Cases within U

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  UBAF Bank Ltd v Davis [1978] IRLR 442 EAT (1 report relating to this case)

  • UBAF Bank Ltd v Davis

    Date:

    1 October 1978

    In UBAF Bank Ltd v Davis [1978] IRLR 442 EAT, the EAT held that the employee was unfairly dismissed because he had never received a written warning of dismissal.

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  UK Coal Mining Ltd v National Union of Mineworkers (Northumberland Area) and another [2008] IRLR 4 EAT (1 report relating to this case)

  • Redundancy: Employers must consult over reasons for closure

    Date:

    24 November 2007

    In UK Coal Mining Ltd v (1) National Union of Mineworkers (Northumberland Area) (2) The British Association of Colliery Management EAT/0397/06 & EAT/0141/07, the EAT held that the duty to consult about ways of "avoiding" redundancies inevitably involves consultation about the reasons behind the proposed dismissals and, contrary to previous authority, is not limited to consultation about how the redundancies are to be effected.

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  Umerji v Blackburn Borough Council [1995] IT/29273/94 (1 report relating to this case)

  • Council's "blatant and bad case of discrimination"

    Date:

    1 June 1995

    A local council unlawfully discriminated against an Asian job applicant when it rejected his application in favour of a white applicant, even though he was the highest-scoring candidate in the interview, rules a Manchester industrial tribunal (Chair: C T Grazin) in Umerji v Blackburn Borough Council.

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  Union Traffic Ltd v Transport and General Workers' Union and others [1989] IRLR 127 CA (1 report relating to this case)

  • Industrial action: Mere presence of pickets can be inducement to breach contract

    Date:

    29 November 1988

    In Union Traffic Ltd v Transport and General Workers' Union and others, the Court of Appeal holds that, in certain circumstances, the mere presence of pickets can constitute an inducement of those seeking to cross the picket line to break their contracts of employment and so be unlawful.

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  Unison v Somerset County Council and others [2010] IRLR 207 EAT (1 report relating to this case)

  • TUPE: EAT defines "affected employees" to be consulted on a TUPE transfer

    Date:

    10 March 2010

    In Unison v Somerset County Council and others EAT/0043/09, the EAT held that the employees "affected by" a TUPE transfer for the purposes of consultation with employee representatives were those who would or might be transferred, those whose job is jeopardised by the proposed transfer, and those with internal job applications pending. The definition did not extend to those who might in the future apply for a vacancy in the part of the undertaking transferred.

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  United Bank Ltd v Akhtar [1989] IRLR 507 EAT (1 report relating to this case)

  • Contracts of employment: Relocation - implied terms

    Date:

    5 December 1989

    In United Bank Ltd v Akhtar, the EAT holds that it was necessary for certain terms to be implied into a contract of employment in order for the employee to be in a position to comply with a relocation clause.

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  University College London Hospital NHS Trust v Unison [1999] IRLR 31 CA (1 report relating to this case)

  • Industrial action: Dispute about employment with future employer not a "trade dispute"

    Date:

    1 December 1998

    A dispute in relation to an employer's failure to agree with an unidentified future employer of some of its employees that both they and others subsequently employed by the new employer should be guaranteed their existing terms and conditions of employment was not a "trade dispute", holds the Court of Appeal in University College London Hospital NHS Trust v Unison.

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  Usetech Ltd v Young (Inspector of Taxes) [2004] EWHC 2248 HC (1 report relating to this case)

  • Usetech Ltd v Young (Inspector of Taxes)

    Date:

    31 December 2004

    In Usetech Ltd v Young (Inspector of Taxes) [2004] EWHC 2248 HC, the High Court found that where an individual provided his services through his own service company and an agency all the contracts were subsumed into one. The relevant terms identified and transferred to the notional contract between the individual and the hirer were consistent with those of an employment contract.