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Kemp Little has listed several changes that employers should look out for in 2014.
Modern digital currencies such as Bitcoin attempt to do something fundamentally different to a digital representation of ‘standard’ money.
Proposed changes to the Transfer of Undertakings (Protection of Employment) Regulations (TUPE) came into force on 31 January 2014.
The move to the cloud, and the generational shift in computing that it represents, is well under way but we are still at the start of the journey.
In March 2014, the European Parliament voted through, with some amendments, the previously proposed draft ’cybersecurity’ directive.
The EAT held that an employee had been fairly dismissed, despite the fact that the employer failed to implement the decision of an independent appeal panel.
Proposed changes to the nature of the tribunal process come into effect during March and April 2014.
An employer’s initial refusal to make a reasonable adjustment did not start the time limit running for bringing a disability discrimination claim.
The Court of Appeal has confirmed the principle that an employer will not always be vicariously liable for the actions of its employees.
The EAT has held that the removal of a police dog from its pregnant handler during her maternity leave constituted direct discrimination.
Cloud-based document storage services have rapidly risen in number and popularity since the early days of DropBox in 2007.
The control and security of electronic data has been a continual issue in technology related transactions for some time.
On 3 April 2014, a clear majority of the European Parliament voted in favour of measures aimed at guaranteeing the openness of the internet.
Employers can no longer reclaim statutory sick pay (SSP) from HMRC where the total SSP paid in that month exceeded 13 per cent of their Class 1 NICs for that month.
Covert recordings by an employee of her hearing and the private deliberations of the panels were admissible as evidence in her claim for sexual harassment.
In Crime Reduction Initiatives v Lawrence [UKEAT/0319/13], Ms Lawrence went on sick leave with depression in April 2011.
In Peacock Stores v Peregrine, the Employment Appeal Tribunal found that three employees were contractually entitled to enhanced redundancy payments.
In two cases, the ECJ considered that commissioning mothers who receive a child via surrogacy were not entitled to maternity leave under the Pregnant Workers Directive.
What are the implications of the Heartbleed virus for organisations?
The proposed legislative programme put forward in the Queen’s Speech contained some thought-provoking news for employers.