Article Abstract:
British companies faced with the need to reduce personnel must review relevant laws given the changes in redundancy benefit legislation and the introduction of EC directives on redudancy. Downsizing organizations must comply with five legal requirements: observe contract terms regarding redundancy, give statutory redundancy pay to eligible workers, consult with representatives of appropriate labor unions, notify the Secretary of State for Employment if 10 or more employees will be terminated, and ensure the fairness of procedure and selection criteria used. The EC's changes on the consultation requirements will be effected by the Trade Union Reform and Employment Rights Bill. This bill will extend the definition of redundancy as well as the information provided to employee representatives.
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Article Abstract:
Probationary periods are typically used by employers to ascertain if new recruits can handle their designated jobs. Quite often, parties to a probationary employment agreement may develop different viewpoints of their rights and duties during the probationary period. The courts have cleared up several of these points of contention in several unfair dismissal suits. Key issues resolved by these court rulings include the grounds for dismissal of probationary employees, responsibilities of employers, and the extension of agreed probationary periods.
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Article Abstract:
Employers in the UK seeking to dismiss employees on the basis of health reasons upon termination of sick pay must take into account agreements in employment contracts requiring full contractural notice. Employers must obtain medical information to ascertain any connections between seemingly unrelated illnesses in order to preclude the possibility of making unfair dismissals.
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