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- Type:
- Employment law cases
This week's case of the week, provided by DLA Piper, covers disability discrimination.
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- Type:
- Employment law cases
This case concerns whether or not a Sikh prison officer should be allowed to wear a ceremonial dagger in the workplace.
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- Date:
- 18 May 2011
- Type:
- Employment law cases
In Power v Greater Manchester Police Authority EAT/0087/10, the EAT affirmed that, in determining whether or not an employee has suffered direct religious discrimination, a distinction may be drawn between treatment on the ground of the person's beliefs and treatment on the ground of manifestation of those beliefs.
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- Date:
- 16 May 2011
- Type:
- Employment law cases
The Court of Appeal has held that the employment tribunal was wrong to assess compensation for a banker who was unfairly dismissed and suffered race discrimination on the basis that he would be unlikely to find an equivalent job again.
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- Date:
- 16 May 2011
- Type:
- Employment law cases
The Employment Appeal Tribunal has considered the circumstances in which the terms and conditions of employees derive from the "same source" as their comparators for the purposes of the Equal Pay Act 1970.
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- Type:
- FAQs
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- Date:
- 1 May 2011
- Type:
- Employment law cases
In Martin v Devonshires Solicitors EAT/0086/10, the EAT held that, where an employer dismisses an employee in response to his or her protected act, the employer may not have unlawfully victimised the employee where the reason for the dismissal was some feature of the protected act that can be treated as separable.
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- Type:
- Employment law cases
Joanne Magill, associate, and Claire Benson and Ceri Hughes, managing associates, at Addleshaw Goddard detail the latest rulings.
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- Date:
- 27 April 2011
- Type:
- Employment law cases
The High Court has held that art.6 of the European Convention on Human Rights was not engaged in internal disciplinary proceedings where the employee was not, as a result, deprived of the right to practise his profession.
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- Type:
- Employment law cases
This case shows that some incidents of harassment are so serious that the correct approach is for the employer to contact the police, rather than use its own internal harassment investigation procedure.