By Richard W. Painter
This reference e-book is written particularly for everybody requiring trustworthy, available and up to date details on labour legislation - specifically these outdoor the criminal occupation. Its assurance is accomplished and comprises: recruitment and choice; contracts and wages; discrimination; unfair dismissal and redundancy; wellbeing and fitness and safeguard; and alternate union rights. This version is revised to incorporate increased assurance of advancements round the ecu Social bankruptcy and the eu conference of Human Rights; the incapacity Discriminiation Act 1995; the Employment Rights Act 1996; and the commercial Tribunal Act 1996. furthermore, the e-book covers in-work nation merits and out-of-work country merits.
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Extra info for Employment Rights: A Reference Handbook
Sample text
Its commitment to the implementation of the 1998 EC Commission Guidelines on Member States Employment Policies, and immediate adoption of the UK’s ‘Action Plan’ in 1998, has marked an important step towards full integration of EC policies on employment rights. Arguably, though, the EC itself faces significant problems in ensuring that such policies are adopted in a uniform fashion throughout the Member States. So what the UK is signing up to is a programme which is very uncertain in its precise, long-term scope.
In May 1998, the government presented Fairness at Work, a White Paper which was proclaimed as ‘part of the Government’s programme to replace the notion of conflict between employers and employees with the promotion of partnership’ (taken from the White Paper’s Foreword written by the Prime Minister). The White Paper’s proposals and issues for consultation fell under three broad headings: New Rights for Individuals; Collective Rights and ‘Family-Friendly’ Policies. New Rights for Individuals The government proposed to : 1.
Most of the deregulatory legislation described is still with us, albeit in consolidated form in Acts like the Trade Union and Labour Relations (Consolidation) Act (TULR[C]A) and the Employment Rights Act 1996 (ERA). The Effects of ‘Deregulation’ The policy of deregulation, though significant, has been subject to certain constraints or countervailing pressures. The curtailment of statutory rights at work has not prevented, and may even have encouraged, resort to alternative remedies provided by the common law.