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The EAT has upheld a decision that ECFRS was not reasonably expected to know (from a legal perspective) that one of its employees was disabled.
The EAT has emphasised the correct test for determining whether an employee has resigned in response to fundamental breaches by his or her employer.
It is not outside the scope of reasonable adjustments to require an employer to fund private medical treatment
The decision by the Employment Appeal Tribunal in Croft Vets v Butcher may be surprising and even alarming to employers.
The Court of Appeal has upheld a decision that a voluntary redundancy scheme, which benefited older employees over younger ones, constituted unfavourable treatment on the grounds of age.
Emma Chadwick, head of litigation at Winckworth Sherwood, has written an article for Facilities Management Journal entitled ‘Combating squatters’.
Yasmin Prest won her landmark divorce ruling when the Supreme Court ordered Mr Prest’s companies to transfer to her a number of properties as part of her lump-sum award.
The Court of Appeal has declined to introduce the detailed guidelines on awards for injury to feelings for discrimination into the DPA regime.
The EAT has considered whether a successful internal appeal could ‘cure’ an initial decision to refuse an employee’s flexible working application that was indirectly discriminatory because of sex.
Shambolic redundancy scoring was an honest attempt to be fair: Osoba v the Chief Constable of the Hertfordshire Constabulary
In Osoba v the Chief Constable of the Hertfordshire Constabulary, the EAT was not convinced that police officer Miss Pritchard had any discriminatory intentions.
The EAT has ruled in the case of Blackburn v Aldi Stores that a failure to provide an impartial grievance process can amount to a breach of the duty of trust and confidence.
Lindsay Garratt, a solicitor in Winckworth Sherwood’s planning team, has co-written an article in relation to the Community Infrastructure Levy (CIL) for City AM.
Genesis Housing Association has appointed Winckworth Sherwood as its sole legal provider under a new partnership contact.
Many developers frequently rely upon their right to terminate a contract if a project is severely delayed by the actions of another party.
Developers should be fully aware of these neighbourly issues and risks, otherwise they could be faced with delays, increased costs and potentially an injunction.
Housebuilders, large and small, are all too familiar with the well-established ‘weapons of choice’ aimed at delaying or thwarting development.
To avoid last-minute hurdles, there are a number of points to be aware of during the development and plot sales process.
Many new developments include communal boiler systems or energy centres, which are used to supply hot water and/or electricity to individual homes.
Mrs Whiteley (the claimant) commenced employment with HMRC on 23 October 1978 and was still employed when this case was heard.
The EAT has considered whether the tribunal at first instance should have taken into account a claimant’s post-termination conduct when determining his award of compensation.
The EAT has held that where an employer has found an employee to have committed gross misconduct, it is not automatically reasonable to dismiss that employee.