Vocation Law: An Update .

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Employment Law: An Update. January 2006 Alison Bell. Hot Topics: . Discipline and grievance Long term sickness Changing terms and conditions Compromise agreements. New Legislation:. TUPE 2006 Work & Families Act 2006 Recent Cases What's in the pipeline. Hot Topics .
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Job Law: An Update January 2006 Alison Bell

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Hot Topics: Discipline and grievance Long term infection Changing terms and conditions Compromise assentions

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New Legislation: TUPE 2006 Work & Families Act 2006 Recent Cases What\'s in the pipeline

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Hot Topics Discipline and grievance

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Disciplinary/rejection and grievance techniques Statutory Dispute Resolution Regulations In 2 sections: Disciplinary/Dismissal Procedure and Grievance Procedure Standard 3 stage method Put it in composing Meet and examine Appeal

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The disciplinary/expulsion procedure Mandatory Disciplinary/Dismissal Procedure An extra commitment If the business neglects to consent: Automatic finding of uncalled for rejection; and An expansion in remuneration

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Points to note in the standard procedure Step 1 – Put it in composing, send it to the worker and welcome the representative to a meeting Step 2 – Arrange the meeting before move is made Step 3 – If the worker bids, welcome the representative to a further meeting and illuminate the representative of an official choice

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Practical implications Post occupation question Overlapping methodology

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Practical Implications Retirement Redundancy

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Practical ramifications Probationary periods Fixed term contracts

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Grievance and disciplinary systems A wide meaning of "grievance letter" Solicitor\'s letter (open or without grievance) Flexible working solicitation letter Complaint about treatment of prior grievance Solicitor\'s letter requesting settlement not a bid Information required as a feature of a DDP Employers must not depend on lapsed disciplinary notices

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Long term affliction

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ACAS Code of Practice Investigation Establish fundamental cause No purpose behind nonattendance – train Genuine sickness – ability Sympathetic and thoughtful approach Consultation, discussion, interview !

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Long term disorder - ability Regular contact Consult worker Employee\'s therapeutic proof Own restorative confirmation Need to supplant

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Long term ailment (2) Warn representative of rejection Meeting with worker to consider Alternative occupation Reasonable changes

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Decision Nature of the illness(es) Likelihood of repeats Other ailment nonattendance? Length of nonappearance

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Decision (2) Spaces between nonattendances Need for specific worker Impact on others Length of occupation Consistency

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Varying terms and conditions

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Varying terms and conditions Employment law suggestions Possible courses forward Contractual change Consultation Redundancy circumstance

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Contractual change ? Terms and conditions Employee handbook Individual assentions Longstanding practice

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If no legally binding change Discuss at consultative gathering Individual conference handle Reason for complaint Discrimination issues Disciplinary methodology for refusals

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If authoritative change How vital Business reasons

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Introducing authoritative change Four choices Through a legally binding right By understanding By forcing the change By expulsion and re-engagement

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Imposing the change Resign and case useful rejection Continue to work under dissent Claim unlawful conclusion from wages (if there is an impact on pay) Claim break of agreement Claim segregation (eg if there is a negative impact on a specific gathering of representatives)

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Dismiss and re-draw in Wrongful expulsion Unfair expulsion regardless of whether re-drew in Business require, \'some other generous reason\'

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Redundancy Very critical changes Consultation with workers\' delegates Individual interview

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Varying Terms and Conditions – Summary Employment Law suggestions Possible courses forward Contractual change Consultation Redundancy circumstance

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Compromise Agreements

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The specialized necessities When to use Without partiality discussions Tactical contemplations

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New Legislation

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Summary of primary TUPE changes More exchanges liable to be TUPE exchanges Old boss can be subject for neglecting to counsel Old boss must unveil data to new manager New boss has (constrained) capacity to change contracts of job Insolvency

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Work and Families Act Maternity and reception pay Keeping in touch Early come back to work see Flexible working for carers Paternity pay Minimum yearly leave qualifications

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Practical ramifications Pay organization Increased cautioning of come back to work Reasonable contact – KIT days Sharing maternity/appropriation leave Impact of increment adaptable working for carers

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Recent Cases

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Case law improvements Disability nonappearance and wiped out pay plans Sickness versus incapacity Vicarious obligation for badgering Whistleblowing – impediment after end Discrimination by relationship \'On racial grounds\'

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Case law advancements Length of administration and pay Employers vicarious risk for separation Public occasions for low maintenance laborers Using the right strategies

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In the pipeline

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Future enactment Commission for Equality and Human Rights – Oct 07 Data insurance completely actualized – Oct 07 Smoking bans – 2007/08

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Smoking Smoke free premises Signage prerequisites Vehicles Penalties

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Age Discrimination January 2006

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Age separation Outline of the Regulations Specific issues Recruitment Service related advantages Retirement Other ranges of effect

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General observations Applies to all candidates/specialists Irish experience: 22% of cases about age Many existing approaches/practices are ageist Uncapped pay

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Some insights… 40% expansion in age guarantees in the US High numbers as of now confronting age separation Big social change required

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Main standards Direct – diverse treatment real/saw age Indirect – strategy/hone/basis detriments Harassment Victimization Positive segregation Selection must be age unbiased

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Main Principles - Justification Direct and circuitous Proportionate and honest to goodness Evidence not statement

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Other exceptions to AD Genuine word related necessities (extremely restricted) Pay in view of national the lowest pay permitted by law Complying with a statutory power e.g. wellbeing & security, under 18s doing bar work Occupational annuity plans Life Assurance Some compensation and other administration related advantages Contractual repetition installments

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What else… Employers at risk for demonstrations of representatives No age limits for uncalled for rejection and excess Default retirement at 65 Right to demand to work longer

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Enforcement & Remedy In the Employment Tribunal Brought inside 3 months of the prejudicial demonstration Provided consistence with the Statutory Grievance Procedure Compensation = Uncapped

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Recruitment issues

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Employment methodology Get the correct individual to do the right occupation Ensure you have an age different workforce

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Job adverts Wording of adverts Experience, capabilities, qualities Where are you publicizing?

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Job applications Application Form Job Description Interview Selection board Recruitment offices

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Selection prepare Stereotypical presumptions References Monitoring – candidates Monitoring – workforce Records

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What the new enactment doesn\'t mean you need to enlist beyond 65 years old you need to enroll the wrong individual there are no conditions for rejection in light of age

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Pay & Benefits

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Service Related Pay & Benefits Examples of advantages ordinarily identified with administration Incremental pay scales Enhanced occasion privilege Extended notice periods Eligibility for private medicinal protection Enhanced excess/wiped out pay plot

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Service Related Pay & Benefits Up to 5 years\' administration OK, giving applies to all staff doing "work of like nature" and length of administration is sole rule 5 years + OK with avocation Backed up by proof

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Retirement issues

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Retirement issues: diagram 65 default age, until 2011 survey… cover expulsion at 65, with no reason given NRA\'s of under 65, practically difficult to legitimize Less than 65 NRA – dangerous above 65, don\'t need to legitimize where altered No NRA: no "retirement" expulsion assurance

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Retirement issues cont\'d… No upper age restrict for uncalled for expulsion Set timetable and procedure to accomplish Includes right to demand working after retirement

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"Arranged retirement" (PR) handle Employer triggers Notice must lapse on "arranged retirement date" Inform worker of right to ask for kept working Employee ask for 6 months – 3 months earlier Like adaptable working procedure No prerequisite to give purposes behind refusal

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Transitional arrangements For retirement until 31 March 2007 Must instruct representative regarding right to demand to keep working Normal notice Request – up to 4 weeks after end Meeting inside sensible time

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Points on process Consequence of break (counting deficient notice of retirement): Automatic out of line expulsion Compensation up to 8 weeks\' (topped) pay Possible age segregation assert

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Change working example post-65? No statutory right to ask for (not at all like adaptable working) For representative to start Tie in with adaptable working game plans

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Other ranges of effect Promotion – open and target Training and advancement – meet get to and engagement Redundancy systems .:

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