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Managing employees/workers

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  • Date:
    1 March 1981
    Type:
    Employment law cases

    Rowan v Machinery Installations (South Wales) Ltd

    In Rowan v Machinery Installations (South Wales) Ltd [1981] IRLR 122 EAT, the EAT held that the Industrial Tribunal had erred in finding that the appellant's period of continuous employment had been broken when his contract of employment had been terminated by the respondents and he was paid an amount calculated in accordance with the statutory redundancy payment provisions, in circumstances in which there was no liability on the respondents to make a redundancy payment.

  • Date:
    1 March 1980
    Type:
    Employment law cases

    Savage v J Sainsbury Ltd

    In Savage v J Sainsbury Ltd [1980] IRLR 109 CA, the Court of Appeal held that where a disciplinary procedure provides a right of appeal against dismissal and treats the employee as suspended without pay until the appeal is heard, the effective date of termination if the appeal is rejected is when the dismissal initially took effect and not when the appeal was rejected.

  • Date:
    9 August 1978
    Type:
    Employment law cases

    Redundancy: Employee does not need to have job interview to have right to time off to look for work

    S.61 of the Employment Protection Act provides a right for employees who have been given notice of dismissal by reason of redundancy to be allowed reasonable time off during working hours to look for new employment or make training arrangements. In Dutton v Hawker Siddeley Aviation Ltd, the Employment Appeal Tribunal has its first opportunity to consider this section. Several principles emerge from the EAT's decision.

  • Date:
    12 July 1978
    Type:
    Employment law cases

    Time off for public duties: Tribunals have no power to impose conditions on the parties

    In Corner v Buckinghamshire County Council, a time off for public duties case, the EAT holds the Industrial Tribunal can do no more than declare that the employer had failed to allow the employee to take reasonable time off and, if appropriate, make an award of compensation.

  • Date:
    1 January 1978
    Type:
    Employment law cases

    Massey v Crown Life Insurance Co

    In Massey v Crown Life Insurance Co [1978] IRLR 31 CA, the Court of Appeal held that, whilst the parties to a contract cannot alter the truth of their relationship by putting a different label upon it, when it is ambiguous as to whether the employment is under a contract of employment or a contract for services, the terms of an agreement between the parties may be decisive as to what is the legal relationship.

  • Date:
    1 September 1977
    Type:
    Employment law cases

    Sex discrimination: EAT rules dress and appearance standards not discriminatory

    Rules which lay down standards of dress and appearance for both women and men are unlikely to constitute unlawful discrimination on grounds of sex, even if they impose different requirements on women (such as prohibition on wearing trousers) than on men, based on the difference in sexes. This is the principle which emerges from the recent EAT case of Schmidt v Austicks Bookshops.

  • Date:
    31 December 1968
    Type:
    Employment law cases

    Ready Mixed Concrete (South East) Ltd v Ministry of Pensions and National Insurance

    In Ready Mixed Concrete (South East) Ltd v Ministry of Pensions and National Insurance [1968] 1 All ER 433 HC, the High Court held that a contract of service existed if three conditions were fulfilled, one of these being that the provisions of the contract should not be inconsistent with its being a contract of service. In this case the rights conferred and the duties imposed by the individual's contract with the company were not such as to make the contract one of service.

  • Date:
    31 December 1967
    Type:
    Employment law cases

    Initial Services Ltd v Putterill and Another

    In Initial Services Ltd v Putterill and Another [1967] 3 All ER 145 CA, the Court of Appeal affirmed that employees should not disclose confidential information that they obtain during the course of their employment, but that there is an exception where the disclosure is in the public interest.

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