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Download An A-Z of Employment Law by Peter Chandler PDF

By Peter Chandler

Because the booklet of the final version there was a flood of recent laws bettering the rights of staff and enforcing extra tasks and duties on employers. This fourth version has been comprehensively up to date and offers useful assistance on new laws and on chosen and pertinent judgements through the tribunals and courts. This comprises details on: parental depart; unfair dismissal; disciplinary and criticism strategies; vacations and vacation pay; operating time (young persons); the nationwide minimal salary; adoption depart and pay; paternity depart and pay; new maternity rights; versatile operating; fixed-term staff; part-time employees; the Tax credit Act 2002; and the Employment Act 2002. entire with precious addresses and recommendation approximately replacement assets of data (such as codes of perform and DTI counsel notes), this reference ebook is a laptop spouse for united kingdom managers and commercial kin legislations scholars.

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Section 7(1)). • If the employee in question is no longer employed by the employer, or subsequently resigns or is dismissed, the employer must notify the court of that fact within 10 days of the date on which the order was served or (as appropriate) within 10 days of the date on which the employee left his employ (ibid. section 7(2)). Example • John Smith is a salesman with average earnings, after deduction of tax and national insurance contributions, of £400 a week. A county court has served an attachment of earnings order on John’s employer directing him to deduct £65 per week from John’s pay packet in respect of payments under a maintenance order.

For a person under that age, such a contract cannot be enforced unless, taken as a whole, it acts to that person’s benefit. For further particulars, see Age of majority elsewhere in this handbook. • If doubtful about the true age of a job applicant or young person already in his employ, an employer should either insist on the production of a birth certificate (or equivalent document, such as a passport) or obtain a certified copy of the relevant entry in the register provided under the Births and Deaths Registration Act 1953 (or, in Scotland, the Registrations of Births, Deaths & Marriages (Scotland) Acts 1854 to 1938).

Most office workers have a desk and chair and very little face-to-face contact with the public. Under the 1992 Regulations, a chair counts as a ‘suitable eating facility’ provided it is in a sufficiently clean place (such as an office) and there is a suitable surface (such as a desk top) on which an employee can place his or her food. Even so, the employer must provide a facility (such as an electric kettle or vending machine) for preparing or obtaining a hot drink. And, if his (or her) employees work at times or in places where hot food cannot be readily obtained, he must also provide a small cooker, hotplate or microwave oven in (or on) which his employees can heat their own food.

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