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Winckworth Sherwood has created a dedicated tax team following the appointment of tax partner Simon Newsham.
The Public Sector Procurement Directive will make it easier for charities, social enterprises and public sector mutuals to deliver public services, according to Winckworth Sherwood.
The Employment Appeal Tribunal has considered whether an employee was entitled to the national minimum wage for the hours she spent sleeping at work.
Gallop v Newport City Council demonstrates that an OH report cannot be relied on unquestioningly by the employer in deciding whether an employee is disabled.
CJD v Royal Bank of Scotland considered the dismissal of an employee accused of assaulting his partner (who was also his colleague) outside of work.
It will sometimes be the case that an individual will be neither an employee nor a worker and thereby without any protection against unfair dismissal or discrimination.
Heads Up — December 2013 download
Winckworth Sherwood has released its December issue of Heads Up, which discusses the issues that faced education throughout 2013.
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.
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.
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.
The Equality Act 2010 contains comprehensive provisions in respect of long-service benefits.
With the surge in social media use over the last few years, there has been an increase in the number of employment cases involving potentially offensive postings on social media sites by employees.