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- Date:
- 22 July 2002
- Type:
- Employment law cases
An employer was not entitled to withhold sick pay from an employee who took sick leave because of anxiety and depression immediately after being disciplined for misconduct, notwithstanding a contractual clause excluding such entitlement where sickness was "due, or attributable, to his own misconduct", the EAT holds in Manchester City Council v Thurston.
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- Type:
- FAQs
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- Type:
- FAQs
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- Type:
- FAQs
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- Date:
- 1 November 2000
- Type:
- Employment law cases
In Beveridge v KLM UK Ltd [2000] IRLR 765 EAT, the EAT held that when an employee is fit and willing to work, the employer is obliged to pay the employee his or her normal wages or salary unless there is an express term in the contract of employment authorising the employer to withhold pay in certain defined circumstances.
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- Date:
- 1 February 2000
- Type:
- Employment law cases
Employees whose contractual working hours were 39 hours per week but who, in practice, were required to work six hours' overtime made available to them to the extent of 45 hours per week were not guaranteed that overtime, so holds the EAT in Spence and others v City of Sunderland Council.
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- Date:
- 1 September 1998
- Type:
- Employment law cases
A compromise to settle an employee's claim for compensation for unfair dismissal, reached during the employment tribunal proceedings and recorded by the tribunal in a document headed "Decision of the [employment] tribunal", did not prevent the employee from subsequently bringing proceedings in the county court for unpaid wages, holds the Court of Appeal in Dattani v Trio Supermarkets Ltd.
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- Date:
- 15 August 1998
- Type:
- Employment law cases
In Robertson v Blackstone Franks Investment Management Ltd, the Court of Appeal holds that an investment consultant suffered unlawful deductions from his wages when commission earned in respect of work done before his contract was terminated, but payable after termination, was not paid.
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- Date:
- 1 October 1996
- Type:
- Employment law cases
The posting in a factory of a notice which stated that accrued holiday pay would not be given to employees dismissed for gross misconduct did not amount to the requisite written notification to the workers of a contractual term authorising a deduction from their wages, holds the EAT in (1) Kerr v The Sweater Shop (Scotland) Ltd (2) The Sweater Shop (Scotland) Ltd v Park.
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- Date:
- 1 October 1996
- Type:
- Employment law cases
An employer was contractually entitled to make changes to an incentive bonus scheme without the consent of employees individually or their trade union representatives, holds the EAT in Airlie and others v City of Edinburgh District Council.