By Stephen T Hardy
Adapted to fulfill the desires of commercial scholars, this e-book permits readers to navigate the middle criminal provisions in employment legislations and become familiar with an important concerns. The language used is simple to stick with and the constitution of the ebook presents an available advent to the topic. all through, the publication offers proper examples, supplies foreign legislations comparisons and imbues readers with a `best perform' understanding. scholars also will use the ebook to: - realize and comprehend correct case legislations in key parts; - know the way employment legislations works in perform; - investigate the effectiveness of uk and ecu employment legislation. This publication might be of priceless support to Undergraduate and MBA scholars in addition to these pursing a CIPD employment legislations path.
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Additional resources for Employment Law for Business Students
Sample text
Ltd v. English (1938) establishes that the employer owes a duty to an employee to provide competent and safe fellow employees, to provide adequate materials and to provide a safe system of working. It may be a corollary of the first aspect of this duty that an employer is under a duty to take steps to terminate the employment of a potentially dangerous employee. Although the duty is generally regarded as arising in the law of tort, it gives rise to a contractual obligation on the part of the employer to act reasonably in matters of safety.
3 List the advantages and disadvantages of employment and self-employment. qxd 3/10/2006 7:52 PM Page 21 3 Contract of Employment The main sources of an employment contract are express terms and implied terms. Express terms are to be found in the contract itself and/or documents expressly or impliedly incorporated into the contract, such as collective agreements or employers’ handbooks. In cases where there is no employment contract, the existence of a written statement of terms and conditions under s.
This is a fairly wide obligation, which in effect enshrines the employer’s managerial prerogative. It extends beyond the normal situation of obedience to instructions given in the workplace to such issues as mobility and the need to adapt to changes in working practice, as in Cresswell v. Board of Inland Revenue (1984). There the employees tried to argue that the Inland Revenue was in breach of their terms of service in requiring them to operate the proposed computerisation of the PAYE system. Walton J held that, although the proposed introduction of computerisation changed the way the employees performed their duties, they were still administering the PAYE system and performing the duties of tax officers.