his discretion properly, and had considered all the
issues. He was entitled to take the view that an employment tribunal was
perfectly capable of handling the claims and it would not be
appropriate to "transfer" them.<br />
<br />
Elias LJ expressed the view that the assumption that Employment Judges
would not be up to the task did less than justice to the quality of some
outstanding judges who sit in the employment tribunals.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-75033693013497272722016-06-22T03:45:00.002-07:002016-06-22T03:50:42.826-07:00Abuse of Migrant Workers not Unlawful Discrimination<div dir="ltr" style="text-align: left;" trbidi="on">
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Does abuse of migrant domestic workers, on grounds of their status as vulnerable migrants, amount to unlawful discrimination?<br />
<br />
No, held the Supreme Court in an<span class="Apple-converted-space"> </span><a href="https://www.supremecourt.uk/cases/docs/uksc-2014-0105-judgment.pdf" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">important judgment</a><span class="Apple-converted-space"> </span>(<i>Taiwo v Olaigbe and another </i>and <i>Onu v Akwiwu and another</i>)
handed down this morning.<br />
<br />
Two Nigerian nationals, both in the UK under domestic migrant visas, were mistreated and abused by their employers (see paras 3, 4 and 8 of<span class="Apple-converted-space"> </span><a href="https://www.supremecourt.uk/cases/docs/uksc-2014-0105-judgment.pdf" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">the judgment</a><span class="Apple-converted-space"> </span>for the description of how they were treated). After escaping, they brought successful claims under the minimum wage (and other similar) legislation. They also sought compensation under the Equality Act, asserting they had been directly or indirectly discriminated against on grounds of their nationality.<br />
<br />
The Supreme Court disagreed. It was not direct discrimination because the mistreatment was due to their vulnerable migrant status, not because of their nationality. Nor was it indirect discrimination, because there was no ‘provision, criterion or practice’ applied by the employers to their employees.<br />
<br />
Baroness Hale suggested, in a concluding paragraph, that Parliament might consider whether employment tribunals ought to be given jurisdiction to award compensation under section 8 of the Modern Slavery Act to grant recompense for ill-treatment meted out to vulnerable migrant workers.</div>
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-6147974998794081412016-06-22T02:25:00.000-07:002016-06-22T02:25:00.773-07:00Acas Code does not apply to Ill Health Dismissals<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage2.com/track/click?u=875913eab2272bcca46358ddf&id=a833cae44c&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Jamie Anderson</a> of Trinity Chambers for preparing this case summary</div>
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Does the Acas Code of Practice on Disciplinary and Grievance Procedures apply to ill health dismissals?<br />
<br />
No it does not, held the EAT in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=de6060c95e&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Holmes v QinetiQ</a>.<br />
<br />
The Claimant was dismissed on the grounds of ill health. It was conceded
that the dismissal was unfair because of the failure to obtain an up to
date occupational health report. At the remedy hearing, the Claimant
contended that the Acas Code applied and that due to the unreasonable
failure to follow the code he was entitled to an uplift under s.207A
TULR(C)A 1992.<br />
<br />
The EAT agreed with the employment tribunal that the Acas Code did not
apply. Rather, the Acas Code applies to all cases where an employee's
alleged act or omissions involve culpable conduct or performance on
their part that requires correction or punishment e.g. misconduct and
poor performance. It was difficult to see how ill health fell into this
category.<br />
<br />
The position would be different where the ill health leads to a
disciplinary issue such as a failure to comply with sickness absence
procedures. In that situation the disciplinary procedure is invoked to
address alleged culpable conduct.</div>
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-2895737521934096372016-06-20T01:44:00.000-07:002016-06-20T01:44:33.746-07:00Employment Tribunal Fees Review<div dir="ltr" style="text-align: left;" trbidi="on">
The House of Common Justice Committee has published its <a href="http://employmentlawbulletins.us6.list-manage2.com/track/click?u=875913eab2272bcca46358ddf&id=8eb5edfe29&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">review into Court and Tribunal Fees</a>. Note this is <u>not</u>
the government review which was completed in 2015 but has not been
published, about which the report is deeply critical at paras 58 and 59.<br />
<br />
These are the key findings of the report:-<br />
<ul style="margin: 0px; padding: 0px;">
<li style="list-style-image: url(http://www.danielbarnett.co.uk/mailchimp/bullet.jpg); list-style-position: inside;"> there has been a significant drop in the number of employment tribunal claims<br />
</li>
<li style="list-style-image: url(http://www.danielbarnett.co.uk/mailchimp/bullet.jpg); list-style-position: inside;">the
government's assertion that the drop is largely attributable to the
success of Acas Early Conciliation is "even on the most favourable
construction, superficial" (para 69)<br />
</li>
<li style="list-style-image: url(http://www.danielbarnett.co.uk/mailchimp/bullet.jpg); list-style-position: inside;">fees "have had a significant adverse impact on access to justice for meritorious claims" (para 69)<br />
</li>
<li style="list-style-image: url(http://www.danielbarnett.co.uk/mailchimp/bullet.jpg); list-style-position: inside;">the 'type A' and 'type B' claim distinction did not relate to the complexity or length of cases (para73)<br />
</li>
<li style="list-style-image: url(http://www.danielbarnett.co.uk/mailchimp/bullet.jpg); list-style-position: inside;">the level of fees should be a "substantially reduced" (para 79)<br />
</li>
<li style="list-style-image: url(http://www.danielbarnett.co.uk/mailchimp/bullet.jpg); list-style-position: inside;">the remission system should be overhauled, with only one application needed (to cover both issue and hearing fees)</li>
</ul>
<br />
The report also recommends special consideration - and a review of the
three month time limit - in pregnancy discrimination cases (para 79).<br />
<br />
This report is embarrassing for the government, but has little political
impact (especially as the timing of the report, three days before the
Brexit vote, means it will receive very little press attention).</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-29892780188833754262016-06-16T05:37:00.001-07:002016-06-16T05:37:11.755-07:00Supreme Court: Reinstatement after Unfair Dismissal<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=ecb0edcffe&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Neil Addison</a> of New Bailey Chambers for preparing this case summary</div>
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Before making an order for reinstatement, does an employment tribunal
have to be satisfied that reinstatement would be acceptable to both
parties?<br />
<br />
No, held the Supreme Court in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=ff42cc7cb0&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">McBride v Scottish Police Authority</a>.<br />
<br />
The Claimant was a fingerprint officer who had been involved in a
notorious Scottish Criminal case which had led to a Detective, Shirley
McKie, being charged and then acquitted of perjury concerning a
contested fingerprint at a murder scene. The case had generated intense
media and political criticism in Scotland.<br />
<br />
The Claimant was subsequently unfairly dismissed following a
reorganisation. The employment tribunal ordered her reinstatement under
s114 Employment Rights Act, but impliedly accepted that she would be
employed in a non- court going role. The employer appealed on the basis
that the Claimant would not accept such a restriction.<br />
<br />
The Supreme Court held that the only obligation under s114 was that a
Claimant be restored to their contractual employment. On the facts it
would be practicable to restrict the Claimant to non- court employment
and there was no evidence such a restriction would be in breach of
contract<br />
<br />
A decision on very specific facts, but the judgment is a useful analysis of the principles of reinstatement and redeployment.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-69260652682860584292016-06-14T07:05:00.001-07:002016-06-14T07:05:54.635-07:00TUPE: Service Provision Change<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage1.com/track/click?u=875913eab2272bcca46358ddf&id=1ba91ada28&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Dr John McMullen</a> of Wrigleys Solicitors LLP for preparing this case summary</div>
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For a service provision change TUPE transfer, there must have been,
prior to the change, an organised grouping of employees, the principal
purpose of which was to carry out the relevant activities for the
relevant client.<br />
<br />
In <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=a53dfe65cb&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Amaryllis Ltd v McLeod</a>
the EAT considered that the principal purpose of any organised grouping
of workers must be assessed at the point immediately before the change
of provider, and not historically.<br />
<br />
Millbrook Furnishings Ltd carried out work for the Ministry of Defence
(MoD) for many years renovating wood and metal furniture. Between 2003
and 2008 it did so as a sub-contractor to Amaryllis. From December 2012
the MoD awarded new contracts under a framework agreement. In 2014 the
furnishings renovations contract was retendered among four contractors
on the framework agreement. Millbrook was unsuccessful on the retender
and, instead, the contract was awarded to Amaryllis.<br />
<br />
The question was whether there was an organised grouping of employees in
place prior to the transfer to work to Amaryllis, the principal purpose
of which was to carry out the activities concerned on behalf of the
MoD.<br />
<br />
It was accepted that Millbrook's employees were spending just shy of 70%
of their time on the MoD renovations contract. Nonetheless the
Employment Judge considered that it was appropriate to consider evidence
relating to the past. The Employment Judge was satisfied that the
department had originally been set up with the specific purpose of
servicing the MoD contracts, and although that grouping now serviced
other customers, the MoD was still the largest customer. He found TUPE
applied.<br />
<br />
Amaryllis appealed. The EAT upheld the appeal. It was not sufficient
that a department carries out significant work for a client. It must be
organised for the principal purpose of carrying out that work for the
client. The relevant time is immediately before the transfer.<br />
<br />
The Employment Judge was wrong to look at the matter on an historic
basis. And it was incorrect to take into account work done on furniture
renovation by Millbrook between 2003 and 2008 when Millbrook was a
subcontractor of Amaryllis. During this time the MoD was not a client of
Millbrook. Millbrook's client for this work was Amaryllis. That period
could not be taken into account since, even if there were, during that
period, an organised grouping of employees, the grouping concerned was
not dedicated to carrying out the activities for the relevant client.
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-85888619510687483602016-06-14T02:51:00.000-07:002016-06-14T02:51:11.358-07:00Unfair Dismissal: Procedure and Polkey<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=b3ebef3e51&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">James Medhurst</a> of Hill Hofstetter for preparing this case summary</div>
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Can a dismissal be found to be procedurally unfair without specifying the breach of procedure?<br />
<br />
No, held the EAT in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=2a2752371f&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Express Medicals v O'Donnell</a>.<br />
<br />
The Claimant was the minority shareholder in a company. There were
discussions with the majority shareholder to negotiate an exit, after a
falling out between them, but he was dismissed while the process was
still continuing. The employment tribunal noted that there was an
"ongoing discussion and dialogue" but found the dismissal unfair
because "no particular procedure" had been followed.<br />
<br />
The Respondent argued that this was a dismissal for some other
substantial reason but neither party addressed the issue of whether the
ACAS Code of Practice would apply, and nor did the employment tribunal
make a finding on the point. In circumstances where there had already
been some dialogue between the parties, it also failed to specify what
further steps the Respondent ought to have taken.<br />
<br />
It was a further error not to make a Polkey deduction where there had
been a finding of fact that the relationship had "seriously deteriorated
and could not necessarily be considered to remain tenable".</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-91958558726364671852016-06-08T07:10:00.001-07:002016-06-08T07:12:29.006-07:00Age Discrimination and National Minimum Wage <div dir="ltr" style="text-align: left;" trbidi="on">
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The House of Commons library has produced a <a href="http://employmentlawbulletins.us6.list-manage2.com/track/click?u=875913eab2272bcca46358ddf&id=9889b748e5&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">debate pack</a> (ie briefing note for MPs) on the interaction between bands of the national minimum wage and age discrimination.<br />
<br />
It is intended to inform intelligent discussion in a forthcoming
Westminster Hall debate about the introduction of the National Living
Wage alongside a new 21-24 year old age band, which has led to renewed
interest in the rationale behind minimum wage age-banding, fears that
workers over 25 would be discriminated against in favour of younger,
cheaper, workers and concerns that workers aged 21-24 are now ineligible
for the full minimum wage.<br />
<br />
The rationale for minimum wage age banding has typically been that
younger workers occupy a more vulnerable position in the labour market,
with a greater need to acquire experience, and that if younger workers
were eligible for the full minimum wage they might be priced out of the
labour market.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-73359088968284303052016-06-03T06:22:00.001-07:002016-06-03T06:22:57.529-07:00Consultation: Changes to IR35 in the public sector<div dir="ltr" style="text-align: left;" trbidi="on">
<br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">HMRC has issued a<span class="Apple-converted-space"> </span></span><a href="https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/526614/Off-payroll_working_public_sector-reform_intermediaries_legislation.pdf" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">consultation document</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">It proposes that where individuals offer services to public sector 'employers' through an intermediary, such as a limited company, it will become the public body's responsibility to operate the IR35 regime and pay the tax, rather than the individual/intermediary. This is intended to crack down on what is seen as widespread abuse of the IR35 system and resultant non payment of tax.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">These proposals will not affect the operation of IR35 in the private sector.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The closing date for comments is 18 August 2016.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-6328999728915362162016-06-02T01:16:00.001-07:002016-06-02T01:16:39.842-07:00Muslims, headscarfs and direct discrimination<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to <a href="http://employmentlawbulletins.us6.list-manage1.com/track/click?u=875913eab2272bcca46358ddf&id=0329f6d68f&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;"> Miranda de Savorgnani</a> of Outer Temple Chambers for preparing this case summary</div>
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Is it direct discrimination for a private employer to prohibit a Muslim employee from wearing a headscarf in the workplace?<br />
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Not if the prohibition stems from a general neutrality policy, opines
Advocate General Kokott ahead of the European Court of Justice's first
judgment on religious discrimination under the Equality Directive, <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=327572904e&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Achbita v Centrum voor gelijkheid van kansen en voor racismebestrijding</a>.<br />
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Three years into her employment at a Belgian security company, a Muslim
employee began to wear a headscarf at work despite a company rule which
prohibited the wearing of any visible signs of political, philosophical
or religious beliefs. She was dismissed and appealed through the courts
to the Belgian Constitutional Court which posed the question to the ECJ.<br />
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AG Kokott considers that as the neutrality policy is not limited to
religious beliefs, it could at most amount to indirect discrimination.
Even then, it may be objectively justified as an occupational
requirement, subject to a proportionality assessment based on the size
and conspicuousness of the symbol, the nature and context of the
employee's activity, and the national identity of the Member State
concerned.<br />
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AG Kokott distinguishes this case from the finding of religious discrimination by the European Court of Human Rights in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=77c13b8f79&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Eweida v United Kingdom</a>, where a similar neutrality policy had not been applied consistently to individual employees.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-12093541650666166172016-05-27T05:20:00.000-07:002016-05-27T05:20:06.124-07:00Discrimination: provision, criterion or practice<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to<span class="Apple-converted-space"> </span><a href="http://www.hillhofstetter.com/our-people/james-medhurst" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">James Medhurst</a><span class="Apple-converted-space"> </span>of Hill Hofstetter for preparing this case summary</div>
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<span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Does an employee have to be forced to do something for it to be a provision, criterion or practice?</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">No, held the EAT in<span class="Apple-converted-space"> </span></span><a href="http://www.bailii.org/uk/cases/UKEAT/2016/0266_15_0704.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Carreras v United First Partners Research</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Claimant was disabled, having suffered serious injuries in a cycling accident. He said that it was a requirement of the Respondent that he would work late but the employment tribunal dismissed his claim on the grounds that, although there was an assumption that he would work late, there was no coercion. The employment tribunal did find that the Claimant had been placed at a disadvantage, but held that the disadvantage which it found was not the same as the one which had been pleaded.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">On appeal, the Claimant described this reasoning as "an exercise in semantics" and the EAT agreed that "an overly technical or narrow approach" should not be adopted. Although a simple request cannot be a provision, criterion or practice, the Respondent in this case had done more than request that the Claimant work late. There had been an expectation and an assumption that he would do so.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Because no findings were made about the nature and extent of the disadvantage, or whether any adjustments would have been reasonable, the case was remitted to the same employment tribunal.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-17103722640113580612016-05-23T06:43:00.001-07:002016-05-23T06:43:44.940-07:00New Acas research paper<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to Laurie Anstis for permission to reproduce the content of his blog <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=88a28fd925&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Work/Life/Law</a></div>
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ACAS has just published a <a href="http://employmentlawbulletins.us6.list-manage1.com/track/click?u=875913eab2272bcca46358ddf&id=ffa5d758c3&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">lengthy research paper</a> on the effect of its conciliation processes in employment tribunal claims.<br />
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There is an enormous amount of material in the report for those interested in employment tribunal statistics.<br />
<br />
One particularly interesting point, in light of the current debate
around tribunal fees, are the reasons given (at p66 – 69) for claimants
withdrawing their cases – 27% said they thought they would not win or
that it would be a waste of time, 20% said that the tribunal fees
(presumably hearing fees) were off-putting and 17% said they found the
process too stressful.<br />
<br />
The sample is small, but this represents some of the best information we have about reasons for the withdrawal of claims.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-33680880882516177272016-05-23T03:52:00.001-07:002016-05-23T03:52:05.622-07:00WTR Rest Breaks - No Injury to Feelings Award<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to Ed McFarlane of <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=661e6b4125&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Deminos HR</a> for preparing this case summary</div>
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Can a worker claim compensation for injury to feelings if not allowed rest breaks under the WTR?<br />
<br />
No, held the EAT in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=d1c42bad92&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Santos Gomes v Higher Level Care Ltd</a>, dismissing the Claimant’s appeal.<br />
<br />
The Claimant won compensation from an employment tribunal after her
employer had failed to provide her with 20-minute rest breaks in shifts
over 6 hours, breaching Regulation 12 (1) of the WTR 1998. The
Employment Judge refused to award compensation for injury to feelings.<br />
<br />
The EAT rejected a series of arguments to the effect that either UK or
EU law required compensation to be paid for injury to feelings, noting
that compensation to a worker for a breach of the entitlement to rest
breaks was akin to a claim for breach of contract, although an award
takes into account any loss sustained by the worker and the default of
the employer in not allowing rest breaks. The EAT noted that a claim for
compensation for damage to health might be made, e.g. if a worker were
made ill by a lack of rest breaks. Nothing in the Directive or EU law
provides for compensation for injury to feelings for this right, nor
does UK law.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-45600305012919180462016-05-17T04:38:00.001-07:002016-05-17T04:38:51.774-07:00Indirect religious discrimination<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to Ed McFarlane of<span class="Apple-converted-space"> </span><a href="http://www.deminos.co.uk/" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Deminos HR</a><span class="Apple-converted-space"> </span>for preparing this case summary</div>
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<span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Was it indirect religious discrimination to dismiss a teacher for refusing to leave her husband after his conviction for sex offences?</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Yes, held the EAT on the facts in<span class="Apple-converted-space"> </span></span><a href="http://www.bailii.org/uk/cases/UKEAT/2016/0238_15_2903.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Pendleton v Derbyshire County Council</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">, upholding the Claimant’s appeal against the dismissal of a claim of indirect religious discrimination.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Claimant was a teacher of many years unblemished service. Her husband, a Headteacher, was convicted of making indecent images of children and voyeurism. The School dismissed the Claimant for failing to end her relationship with her husband. The Claimant won an unfair dismissal claim as the School failed to show that the dismissal was for gross misconduct or SOSR.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">As the dismissal was based on a ‘practice’ of dismissing someone who had chosen not to end a relationship with a convicted sex offender, the Claimant alleged indirect religious discrimination; her Christian faith meant that she regarded her marriage vows as sacrosanct. The employment tribunal rejected that claim, but the EAT overturned the decision and substituted a finding of indirect religious discrimination.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The EAT held that on the facts, it was inevitable that the Claimant would be in a group (those holding a belief in the sanctity of marriage vows) that was put at a particular disadvantage by the School’s ‘practice’ of dismissing those in her situation, and there was no justification for the dismissal. The EAT noted that on these highly unusual facts, a ‘practice’ was established, and in the crisis of conscience that faced the Claimant (and others of similar beliefs) there was a ‘particular disadvantage’ and so unlawful discrimination.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-11390296053944947272016-05-13T04:09:00.001-07:002016-05-13T04:09:47.681-07:00Definition of Employee<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to<span class="Apple-converted-space"> </span><a href="http://www.outertemple.com/barristers/gus-baker/" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Gus Baker</a>, pupil barrister of Outer Temple Chambers, for preparing this case summary</div>
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Can an employment tribunal take account of the absence of mutuality of obligation when deciding whether an individual is an employee for the purpose of the<span class="Apple-converted-space"> </span><em>Equality Act 2010</em>?<br /><br />Yes, held the Court of Appeal in<span class="Apple-converted-space"> </span><a href="http://www.bailii.org/ew/cases/EWCA/Civ/2016/459.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Secretary of State for Justice v Windle and Arada</a>.<br /><br />The Claimants were professional interpreters who provided work for HMCTS on a case-by-case basis. They were self-employed for tax purposes and did not receive holiday or sick pay.<br /><br />Proceedings were brought against the MoJ for racial discrimination. The employment tribunal dismissed the claims on the basis that the Claimants were not employees for the purposes of the<span class="Apple-converted-space"> </span><em>Equality Act 2010</em>. Citing<span class="Apple-converted-space"> </span><a href="http://danielbarnettemploymentlaw.blogspot.co.uk/2013/01/employment-status-lap-dancer.html" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">Quashie v Stringfellows</a>, the employment tribunal considered that it was relevant that there was no obligation on the Claimants to accept any assignment, and thus there was no mutuality of obligation.<br /><br />The EAT disagreed, finding that the absence of mutuality of obligation was only relevant in considering whether a contract of employment existed, and was irrelevant to whether there was a “contract personally to do work” as specified by the Act.<br /><br />Restoring the employment tribunal’s decision, the Court of Appeal found that, despite the fact that demonstrating mutuality of obligation between parties was not a pre-condition for the definition of 'employment' under the Equality Act, it was a factor capable of shedding light on the nature of the relationship.</div>
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Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-70591915746220378562016-05-13T01:51:00.001-07:002016-05-13T01:51:33.662-07:00Civil Restraint Orders<div dir="ltr" style="text-align: left;" trbidi="on">
According to the High Court in <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=25a5924217&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">National Midwifery Council v Harrold</a>,
it would be desirable for employment tribunals - when they make
decisions in weak claims - to consider, and make a finding on whether
the claim (or application) is Totally Without Merit.<br />
<br />
The Defendant was a former Nurse who, after being struck off the Nursing
Register, had brought a series of unsuccessful employment tribunal
claims against the NMC and the NHS. In an <a href="http://employmentlawbulletins.us6.list-manage.com/track/click?u=875913eab2272bcca46358ddf&id=2d3ca8f666&e=10ed46fe30" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;" target="_blank">earlier incarnation of this case</a>,
the Claimant applied for a Civil Restraint Order (‘CRO’) to prevent any
more claims being brought, and the High Court held that a CRO could be
granted when an employment tribunal Claimant brought claims which were
Totally Without Merit in the employment tribunal (notwithstanding the
wording of the CPR appeared to limit CROs to Claimants who had brought
such cases in the civil courts only).<br />
<br />
The case having now returned to the High Court, the Judge commented
(para 139) that she hoped employment tribunals would take notice of this
suggestion. She said it would greatly help to have the views of the
employment tribunal on the Totally Without Merit issue in any case in
which a Respondent to employment tribunal claims applies for a CRO in
the High Court.</div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-24196023973509620842016-05-10T06:46:00.002-07:002016-05-10T06:46:39.597-07:00Territorial Jurisdiction: Equality Act<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to<span class="Apple-converted-space"> </span><a href="http://www.hillhofstetter.com/" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">James Medhurst</a><span class="Apple-converted-space"> </span>of Hill Hofstetter for preparing this case summary</div>
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<span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Is the territorial jurisdiction of the Equality Act 2010 the same as the territorial jurisdiction for unfair dismissal?</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Yes, held the Court of Appeal in<span class="Apple-converted-space"> </span></span><a href="http://www.bailii.org/cgi-bin/format.cgi?doc=/ew/cases/EWCA/Civ/2016/438.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Hottak v FCO</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Claimants were Afghan nationals employed at a British compound in Afghanistan. They sought judicial review of their employee benefits on the grounds that they were less generous than those given to Iraqi nationals similarly employed in Iraq, which they said amounted to race discrimination.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Court of Appeal applied the<span class="Apple-converted-space"> </span></span><a href="http://danielbarnettemploymentlaw.blogspot.co.uk/2006/01/serco-v-lawson.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Lawson v Serco</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;"><span class="Apple-converted-space"> </span>line of authorities, which is used for claims of unfair dismissal under the Employment Rights Act 1996. It noted that the Claimants were Afghan nationals who lived in Afghanistan, were recruited in Afghanistan, worked exclusively in Afghanistan, and had contracts which were subject to Afghan law. Therefore, none of the exceptions in<span class="Apple-converted-space"> </span></span><em style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Lawson</em><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;"><span class="Apple-converted-space"> </span>were held to apply and there was no jurisdiction to hear their claims of discrimination under the Equality Act.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-61770426444925063072016-05-09T02:35:00.004-07:002016-05-09T02:35:56.175-07:00Meaning of Philosophical Belief<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to Ed McFarlane of<span class="Apple-converted-space"> </span><a href="http://www.deminos.co.uk/" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">Deminos HR</a><span class="Apple-converted-space"> </span>for preparing this case summary</div>
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<span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Is a belief that public service is improperly wasteful of money protected as a ‘philosophical belief’ under the Equality Act 2010?</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Potentially, yes, held the EAT in<span class="Apple-converted-space"> </span></span><a href="http://www.bailii.org/uk/cases/UKEAT/2016/0234_15_1201.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Harron v Dorset Police</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">, remitting an employment tribunal’s dismissal of the Claimant’s discrimination claim for re-consideration.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Claimant worked for Dorset Police. He claimed a detriment arising from his profound ‘belief in the proper and efficient use of public money in the public sector’ as discrimination on the basis of ‘philosophical belief’. The employment tribunal regarded the Claimant’s belief as not protected as a ‘philosophical belief’, applying the five criteria set out in<span class="Apple-converted-space"> </span></span><a href="http://danielbarnettemploymentlaw.blogspot.co.uk/2009/12/discrimination-philosophical-belief.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Grainger plc v Nicholson</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;"><span class="Apple-converted-space"> </span>(belief in ‘climate change’).</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The employment tribunal rejected the claim on the basis that it failed to meet 3 of the 5 criteria in<span class="Apple-converted-space"> </span></span><em style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Grainger</em><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">. The EAT held that it was not clear that the employment tribunal had taken the correct approach to applying two of the five criteria in<span class="Apple-converted-space"> </span></span><em style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Grainger</em><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;"><span class="Apple-converted-space"> </span>to determine if the Claimant’s philosophical belief was protected, and sent the case back for reconsideration.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The EAT noted that ‘belief’ must relate to matters that are more than merely trivial, but also cautioned against setting the bar too high. The EAT also said that the employment tribunal did not err in finding that a belief that operated merely in the workplace would have too narrow a focus to be qualify for protection. The proper approach is to apply<span class="Apple-converted-space"> </span></span><em style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Grainge</em><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">r and the statutory Code of Practice for the Equality Act to see if a belief qualifies for protection.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-57463428748342621202016-05-06T04:53:00.001-07:002016-05-06T04:53:14.927-07:00Repudiatory Breach by Employer<div dir="ltr" style="text-align: left;" trbidi="on">
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Thanks to<span class="Apple-converted-space"> </span><a href="http://www.hempsons.co.uk/contact/james-english/" style="color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-weight: normal; text-decoration: underline;">James English</a><span class="Apple-converted-space"> </span>of Hempsons solicitors for preparing this case summary</div>
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<span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Does an employee's willingness to negotiate a termination package prevent a claim of constructive dismissal?</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">No, held the High Court in<span class="Apple-converted-space"> </span></span><a href="http://www.bailii.org/ew/cases/EWHC/QB/2016/960.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Gibbs v Leeds United Football Club</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Claimant was the assistant manager at Leeds United. The manager he worked with was sacked. The Claimant was asked if he was interested in becoming head coach but he declined. He expected to be dismissed although he was asked to continue in his role whilst discussions were held about a consensual departure.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The Claimant was not expected to work with the new manager. He was excluded from any meaningful part in the training of the first team, which was part of his normal duties, and he was not invited to pre-season training. Instead, he was told by email that he was to have no contact with the first team and he would work with the youth academy. He resigned in response.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The High Court held that it was not a breach of contract on his part to initiate a discussion about consensual termination. The fact that he had said that he was prepared to leave if suitable terms were agreed was beside the point. He had remained ready and willing to fulfil his duties. The email was repudiatory, since it led to a plain loss of status, and he had resigned in response to that and was therefore entitled to succeed in his claim for notice pay.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0tag:blogger.com,1999:blog-4900910996765124811.post-7351340264185688462016-05-04T08:54:00.001-07:002016-05-04T08:54:48.117-07:00Trade Union Bill receives Royal Assent and becomes Trade Union Act<div dir="ltr" style="text-align: left;" trbidi="on">
<span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The<span class="Apple-converted-space"> </span></span><a href="http://services.parliament.uk/bills/2015-16/tradeunion/documents.html" style="-webkit-text-stroke-width: 0px; background-color: white; color: #5e92e4; font-family: Arial, Helvetica, sans-serif; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-decoration: underline; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" target="_blank">Trade Union Bill</a><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;"><span class="Apple-converted-space"> </span>received Royal Assent today and becomes the Trade Union Act.</span><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">Key provisions are:-</span><ul style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; margin: 0px; orphans: auto; padding: 0px; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">
<li style="list-style-image: url("http://www.danielbarnett.co.uk/mailchimp/bullet.jpg"); list-style-position: inside;">requirement for at least 50% turnout in votes for industrial action</li>
<li style="list-style-image: url("http://www.danielbarnett.co.uk/mailchimp/bullet.jpg"); list-style-position: inside;">in certain public services, including in the health, education, transport, border security and fire sectors, an additional threshold of 40% of support to take industrial action from all eligible members must be met for action to be legal</li>
<li style="list-style-image: url("http://www.danielbarnett.co.uk/mailchimp/bullet.jpg"); list-style-position: inside;">setting a 6 month time limit (which can be increased to 9 months if the union and employer agree) for industrial action so that mandates are always recent</li>
<li style="list-style-image: url("http://www.danielbarnett.co.uk/mailchimp/bullet.jpg"); list-style-position: inside;">requiring a clearer description of the trade dispute and the planned industrial action on the ballot paper, so that all union members are clear what they are voting for</li>
<li style="list-style-image: url("http://www.danielbarnett.co.uk/mailchimp/bullet.jpg"); list-style-position: inside;">creating a transparent process for trade union subscriptions that allows new members to make an active choice of paying into political funds</li>
<li style="list-style-image: url("http://www.danielbarnett.co.uk/mailchimp/bullet.jpg"); list-style-position: inside;">ensuring that payroll deductions for trade union subscriptions are only administered where the cost is not funded by the public</li>
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<br style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;" /><span style="-webkit-text-stroke-width: 0px; background-color: white; color: #666666; display: inline !important; float: none; font-family: Arial; font-size: 13px; font-style: normal; font-variant: normal; font-weight: normal; letter-spacing: normal; line-height: 15.6px; orphans: auto; text-align: left; text-indent: 0px; text-transform: none; white-space: normal; widows: 1; word-spacing: 0px;">The commencement date is not known; it will be brought into force by a statutory instrument in due course.</span></div>
Daniel Barnetthttp://www.blogger.com/profile/18220625619507072144noreply@blogger.com0