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- Type:
- Letters and forms
A model letter to record an employee's agreement to change one or more of the terms in their contract of employment.
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- Date:
- 31 December 2004
- Type:
- Employment law cases
In Candler v ICL Systems Services IDS Brief 562 EAT, the Employment Appeal Tribunal held that, although scheduled telephone standby duties could be terminated by giving four weeks' notice, the only power to vary them was the general power to vary, which required 26 weeks' notice.
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- Date:
- 2 July 2004
- Type:
- Employment law cases
In South Tyneside Metropolitan Borough Council v Graham, the EAT holds that a "local agreement", for the purposes of the National Joint Council for Local Government Employees' collective bargaining agreement, should be construed as meaning either an agreement by all the locally recognised trade unions, or an agreement that has been determined by a process agreed by all the recognised unions.
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- Date:
- 1 January 2004
- Type:
- Employment law cases
In Martin and others v South Bank University [2004] IRLR 74 ECJ, the European Court of Justice held that early retirement benefits should be paid for by a new employer after a transfer of undertakings.
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- Type:
- FAQs
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- Type:
- FAQs
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- Type:
- FAQs
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- Date:
- 15 January 1999
- Type:
- Employment law cases
In French v Barclays Bank plc, the Court of Appeal holds that a detrimental change in the terms on which a bridging loan was made to an employee who had been requested to relocate was a breach of the implied term of his contract of employment that the employer would not act so as to destroy the trust and confidence existing as between the employer and him.
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- Date:
- 15 July 1998
- Type:
- Employment law cases
In London Borough of Wandsworth v D'Silva and another, the Court of Appeal holds that provisions of a code of practice on sickness absence which an employer was seeking to amend unilaterally were not contractually binding on that employer.
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- Date:
- 1 September 1997
- Type:
- Employment law cases
In Jones v F Sirl & Son (Furnishers) Ltd [1997] IRLR 493 EAT, the EAT held that in deciding whether an employee left employment in consequence of a fundamental breach of contract by the employer, the industrial tribunal must determine whether the repudiatory breach was "the effective cause" of the resignation. It does not have to be the sole cause.