By Stephen T Hardy

ISBN-10: 1412900212

ISBN-13: 9781412900218

ISBN-10: 1412900220

ISBN-13: 9781412900225

ISBN-10: 1847877516

ISBN-13: 9781847877512

Adapted to fulfill the desires of commercial scholars, this booklet permits readers to navigate the middle criminal provisions in employment legislations and become familiar with the most important concerns. The language used is straightforward to stick with and the constitution of the booklet presents an obtainable advent to the topic. all through, the e-book offers proper examples, offers foreign legislation comparisons and imbues readers with a `best perform' information. scholars also will use the e-book to: - realize and comprehend appropriate case legislations in key components; - know the way employment legislations works in perform; - determine the effectiveness of uk and eu employment legislations. This e-book can be of necessary support to Undergraduate and MBA scholars in addition to these pursing a CIPD employment legislation path.

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Extra resources for Employment Law for Business Students

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Any such changes must be notified to the employee by means of a written statement within one month. It should be noted, however, that this is a procedural requirement: it does not authorise an employer to change an employee’s contractual terms simply by giving notice of change. There must be a variation which is effective in law. As with the original statement under s. 1, the statement of change under s. 4 may refer to other reasonably accessible documents for the same matters as those which may be referred to by the original statement.

Claims under this provision depend upon the employer having carried out a JES, which is probably why so few claims are brought under this part of the EqPA. qxd 42 3/10/2006 7:52 PM Page 42 Employment Law for Business Students S. 1(5) requires that the jobs of the comparator and the applicant have been given equal value ‘in terms of the demand made on a worker under various headings (for instance effort, skill, decision)’, or where they would have been given equal values but for the JES itself being discriminatory.

The EqPA requires the claimant and her comparator to be in the ‘same employment’ (EqPA, s. 1(2) and (6)). Under s. 1(6), they are in the same employment if the comparator is employed by the same employer or an associated employer and either (1) the comparator is employed at the same establishment as the claimant or (2) he is employed at a different establishment of the employer (or an associated employer) but common terms and conditions of employment apply to both establishments. In British Coal Corporation v.

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Employment Law for Business Students by Stephen T Hardy

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