Employmeny Law

EMPLOYMENT LAW - COURSEWORK(Your Name(Your University2007Overview of appoint score forcet LawsThe battle justnesss evolved in 1802 by means of the adoption of the Factory characterizations and the Master Servant d lone(prenominal)y 1832 (Ewing , McColgan and collins , 2005 . These were the first constabularys that regulated labour traffic and business relations until 1950s . These practice of laws were primarily found upon the Law of Contract (Ewing , McColgan and collins 2005 . Significantly thereafter , the spread and expansion of the impactity elbow grease in the European Union , the three major sources of law were developed and identified as : sets of Parliament called Statutes , Statutory Regulations which atomic act 18 make by a sulphurretary of State downstairs the defend of Parliament , and Case law or well-grounded precedents . These legal precedents argon pronouncements and conclusivenesss of the tribunals and motor inns on matters and set offs brought before them for adjudicationThe first nonability law ground on the e select movement was the passable apply deed of conveyance 1970 which came into issuance only in 1972 (Ewing , McColgan and collins , 2005 . This was discussion section of the unified effort to bring women at an equal footing with men in manipulation . The mesh Rights Act 1996 was introduced to regulate a much comprehensive atomic number 18a of troth conditionsA major development was achieved in the area of employment when the bray Government was installed in 1997 . Better labour laws were adopted in implemented in frontiers of m differenthood and paternity proper(ip)s , the under(a)structure of the minimum wage and exertioning cartridge holder regulations . These directives naturalized the number of hours for break away , rest breaks , and some other benefits much(prenominal) as yearly leave indemnify (Ewing , McColgan and Collins 2005 . Anti contrariety laws were also set in place to ensure protection from distinction in employment based on grammatical g revokeer , end upual orientation , transgender discrimination , gender reassignment , age religion or belief , and turn tail . interlocking Act 2002 includes discrimination on crusade of motherhood or pregnancy (British manipulation Law web layUnder the Employment Rights Act of 1996 , specifically role 95 (1 , it provides three (3 ) instances constituting pink slip . These are`1 ) the employer terminates the employee s employment sustain with or without flier2 ) a time-limited contract expires and is non renewed3 ) by the employee with or without nonice such as whitethorn be interpreted from the employer s conduct when the he (employer ) breaches the contract of employment , this feeds the employee the authority to terminate the contract without notice , otherwise known as constructive sacking brThe law provides the two kinds of release , i .e . jolly and unfair . acquittance is said to be fair when the employer justifies this with one or to a greater extent valid and fair reasons . The law enumerates the reasons which it recognizes as valid and fair as the following`1 ) relates to the capability or qualifications of the employee for playing work of the kind which he was employed by the employer to do ,2 ) relates to the conduct of the employee3 ) is retirement of the employee (effective 1st October 20064 ) is that the employee was redundant5 ) some other hearty reason of a kind such as to let off the dismissal of an employee holding the position which the employee held6 ) the employee could not continue to work in the position which he held without contravention (either on his distinguish or on that of his employer ) of a duty or rampart imposed by or under an enactmentOn the other go by , an employee who feels that he has been unfairly dismissed may raise such stretch forth before the employment tribunals . The unfairly dismissed employee may be awarded by the tribunal his remuneration or net income to which he is entitle to , in addition to such other further compensation for pecuniary or financial acquittance which he sustained by reason of the unjustified dismissalIssues to be ResolvedThe pertinent and pertinent issues of the given hypothetical nerve scenario are enumerated below and will be discussed and analysed separately for the purpose of heavy(a) a succinct and sound legal adviceFirst issue : Whether or not Bianca is entitled to receive her pay leap of 3 during her maternity leave which was not reflected in her maternity paySecond issue : Whether or not the defending team by the Management of her indite involve for running(a) half time based on the following reasons a that Management felt that it would be as well as difficult to rearrange her work , particularly should a visitation be listed on a daylight when she was not in and , b ) her job could only be absorb by person who worked plenteous time , is validThird issue : Whether or not the dismissal based on constant tardiness and the one day of absence cod to an unavoidableness /accident that happened to her new natural is valid and lawfulDiscussion and AnalysesThe 3 make Rise not Reflected in the Maternity PayBianca is entitled to the 3 pay put on / ontogenesis which was not reflected in her maternity pay . According to the division of fail and Pensions , legislation has not de beautifuld what pay show means . It is arrived at by and between the woman and her employer and in shield of disagreement , the issues pertaining to this shall be resolved based on the procedure established by Her Majesty s Revenue and usance (HMRC Be that as it may , this percentage sum up is so-called to be unsayn into consideration and apply to all pay elements . It is relevant in the computation of the average weekly earnings and in the standard maternity pay (SMP . The earnings calculations be possessed of been amend to postdate and to implement the European Court of arbitrator (ECJ ) judgement in the pillowcase of Alabaster v WoolwichPlc Anor [2002] EWCA Civ 211 )26 February 2002 In the recent case of Alabaster , the ECJ had the opportunity to clarify its judgement in the case of Gillespie determination that . any pay rise awarded between the reference of the check covered by the compose pay [i .e , the relevant period for calculating SMP] and the end of the maternity leave essential be included in the elements of pay taken into account in calculating the amount of such pay . This requirement is not limited to cases where the pay rise is backdated to the period covered by the reference pay winning pay rises into consideration is not limited to cases of backdated pay rises . The employers would be possessed of to recalculate SMP entitlement taking into account pay rises by applying to the tout ensemble or any part of the period from the relevant period to the end of the maternity leave period . This shall be through by applying the pay rise to the earnings in the relevant period which failed to reflect that pay rise and pay arrears of the SMP so , in the flare case , DSS has to recalculate the standard maternity pay of Bianca , taking into account the 3 pay increase to which she is entitled to since 01 June 2005Denial of the Written Request for Working Half TimeThe Employment Rights Act 1996 , as amended , specifically Part VIIIA , Section 80F , grants to the employee a statutory right to request for contract strain . The pertinent provision is hereunder quoted verbatim 1 ) A qualifying employee may apply to his employer for a switch over in his terms and conditions of employment if-(a ) the convince relates to(i ) the hours he is required to work(ii ) the multiplication when he is required to work(iii ) where , as between his home and a place of business of his employer , he is required to work , or xxx(b ) his purpose in applying for the change is to enable him to care for someone who , at the time of industriousness , is-(i ) a child who has not reached the appointed age or falls within a prescribed and in respect of whom (in either case ) the employee satisfies prescribed conditions as to relationship Before the amendment of the Employment Rights Act 1996 by the Employment transaction Act 2004 , the employee who turn overs from maternity leave is entitled to request for part time work . If the employee left for panoptic time work , then this should be discussed with her employer as she does not have an automatic right to aim part time basis to do her job . By virtue of the amendment which took effect in April 2003 , the employee also now have the right to request for limber on the job(p) hours and not just part time , as specified in the above quoted provisionsThe Government launched its Work Life oddment Campaign last parade 2000 where flexible working options were handed to allow employees to balance the other areas of their lives (CMB . Org web target . These options established the flexibility in the arrangement of hours , i .e flexi-time , term time working , compressed hours working /staggered hours and self rostering / skunk swapping . Options for reduced working hours are also provided such as part time work /voluntary reduced working time (V-time ) and job sharingApplying the foregoing legal precepts and provisions to the instant case , Bianca has the statutory right to request for contract edition under Section 80F , Part VIIIA of the Employment Rights Act 1996 , as amended . The request to change the terms and conditions of the contract relates to change in the hours and times she is required to work . Moreover her written request or application must be in conformity with the requirements of Section 80F (2 ) of the Employment Rights Act 1996 , as amended . For instance , the application must state that it is such must specify the change applied for and the date on which it is proposed the change should become effective it should explain what effect , if any , Bianca thinks fashioning the change applied for would have on DSS and how , in her panorama , any such effect might be dealt with , and to explain how the employee meets , in respect of her child , the conditions as to relationship mentioned under the law . And considering that she already has d her application , she cannot do so again to DSS before the end of the period of twelve months beginning with the date on which the previous application was madeAlbeit , Bianca is granted the statutory right to apply for working half time the grant of such request is not an automatic right . The employer , thereof , has the right to grant or refuse such application However , in the case of refusal , the law mandates that it must be based on one or more reasonableness specified under Section 80G (bIn the present case , DSS s refusal was based on the following reasons : a ) that Management felt that it would be too difficult to rearrange her work , particularly should a trial be listed on a day when she was not in and , b ) her job could only be done by someone who worked full time . Clearly , the refusal was based on a mere opinion , `feeling and therefrom subjective . Bianca may take issue before the Employment motor lodge for unlawful corroboratory sex discrimination . In the case of Barry v . interior Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 all ER 974 (22nd July , 1999 , Lord Nicholls of Birkenhead used the reflexion objective acknowledgment . According to him , in the determination of the issue whether the appellants can show their decisions to be justifiable irrespective of the sex of the person to whom they were applied (section 1 (2 (b (ii , there must be an objective justificationIn the case of Bianca , there was failure , on the part of management to even venture in trying the umteen ways to adjust re-organize work among existing staff , elicit additional staff , etc DSS should be able to justify the defensive measure based on good business reasons Thereafter , a get together must be set within 28 days to discuss the denial and an appeal may be taken before another manager as provided for by the Regulations . However , in the present case , no such appeal can be made as Bianca had already been dismissedOn the appeal of the case Hardys Hansons Plc v Lax [2005] EWCA Civ 846 Case No : A2 /2004 /1847 , the appeal court dismissed the appeal of employer , Hardys Hansons and corroborate the decision of the Employment Tribunal (ET ) in finding for the claimant Lax . Claimant is a full time female employee , who due to child elevation responsibilities applied for job sharing arrangement in the selfsame(prenominal) employment . The answerer rejected her request . The ET as affirmed by the appeal court ruled that the refusal to job voice of a full time job amounted to unlawful indirect sex discrimination contrary to section 1 (2 (b ) of the 1975 Act . It is accepted by the appellants that the refusal to consider job sharing acted to the detriment of the responsive (section 1 (2 (b (iii ) and that child caring responsibilities were such that the refusal would be to the detriment of a considerably larger proportion of women than of men (section 1 (2 (b (i The appeal court ruled further that Sec 1 (2 (b (ii ) requires the employer to show that the proposal (refusal ) is justifiable regardless of the gender of the employee . It must be objectively justifiable and reasonable which reflects the principle of proportionality The employer does not have to demonstrate that no other proposal is possible . The employer has to show that the proposal , in this case for a full-time appointment , is justified objectively but its discriminatory effect . The principle of proportionality requires the tribunal to take into account the reasonable call for of the business . But it has to make its own judgment , upon a fair and detailed abstract of the working practices and business considerations involved , as to whether the proposal is evenhandedly necessary (par . 32 of the Decision Hardys Hansons Plc v Lax [2005] EWCA Civ 846In a recent case , British Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005 , the appeal court affirmed the decision of the Employment Tribunal in finding that the Respondent unlawfully discriminated against the Claimant , contrary to ss1 (2 (b ) and 6 (2 (b ) of the grammatical gender disagreement Act 1975 the Act : the other decision of the Tribunal relating to the pliable Working (Procedural Requirements Regulations 2002 was and is non-contentious and is not before us S1 (2 (b Starmer is a airplane pilot of the Respondent who wanted to work part time from full time so that she could care for her children . The respondent refused her request . The Tribunal ruled The Claimant s case was that other pilots had left the Respondent s employment or had difficulty working for them because of childcare commitments . Reference was made by the Claimant s witnesses to the difficulties which certain other named women have in working full-time for the Respondent (par . 27 .4 DecisionOn the justification issue of whether the respondent is justified in denying the claimant s request , the Tribunal ruled by reiterating the pronouncement in the case of Allonby v Accrington College[2001] ICR 1189 at 1196 . It applied the objective test to the issue as to whether the Respondent s denial was justified such reasons must not be corrupt with sex , whether the Respondent s objectives were legitimate , whether the means chosen for achieving those objectives are appropriate to achieve them and are reasonably necessary for that end . This involves a consideration of the disparate impact on women including the Claimant and whether the reasons , if established , outweigh the knockoutness of the disparate impact . The more serious the impact the more cogent must be the justification (par . 32 of the Decision discharge based on Constant Tardiness and Absence due to an Emergency /AccidentThe dismissal of Bianca is unlawful . The Employment Rights Act 1996 entitles Bianca to agnatic leave under Chapter II , Sections 76-78 and the Employment Relations Act 1999 . This entitles her to a reasonable amount of time off during customary work hours to attend to the care of a dependant . This includes providing assistance when her child falls ill or is injured and consequently makes arrangements for the care of her injured or sick child . Bianca responded to an emergency when her child figured in an accident . with the mug of deep brown . The law requires dismissal must be based on a valid , fair , and substantial reason of a kind as to justify the dismissal . In the present case , the cause for the dismissal of Bianca is an exercise of her right which the law has entitled her . Moreover , DSS must follow the Statutory Dismissal Procedure , i .e . give a statement of the thousand for dismissal and invite Bianca to a meeting , hold the meeting and confirm the decision in writing and note the right of appeal . Failure to observe these procedures would automatically render the dismissal unlawfulIn the case of White v Timbmet Ltd . 2000] UKEAT 1125_99_2706 , the Tribunal found the respondent to have unlawfully dismissed the claimant a telemarketer because she could not comply with the work schedule due to child care responsibilitiesIn fine , I would advise Bianca first to appeal her dismissal to DSS and if dismissal is confirmed , then she can bring the issues before the employment tribunal for unlawful dismissal , indirect sex discrimination and for the recalculation and payment of SMP taking into consideration her 3 pay riseReferencesAlabaster v WoolwichPlc Anor [2002] EWCA Civ 211 (26 February 2002 British and Irish profound discipline add . Retrieved on frame 17 2007 , fromHYPERLINK hypertext transfer protocol / vane .bailii .org /ew /cases /EWCA /Civ /2002 /211 .html hypertext transfer protocol / entanglement .bailii .org /ew /cases /EWCA /Civ /2002 /211 .htmlAllonby v Accrington College[2001] ICR 1189 at 1196 . British and Irish well-grounded selective information Institute . Retrieved on marching 17 , 2007from HYPERLINK hypertext transfer protocol / entanglement .bailii .org /ew /cases /EWCA /Civ /2001 /529 .html hypertext transfer protocol / vane .bailii .org /ew /cases /EWCA /Civ /2001 /529 .htmlBarry v . Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22nd July , 1999 . British and Irish ratified education Institute . Retrieved on marching music 17 , 2007 , from HYPERLINK hypertext transfer protocol / web .bailii .org /uk /cases /UKHL /1999 /38 .html hypertext transfer protocol / vane .bailii .org /uk /cases /UKHL /1999 /38 .htmlBritish Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005 British and Irish Legal Information Institute . Retrieved on demonstrate 17 2007 from , HYPERLINK hypertext transfer protocol /network .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .html hypertext transfer protocol / web .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .htmlBritish Employment Law Commentary : Sex discrimination /general precedent note . emplaw .co .uk . Retrieved on March 16 2007 , fromHYPERLINK hypertext transfer protocol / web .emplaw .co .uk /researchfree-redirector .aspx ?StartPage data 2f0 84001 .htm hypertext transfer protocol /www .emplaw .co .uk /researchfree-redirector .aspx ?StartPage data 2f08 4001 .htmCreating More Balance web site . Flexible working - the options Retrieved on March 18 , 2007 ,from HYPERLINK hypertext transfer protocol /www .cmb .org .

uk /Users /Flexible 20Working 20Overview .pdf hypertext transfer protocol /www .cmb .org .uk /Users /Flexible 20Working 20Overview .pdf brDepartment for Work and Pensions , serve and benefits , paragraph 12 Retrieved March 17 , 2007 , fromHYPERLINK hypertext transfer protocol /www .dwp .gov .uk /lifeevent /benefits /ecj_judgement .asp http /www .dwp .gov .uk /lifeevent /benefits /ecj_judgement .aspEmployment Act 2002 , Office of Public celestial sphere Information . Retrieved on March 18 , 2007 from , HYPERLINK http /www .opsi .gov .uk /acts /acts2002 .htm http /www .opsi .gov .uk /acts /acts2002 .htmEmployment Relations Act 2002Employment Rights Act 1996 , as amended Retrieved on March 17 , 2007 , from HYPERLINK http /www .emplaw .co .uk / blame /4frame /era96 /era96index .htm http /www .emplaw .co .uk /load /4frame /era96 /era96index .htmEwing , K . McColgan , A Collins , H (2005 . bear on law , cases ,texts and materials Oxford : Hart PublishingHardys Hansons Plc v Lax [2005] EWCA Civ 846 . British and Irish Legal Information Institute . Retrieved on March 17 , 2007 , fromHYPERLINK http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html HYPERLINK http /www .bailii .org /cgi-bin /markup .cgi ?doc /eu /cases /EUECJ /1996 /C3429 3 .html research title Gillespie rule boolean Joan Gillespie and others v Northern wellness and mixer work Boards , Department of wellness and sociable serve , easterly wellness and Social Services Board and southern Health and Social Services Board (Social policy ) [1996] EUECJ C-342 /93 (13 February 1996 . British and Irish Legal Information Institute . Retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .html http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .htmlSex Discrimination Act 1975Statutory Maternity Pay ( familiar (Amendment ) Regulations 2005 Retrieved on March 18 , 2007 , from HYPERLINK http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdf http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdf brWhite v Timbmet Ltd . 2000] UKEAT 1125_99_2706 . British and Irish Legal Information Institute . Retrieved on March 18 , 2007 , from HYPERLINK http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .html http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .htmlYourjobrights .co .uk , Your family rights . Retrieved on March 17 , 2007 fromHYPERLINK http /www .yourjobrights .co .uk /family .htm 3 http /www .yourjobrights .co .uk /family .htm 3Summary List of CasesAlabaster v WoolwichPlc Anor [2002] EWCA Civ 211 (26 February 2002Allonby v Accrington College[2001] ICR 1189 at 1196 . British and Irish Legal InformationInstituteBarry v . Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22ndJuly , 1999British Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005Hardys Hansons Plc v Lax [2005] EWCA Civ 846HYPERLINK http /www .bailii .org /cgi-bin /markup .cgi ?doc /eu /cases /EUECJ /1996 /C3429 3 .html query title Gillespie method boolean Joan Gillespie and others v Northern Health and Social Services Boards , Department of Health and Social Services , Eastern Health and Social Services Board and Southern Health and Social Services Board (Social policy ) [1996] EUECJ C-342 /93 (13 February 1996White v Timbmet Ltd . 2000] UKEAT 1125_99_2706 British Employment Law , emplaw .co .uk Commentary : Sex Discrimination /General Introductory Note , retrieved on March 16 2007 fromHYPERLINK http /www .emplaw .co .uk /researchfree-redirector .aspx ?StartPage data 2f0 84001 .htm http /www .emplaw .co .uk /researchfree-redirector .aspx ?StartPage data 2f08 4001 .htmEmployment Rights Act 1996 , as amended s 98 (2Employment Rights Act 1996 , as amended , s 111 , c 2See Department for Work and Pensions , Services and Benefits paragraph 12 , Retrieved March 17 , 2007 , from HYPERLINK http /www .dwp .gov .uk /lifeevent /benefits /ecj_judgement .asp http /www .dwp .gov .uk /lifeevent /benefits /ecj_judgement .aspJoan Gillespie and others v Northern Health and Social Services Boards , Department of Health and Social Services , Eastern Health and Social Services Board and Southern Health and Social Services Board (Social policy ) [1996] ECJ reference C-342 /93 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .html http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .htmlSee also The Statutory Maternity Pay (General (Amendment Regulations 2005 , Retrieved on March 18 2007 from HYPERLINK http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdf http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdfp as provided for in the Employment Rights Act 1996 , as amended , Part VIIIA , S 80F , Retrieved on March 17 , 2007 from HYPERLINK http /www .emplaw .co .uk /load /4frame /era96 /era96index .htm http /www .emplaw .co .uk /load /4frame /era96 /era96index .htmEmployment Rights Act 1996 , as amended , Part VIIIA , S 80F Retrieved on March 17 , 2007 fromHYPERLINK http /www .emplaw .co .uk /load /4frame /era96 /era96index .htm http /www .emplaw .co .uk /load /4frame /era96 /era96index .htmCreating More Balance web site , Flexible Working - The Options , pp 1-2 , Retrieved on March 18 , 2007 from HYPERLINK http /www .cmb .org .uk /Users /Flexible 20Working 20Overview .pdf http /www .cmb .org .uk /Users /Flexible 20Working 20Overview .pdf brThis allows race the option to arrange their work hours subject to an agreement that all will be present during the core hoursThe employee continues employment under full time or part time contract but has the right to unpaid leave of absences during school holidaysEmployees work their This arrangement allows teams of employees to agree on their schedules of work without compromising the needs of the organization /employerThis option involves work which involves less than 30 hours a weekThis arrangement allows workers to trade income for time with a right to return to full timeSee Section 80F (4 ) of the Employment Rights Act 1996 , as amended(b ) shall only refuse the application because he considers that one or more of the following grounds applies-- (i ) the burden of additional costs (ii ) prejudicious effect on the ability to meet customer demand (iii ) inability to re-organise work among existing staff (iv ) inability to resurrect additional staff (v ) detrimental impact on quality (vi detrimental impact on performance (vii ) insufficiency of work during the periods the employee proposes to work (viii ) planned structural changes , and (ix ) such other grounds as the Secretary of State may specify by regulations A decision of the House of Lords on appeal of the case Barry v Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22nd July , 1999 , British and Irish Legal Information Institute retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKHL /1999 /38 .html http /www .bailii .org /uk /cases /UKHL /1999 /38 .htmlBarry v Midland Bank plc [1999] ICR 859 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKHL /1999 /38 .html http /www .bailii .org /uk /cases /UKHL /1999 /38 .htmlYourjobrights .co .uk , Your Family Rights , Retrieved on March 17 2007 fromHYPERLINK http /www .yourjobrights .co .uk /family .htm 3 http /www .yourjobrights .co .uk /family .htm 3See allurement case of Hardys Hansons Plc v Lax [2005] EWCA Civ 846 British and Irish Legal Information Institute , retrieved on March 17 2007 from HYPERLINK http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .htmlRefers to Sex Discrimination Act 1975See paragraph 13 of the Decision in the case of Hardys Hansons Plc v Lax [2005] EWCA Civ 846 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .htmlCiting the case of Barry v . Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22nd July , 1999Citing the case of Bilka-Kaufaus G .m .b .H . v weber von Hartz (Case 170 /84 ) [1987] I .C .R . 110British Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .html http /www .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .htmlAllonby v Accrington College[2001] ICR 1189 at 1196 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /ew /cases /EWCA /Civ /2001 /529 .html http /www .bailii .org /ew /cases /EWCA /Civ /2001 /529 .htmlEmployment Act 2002 , Office of Public Sector Information , retrieved on March 18 , 2007 from HYPERLINK http /www .opsi .gov .uk /acts /acts2002 .htm http /www .opsi .gov .uk /acts /acts2002 .htmWhite v Timbmet Ltd . 2000] UKEAT 1125_99_2706 , British and Irish Legal Information Institute , retrieved on March 18 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .html http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .htmlPAGEPAGE 16Employment LawPAGE ...If you want to get a full essay, order it on our website: Ordercustompaper.com

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