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Ever since the Equality Act came in, there has been uncertainty as to whether it covers post-employment victimisation.
The EAT had to decide two main issues: had the claimant made a ‘disclosure’? Did he suffer detriment as a result of that?
FDA revises forms for submission of patent information to the Orange Book: Federal Circuit decision alters patent term adjustment
Two recent developments will affect the listing of patent information with pharmaceutical products approved by the US Food and Drug Administration.
The claimant in The Solicitors Regulation Authority v Mitchell had agreed with her employers that she could work from home two days each week to facilitate childcare arrangements.
NYAG forges new ground in scrutiny of pharmaceutical agreements with first-filer exclusivity no-challenge settlement
NYAG has reached a settlement with two drug manufacturers regarding allegations that an agreement between the firms not to challenge each other’s eligibility for regulatory exclusivity was anti-competitive.
A section in last year’s Enterprise and Regulatory Reform Act is coming into force for claims started on or after 6 April.
A small fire broke out in a children’s nursery. The claimant was accused of having tried to start the fire and was dismissed for gross misconduct.
The EAT has given a judgment ordering an employer to repay to the employee the EAT fees that he incurred in bringing an appeal.
From 6 May 2014, claimants will only be able to lodge a claim with the Employment Tribunal if they have first referred a complaint to ACAS for early conciliation.
An employer is liable not only for the discriminatory acts of its own employees, but may also be liable as principal for discriminatory acts carried out by its agents.
Complex and costly cross-border legal disputes are projected to grow significantly in the years ahead, according to a new survey of multinational corporations.
When the claimant in Vision Events (UK) Ltd v Paterson was made redundant, he asked to be paid for in excess of 1,000 hours of flexitime.
For a dismissal to be fair, the employer must show that the reason for dismissal or, if more than one, the principal reason, is one of the categories of potentially fair reason under the legislation.
The claimants transferred to the employer, after which the college employed some 3,500 staff on 37 different sets of terms and conditions of employment providing offender learning services.
Federal judge limits antitrust scrutiny of pharmaceutical reverse payments to settlements involving monetary transfers
A judge held that only patent settlements involving a reverse monetary payment will be subject to antitrust scrutiny under the framework articulated by the Supreme Court last year in FTC v Actavis.
The claimant in this case was dismissed and relied on three emails as being protected disclosures in a claim of automatic unfair dismissal.
On 5 February 2014, the National Labor Relations Board voted 3–2 to reissue a notice of proposed rulemaking to amend its representation election procedures.
Under a civil service voluntary exit scheme, employees aged 60 or over had their severance compensation capped at six months’ pay.
In the Mitchell case, the Court of Appeal made clear that the Jackson regime for civil litigation had ushered in a whole new culture of conducting litigation.
Employment News — 27 January 2014: in dispute? ‘Without prejudice’ settlement negotiations were inadmissible
‘Without prejudice’ communications made for the purpose of a genuine attempt to compromise an existing dispute cannot, generally speaking, be put before the court as evidence.