The owners of Alton Towers’, Merlin Attractions Operation Ltd, have been in the press a lot over the last year after a collision on one of their rollercoaster caused 16 people to sustain serious injuries, some of which were life changing.
The Health Secretary, Jeremy Hunt, has announced new measures to improve the safety of maternity care in the NHS. By putting an end to ‘blame culture’ and encouraging an ‘open and transparent culture’ he hopes to reduce the numbers of avoidable deaths occurring in NHS hospitals. These include:
An ex-wife has returned to the courts to request more money from her ex as she feels she is unable to fund her lifestyle on the settlement she received. The woman was married to the five times wed ex-husband for 10 years and has two children by him.
The government has introduced a new compensation scheme which intends to settle cases quickly to ease the emotional pain and financial pressure parents suffer after a baby sustains injury during or after birth. In 2015, the NHS spent more than £500m in pay outs over birth injuries caused by clinical negligence and the scheme hopes to speed up the process by which families receive financial support and maternity departments learn from the errors they made.
A man has been awarded £17.5k in an out of court settlement after dental work he received resulted in him getting a nasty infection which caused his face and jaw to swell. The successful claimant argued that the dental work he received, which included fitting a bridge to his upper jaw, was poorly planned and not carried out effectively.
Would you turn away a decent job candidate because of their visible tattoo?
Your answer will probably depend on the industry you work in and the sort of role the candidate is applying for. But as more and more people choose to get themselves tattooed, the likelihood is that, in a pool of candidates, there will be body art of some description.
The Transfer of Undertakings (Protection of Employment) Regulations, better known as TUPE, apply to relevant transfers. A relevant transfer can happen where there is a service provision change – for example, a new contractor takes over. Where that’s the case, TUPE operates to transfer workers over to the new provider.
In July we reported the Advocate General’s opinion in Achbita v G4S Secure Solutions NV. It was not direct discrimination for an employer to ban a Muslim employee from wearing a headscarf at work if that ban was not based on stereotypes or prejudice against a particular religion, or religions, or against religious beliefs in general. Any indirect discrimination may be justified by the legitimate need to enforce religious and ideological neutrality.
For all its good points, social media presents countless challenges for employers and employees. In particular, employers will be at pains to not be associated with any comments made by their employees that are ill-advised or offensive.