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Criminal convictions which have become ‘spent’ (elapsed) do not usually need to be disclosed to prospective employers. However, there is an exception where the job being applied for involves working with children and vulnerable adults. In those cases all convictions and cautions, regardless of how old or how serious, must be brought to light.
There have been various cases on whether workers who are required to be ‘on-call’ or to sleep at their place of work are entitled to the National Minimum Wage (NMW) for those hours. They may not actually be working but they are there and available to work if and when needed.
The law isn’t entirely clear on what is and isn’t ‘time-work’ for the purposes of the NMW regulation. The Esparon case may help clarify it a little.
A new rule applies to TUPE transfers that take place on or after 1 May.
It used to be the case that a transferor had to give a transferee employee liability information 14 days before the transfer. That information includes the names of transferring employees and details of any disciplinary action taken against them or legal action they have brought.
After months of speculation and anticipation, the Court of Justice of the European Union (CJEU) has spoken. It’s now clearly the case that where a worker’s pay includes an intrinsic element of commission, that commission must be taken into account when calculating their holiday pay.
A very important change in employment law slipped into the statute books recently.
From 6th May, anyone who wants to bring a claim in an employment tribunal must first submit an early conciliation form alerting Acas to the case. It’s followed by a period of talking through the issues and trying to avoid getting the tribunal involved in the dispute.
The controversy that is zero-hours contracts rumbles on. Despite some calls for banning them, the government has issued its latest indication of support for these arrangements which it says have a place in the labour market.
A man and two women had to be taken to hospital following a collision during rush hour.
The government hopes that the introduction of the Small Business, Enterprise and Employment Bill will create a level playing field for businesses, making it fairer on those small firms who operate according to the rules who are currently being undercut by those who do not.
Here at Thorneycroft solicitors we can help advise you on how the changes to flexible working legislation will effect you or your business.
The CQC, Care and Quality Commission inspected a care home recently “in response to concerns that had been shared with us about standards of care” where it found “a number of serious issues”.