11724oam 2200685 450 991015157120332120230803221028.09781292001807e-book1292001801e-book(CKB)2550000001243133(SSID)ssj0001108132(PQKBManifestationID)12489567(PQKBTitleCode)TC0001108132(PQKBWorkID)11085786(PQKB)11687382(MiAaPQ)EBC5173681(MiAaPQ)EBC5175677(MiAaPQ)EBC5833752(MiAaPQ)EBC5138713(MiAaPQ)EBC6399406(Au-PeEL)EBL5138713(CaONFJC)MIL576520(OCoLC)871193296(EXLCZ)99255000000124313320210429d2014 uy 0engurcnu---uuuuutxtrdacontentcrdamediacrrdacarrierEmployment law /Malcolm Sargeant and David LewisSeventh edition.Harlow, England :Pearson,[2014]©20141 online resource (lxviii, 410 pages) illustrations, tablesAlways learningIncludes index.1292001798 1306452694 Includes bibliographical references and index.Cover -- Contents -- Preface -- Guided tour -- Abbreviations -- Table of cases -- Table of statutes -- Table of statutory instruments -- Table of European legislation -- Publisher's acknowledgements -- 1 The study of employment law -- 1.1 Introduction -- 1.2 Primary and secondary legislation -- 1.3 The EU Treaties and legislation -- 1.4 The courts -- 1.4.1 Employment tribunals and the EAT -- 1.4.2 Case reports -- 1.5 Advisory, Conciliation and Arbitration Service -- 1.6 Central Arbitration Committee -- 1.7 Certification Officer -- 1.8 Information Commissioner -- 1.9 Equality and Human Rights Commission (EHRC) -- 1.10 Other useful websites -- Chapter summary -- Further reading -- 2 The employment relationship -- 2.1 Introduction -- 2.2 Parties to the contract - employers -- 2.2.1 Employers' associations -- 2.2.2 Identifying the employer -- 2.2.3 Employers as employees -- 2.2.4 Associated, superior and principal employers -- 2.3 Parties to the contract - employees -- 2.3.1 Dependent labour -- 2.3.2 The distinction between the employed and the self-employed -- 2.4 Identifying the employee -- 2.4.1 The control test -- 2.4.2 The integration test -- 2.4.3 The economic reality test -- 2.4.4 The multiple factor test -- 2.4.5 Mutuality of obligation -- 2.5 Question of fact or law -- 2.6 The intentions of the parties -- 2.7 Employee shareholders -- 2.8 Continuity of employment -- 2.8.1 Continuity and sex discrimination -- 2.8.2 Continuity and the start date -- 2.8.3 Continuity and absences from work -- 2.8.4 Continuity and industrial disputes -- 2.8.5 Continuity and change of employer -- 2.9 Specific types of employment relationship -- 2.9.1 Agency staff -- 2.9.1.1 The Temporary Agency Work Directive 2008/104/EC -- 2.9.1.2 The Agency Workers Regulations 2010 -- 2.9.1.3 Agency/worker relationship -- 2.9.1.4 Employment agencies and businesses.2.9.1.5 Gangmasters -- 2.9.2 Fixed-term contracts -- 2.9.3 Part-time contracts -- 2.9.3.1 Discrimination against part-time workers -- 2.9.3.2 The Framework Agreement on part-time work -- 2.9.3.3 The Part-time Workers Regulations -- 2.9.3.4 Remedies -- 2.9.4 Apprentices -- Chapter summary -- Further reading -- 3 The contract of employment -- 3.1 Express terms -- 3.2 The statutory statement -- 3.2.1 Names and addresses of employer and employee -- 3.2.2 Date when employment began -- 3.2.3 Date on which continuous employment began -- 3.2.4 Remuneration -- 3.2.5 Hours of work -- 3.2.6 Entitlement to holidays and holiday pay -- 3.2.7 Sickness, injury and pensions -- 3.2.8 Length of notice -- 3.2.9 Title of job or job description -- 3.2.10 Temporary contracts -- 3.2.11 Place of work -- 3.2.12 Collective agreements -- 3.2.13 Periods working outside the United Kingdom -- 3.2.14 General provisions -- 3.2.15 Disciplinary and grievance procedures -- 3.3 Implied terms -- 3.3.1 Terms implied by statute -- 3.3.2 Terms implied in fact -- 3.3.3 Terms implied by law -- 3.4 Duties of the employer -- 3.4.1 Duty of mutual trust and confidence -- 3.4.2 Duty to provide work and pay -- 3.4.3 Duty of care -- 3.5 Duties of employees -- 3.5.1 Duty of obedience and co-operation -- 3.5.2 Duty of fidelity -- 3.5.2.1 Not competing -- 3.5.2.2 Restrictive covenants -- 3.5.2.3 Confidential information -- 3.5.2.4 Public Interest Disclosure Act 1998 -- 3.6 Other sources of terms -- 3.6.1 Custom and practice -- 3.6.2 Collective and workforce agreements -- 3.7 Variations in terms -- Chapter summary -- Further reading -- 4 Termination of employment -- 4.1 Introduction -- 4.2 Termination of the contract not amounting to dismissal -- 4.2.1 Frustration -- 4.2.2 Death of the employer -- 4.2.3 Voluntary resignation -- 4.2.4 Termination by agreement.4.3 Termination of the contract by dismissal -- 4.3.1 Meaning of dismissal -- 4.3.2 Wrongful dismissal -- 4.3.3 Notice -- 4.3.4 Summary dismissal -- 4.3.5 Remedies for wrongful dismissal -- 4.4 Unfair dismissal -- 4.4.1 Eligibility -- 4.4.1.1 Only employees qualify -- 4.4.1.2 Illegality -- 4.4.1.3 Continuous employment -- 4.4.2 The dismissal -- 4.4.2.1 Whether a dismissal has taken place -- 4.4.2.2 Limited-term contracts -- 4.4.2.3 Constructive dismissal -- 4.4.2.4 The effective date of termination of employment -- 4.4.3 The reasons for dismissal -- 4.4.3.1 Statement of reasons for dismissal -- 4.4.3.2 Automatically unfair reasons -- 4.4.3.3 Fair or unfair reasons for dismissal -- 4.4.3.4 Capability or qualifications -- 4.4.3.5 Conduct -- 4.4.3.6 Redundancy -- 4.4.3.7 Contravention of an enactment -- 4.4.3.8 Some other substantial reason -- 4.4.3.9 Reasonableness -- 4.4.4 Procedural fairness (1): ACAS Code of Practice -- 4.4.5 Procedural fairness (2): the right to be accompanied -- 4.4.6 Claiming unfair dismissal -- 4.4.7 Pre-termination negotiations and settlement agreements, conciliation and arbitration -- 4.4.8 Remedies -- 4.4.8.1 Interim relief -- 4.4.8.2 Reinstatement or re-engagement -- 4.4.8.3 Compensation -- 4.5 Redundancy payments -- 4.5.1 Qualifications and exclusions -- 4.5.2 Lay-offs and short-time -- 4.5.3 Time off -- 4.5.4 Level of payments -- Chapter summary -- Further reading -- 5 Equality: prohibited conduct and equality of terms -- 5.1 Introduction -- 5.2 Does discrimination still take place? -- 5.3 European Union law -- 5.3.1 The Equal Opportunities and Equal Treatment Directive -- 5.3.2 The Directive for Equal Treatment in Employment and Occupation -- 5.3.3 The Race Directive -- 5.4 The Equality Act 2010 -- 5.4.1 The protected characteristics -- 5.4.2 Prohibited conduct -- 5.4.2.1 Direct discrimination.5.4.2.2 Indirect discrimination -- 5.4.2.3 Harassment -- 5.4.2.4 Victimisation -- 5.4.3 Asylum and immigration -- 5.4.4 Discrimination in employment -- 5.4.5 Burden of proof -- 5.4.6 Liability of employers and employees -- 5.4.7 Relationships that have come to an end -- 5.4.8 Aiding contraventions -- 5.4.9 Lawful discrimination -- 5.4.9.1 Occupational requirements -- 5.4.9.2 Positive action -- 5.4.9.3 The general duty to promote equality -- 5.5 Remedies -- 5.5.1 Contracts -- 5.6 Equal pay -- 5.6.1 The comparator -- 5.6.2 Like work -- 5.6.3 Work rated as equivalent -- 5.6.4 Work of equal value -- 5.6.5 Defence of material factor -- 5.6.6 Enforcing equal pay -- Chapter summary -- Further reading -- 6 Equality: the protected characteristics -- 6.1 Introduction -- 6.2 Age -- 6.2.1 The ageing population -- 6.2.2 The Equality Act 2010 -- 6.2.2.1 Benefits based on length of service -- 6.2.2.2 National minimum wage -- 6.2.2.3 Redundancy payments -- 6.2.2.4 Retirement -- 6.3 Disability -- 6.3.1 The Equality Act 2010 -- 6.3.1.1 Long-term impairment -- 6.3.1.2 Day-to-day activities -- 6.3.1.3 Substantial adverse effect -- 6.3.1.4 Long term -- 6.3.2 Discrimination arising from disability -- 6.3.3 The duty to make reasonable adjustments -- 6.4 Gender reassignment -- 6.5 Marriage or civil partnership -- 6.6 Pregnancy and maternity -- 6.6.1 The Equality Act 2010 -- 6.7 Race -- 6.7.1 The Equality Act 2010 -- 6.7.2 Segregation -- 6.8 Religion or belief -- 6.8.1 The Equality Act 2010 -- 6.8.2 Occupational requirements relating to organised religion and belief -- 6.9 Sex -- 6.10 Sexual orientation -- Chapter summary -- Further reading -- 7 Time and pay -- 7.1 Working time -- 7.2 Young Workers' Directive -- 7.3 Working Time Directive -- 7.4 Working Time Regulations -- 7.4.1 Scope and definition -- 7.4.2 Exclusions -- 7.4.3 The 48-hour week -- 7.4.4 Night work.7.4.4.1 Special hazards -- 7.4.4.2 Health care -- 7.4.5 Time off -- 7.4.6 Daily rest periods and rest breaks -- 7.4.7 Weekly rest periods -- 7.4.8 Annual leave -- 7.4.9 Special cases -- 7.4.10 Relevant agreements -- 7.4.11 Enforcement -- 7.4.12 Protection from detriment -- 7.5 Statutory right to time off work -- 7.5.1 Time off for public duties -- 7.5.2 Time off to look for work or arrange training -- 7.5.3 Time off for antenatal care -- 7.5.4 Time off for dependants -- 7.5.4.1 Situations that qualify -- 7.5.4.2 Notice requirements -- 7.5.4.3 Protection from detriment and dismissal -- 7.5.5 Time off for pension scheme trustees -- 7.5.6 Time off for employee representatives -- 7.5.7 Time off for a young person for study or training -- 7.5.8 Time off for trade union duties, activities and union learning representatives -- 7.5.8.1 Taking part in trade union activities -- 7.5.8.2 Union learning representatives -- 7.6 Protection of wages -- 7.6.1 Unauthorised deductions -- 7.6.2 Normal working hours and a week's pay -- 7.6.3 Guarantee payments -- 7.6.4 Suspension from work on medical grounds -- 7.7 National minimum wage -- 7.7.1 Who qualifies for the national minimum wage -- 7.7.2 Calculating the hourly rate -- 7.7.2.1 Time work -- 7.7.2.2 Salaried hours work -- 7.7.2.3 Output work -- 7.7.2.4 Unmeasured work -- 7.7.3 Record keeping -- 7.7.4 Enforcement -- 7.7.5 Right not to suffer detriment -- Chapter summary -- Further reading -- 8 Parental and maternity rights -- 8.1 The Pregnant Workers Directive -- 8.1.1 Definition -- 8.1.2 Risk assessment -- 8.1.3 Night work -- 8.1.4 Maternity leave -- 8.1.5 Protection against dismissal -- 8.1.6 Employment rights during maternity leave -- 8.2 The Parental Leave Directive -- 8.2.1 Scope -- 8.2.2 Force majeure -- 8.3 Maternity leave in the United Kingdom -- 8.4 Maternity and Parental Leave etc. Regulations 1999.8.4.1 Statutory maternity leave.Offering comprehensive coverage of all the key aspects of individual and collective employment law in a clear and accessible way, Employment Law is the ideal text for the first-time student of employment law. Packed with a wealth of case law and legislation, this book will enable you to fully understand the intricacies of this fast-changing subject with ease. With features such as chapter summaries and further reading suggestions, Employment Law is well suited to support you in your studies.Always learning.Labor laws and legislationGreat BritainLabor laws and legislation344.4101Sargeant Malcolm1169190Lewis David1949 March 24-MiAaPQMiAaPQUtOrBLWBOOK9910151571203321Employment law2884431UNINA