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Guide to What to Expect at an Employment Tribunal

Guide to What to Expect at an Employment Tribunal

The Tribunal System and its objectivesMost cases are heard at permanent Tribunal offices in the major cities and large towns although additional Hearing Centres are sometimes used, particularly in more remote areas of the country. Scotland and Northern Ireland have their own Tribunal Centres.

An Employment Tribunal operates like a court although it is not as formal. However, like a court it must act independently and cannot give legal advice. Witnesses give evidence, usually on oath, from a separate witness table and normally read their statements out loud. They are then questioned about their evidence or other issues in the case by the other party, the Employment Judge and members of the Tribunal Panel.

The Tribunal’s overriding objective is to deal with the case equitably and justly (from the point of view of both Claimant and Respondent). This includes doing what it can to ensure that all parties are placed on as equal a footing as possible, and dealing with your case as quickly as possible in a way which is proportionate to the complexity of the issues. This may, at times, cause it to appear to favour an un-represented Claimant …

Save The Penalties With an Employment Eligibility Attorney

Save The Penalties With an Employment Eligibility Attorney

Are you aware of the fact that the The Immigration Reform and Control Act now comes with a changed I-9 Compliance? Well, if you have been in dark concerning the act and the reforms made, it is time that you consult an Employment Eligibility Attorney for a better understanding of the act. It must be cleared on this note that the form 1-9 is not new to the employment sector in U.S.A , only the enforcement of the rules have been made stricter by the U.S. Immigration & Customs Enforcement (ICE). Therefore, to deal with the situation better, you should always seek for I-9 Compliance Help.

Why there is a Need of Employment Eligibility Attorney?

The Immigration Reform and Control Act specify that all employers based in U.S.A must authenticate the identity and eligibility of their employers through the employment eligibility verification Form I-9. It is essential on the part of the employer to keep all the duly filled-up forms for three years since the hiring date or for one year since the termination, whichever comes later. An Employment Eligibility Attorney comes to the right help of the employers in facing any …

Negligence in Employment in Canada

Negligence in Employment in Canada

Negligence in employment covers several actions in tort law, mainly when an employer is responsible for the accident (or other tortuous act) caused by the employee. The employer in this case is negligent in providing the employee with the ability to create this situation. A person who is claiming negligence must prove that the defendant owed them a duty of care, that this duty was breached and that the claimant was injured as a result of the duty breach. This duty exists only if the injury is labeled as “reasonably foreseeable” (can cause the harm of the type which occurred at the current accident). The claimant must also be the person for whom the harm would be a “reasonably foreseeable consequence”. Generally the law divides Negligence in employment in four scenarios: negligent hiring, negligent retention, negligent supervision and negligent training.

Negligent Hiring

Negligent hiring is a situation when the employer hires the employee ignoring some of his work records that pointed to the fact that the accident can occur. This is one of the cornerstones of negligence in employment, because at this point everything depends on the actions of the employer and his professional skills …

Employment Law Update – Presenting an Argument

Employment Law Update  Presenting an Argument

Over the last week I have been trying to sort out a pay issue with a person who quite simply cannot address himself to the facts. He doesn’t look at the figures we give him; he doesn’t formulate any coherent or logical alternative view. He doesn’t listen. He simply talks (and talks and talks and talks!), but it’s all opinion and there’s no way we’re going to change our view without some evidence to support his version of events.

Gathering facts and considering evidence is an essential skill in a manager. When I deliver employment law training, one of the key messages is the requirement consider the facts and present them in a balanced and proportionate way. So here are a few dos and don’ts which may be of help.

Do:

Don’t:

As well as providing employment law training and HR support, we have created a range of practical products for manager and HR professionals. Keep up to date quickly and easily with our flexible service, Law on the Move.

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Give us a call on 0845 644 8955, so we can talk you through how it works or …

Many Employers Must Order a Pre Employment Screening, But Many Others Choose To Be Prepared!

Many Employers Must Order a Pre Employment Screening, But Many Others Choose To Be Prepared!

Certain professions require pre employment screenings before the hiring process can be completed. Medical professionals, teachers, law enforcement officers, bank tellers and many other employment opportunities require a pre employment screening. Federal regulations are in place regarding some of these positions, and pre employment screening is not optional on the part of the prospective employee or the employer. The reasoning behind these mandatory screenings has to do with the access to privileged information and the potential abuse of power.

Medical professionals have access to information that has been deemed private by the federal government. Medical records are only accessible via a warrant or with patient permission. Because of that access, medical professionals must be beyond reproach. They also have access to people in a vulnerable state. A doctor or nurse could take advantage of patients, when they have little physical mobility. This is particularly true with the elderly, children and psychiatric patients.

Teachers are in a position of power with children. Because of this they are subject to the most stringent level of pre employment screening and must be fingerprinted before they can start working …

Dont Pay For Your Employment Verification Forms Sign up And Get Them For Free

Dont Pay For Your Employment Verification Forms Sign up And Get Them For Free

Renting out a property is no easy task for professionals, much less for the small, part time, or independent landlord or property manager. Checking out a potential renter can be a time consuming task, and the myriad of laws can leave them open for a law suit. Verification of one’s employment is one area that needs extra caution, but well prepared employment verification form can navigate such rough waters easily.

The employment verification form is among the most important pieces of information that can be done on a prospective renter, as the property manager or landlord can be confident they can pay the rent on time. An employment verification form can also insulate against suit and civil action. There is no law preventing an employer from disclosing to anyone that a person works for them, but since the employer is trying to avoid law suits themselves, tend to only disclose such info with explicit permission from the employee, and typically what they reveal is limited. An employment verification form gains that permission, without going into too much detail. But then again, all that is really needed …

Employment Law In The UK

Employment Law In The UK

In the UK, employees are entitled to a certain amount of paid holidays each year. This statutory holiday entitlement is given to people who work full or part time. These statutory holidays are applicable to all employees regardless of length of time with an employer. Time off is worked out on a fairly simple system where you will be entitled to a set number of days of annual leave dependent upon the number of days per week you work. The formula is 5.6 multiplied by the number of days per week you work, so for instance, if you work a five day week, it is 5.6 x 5 = 28, so you would be entitled to 28 days of paid annual leave. If you work 3 days per week, then it would be 5.6 x 3 = 16.8 days of paid holiday annually. This figure includes public / bank holidays.

Your employer must give you a contract of employment which will normally state how much leave you will receive. There is no upper limit on how much leave you can have, this is at the discretion of your employer but it will never be less …