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Discontent around employment tribunal fees shows little sign of abating.
After losing its application for judicial review of the decision to bring in fees, Unison reportedly plans to introduce more evidence to support its appeal.
And the word on the street is that, in light of the huge drop in the number of claims being issued, the judicial review application may be lodged afresh.
A daughter has complained to the Blackpool Victoria Hospital after her ill father was left by a taxi outside his house.
Cheshire Fire and Rescue had to be called to a scene of a collision in a Chester suburb following an accident involving three cars.
Elys v Marks & Spencer
It comes to something when you fall asleep at work.
For one employment tribunal lay member, this may have been the unfortunate reality when he was observed with his eyes closed at various points during a three-week hearing. He had been drooling and even received a nudge from the judge.
A patient who suffered a botched tooth extraction sues former dentist after operation led to the patient being in pain for months.
Ellis v Ratcliff Palfinger
Employees are entitled to take unpaid reasonable time off work to deal with dependant-related emergencies. It’s subject to their telling the employer – as soon as reasonably practicable – why they are absent and for how long they expect to be off work.
Mr Ellis’ automatically unfair dismissal case failed because he hadn’t taken the necessary steps to keep his employer informed of his whereabouts when his wife went into labour and went on to give birth.
Plastering Contractors Stanmore v Holden
Mr Holden was employed by Plastering Contractors Stanmore (PCS) as a general labourer. Four years after he started he agreed to pay PCS £200 in return for becoming a self-employed contractor, leading to him being paid and taxed differently.
From that point, PCS used him on an as-and-when basis although he worked almost exclusively for the company. His pay depended on the work he undertook, according to a tariff set by PCS. PCS provided some safety clothing and a vehicle to ferry him from site to site.
The boundaries of discrimination law are being tested all the time. As more classes of people gain protection, others naturally seek it out.
Stories like those of Jo Perkins hit the headlines every now and again. Her contract was terminated because she hadn’t covered up a four-inch butterfly tattoo on her foot. This contravened the “no visible inking” policy which many employers have in place.
Okhiria v Royal Mail
Gross misconduct at work can be criminal behaviour. But that crossover doesn’t necessarily have a bearing on an employer’s internal procedures. It’s perfectly possible that an employer can fairly dismiss even where the police decide not to prosecute or where there has been an acquittal.
Mr Okhiria was a postman, dismissed for gross misconduct after being suspected of various criminal activities. He was due to be prosecuted but
Since 10 September 2014, all professional drivers (essentially lorry, bus and coach drivers) have needed to carry a Driver’s Qualification Card (DQC). To get this, they must pass the Drivers Certificate of Professional Competence (CPC) – and it will be a criminal offence to drive without it.