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George v London Borough of Brent EAT/0089/18
(1 report relating to this case)
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Georges v Pobl Group Ltd ET/1601213/2018
(1 report relating to this case)
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Georgiou v Colman Coyle March 2002 IDS Brief 705
(1 report relating to this case)
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- Date:
- 31 December 2002
In Georgiou v Colman Coyle March 2002 IDS Brief 705, the Employment Appeal Tribunal held that where the employer had suggested that the employee resign and return to work after a break, so forfeiting her continuity of employment, there could be a fundamental breach of the implied term of trust and confidence. However, because the employer had withdrawn the offer and made a new one keeping the continuity intact, there was no breach.
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Gerster v Freistaat Bayern [1997] IRLR 699 ECJ
(2 reports relating to this case)
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- Date:
- 15 December 1997
Where far more women than men work part time, national regulations requiring part-time employees to complete a period of employment more than one-third longer than that completed by their full-time counterparts in order to have approximately the same chance of promotion are contrary to the Equal Treatment Directive if there is no special link between length of service and acquisition of a certain level of knowledge and experience, rules the European Court of Justice in Gerster v Freistaat Bayern.
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- Date:
- 1 December 1997
The European Court of Justice has ruled that German legislation on public sector employment, under which part-time employees had to complete a longer period of service than full-time workers in order to be eligible for promotion and exemption from a qualifying examination, is indirectly discriminatory.
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Gesamtbetriebsrat der Kuhne & Nagel AG & Co KG v Kuhne & Nagel AG & Co KG [2004] IRLR 332 ECJ
(2 reports relating to this case)
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- Date:
- 18 June 2004
In Gesamtbetriebsrat der Kühne & Nagel AG & Co KG v Kühne & Nagel AG & Co KG, the ECJ holds that articles 4(1) and 11(1) of the European Works Councils Directive require that where the central management of a Community-scale group of undertakings is not located in one of the EU member states, the responsibility for providing the employees' representatives with the information essential to the opening of negotiations for the establishment of a European Works Council lies with the deemed central management.
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- Date:
- 1 February 2004
In case C-440/00: Kühne & Nagel AG & Co. KG, the ECJ ruled on 13 January 2004 that where the central management of a Community-scale group of undertakings is not located in the EU, the responsibility for providing employees with information essential to the opening of negotiations for establishing a European Works Council (EWC) lies with the deemed central management.
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Geys v Société Générale, London Branch [2010] IRLR 950 HC
(2 reports relating to this case)
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- Date:
- 29 June 2010
This week's case of the week, provided by Thomas Eggar, covers notification of termination of employment.
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- Date:
- 1 June 2010
Helen Samuel, associate solicitor and Anna Bridges, associate solicitor, at Addleshaw Goddard, detail the latest rulings.
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GF Sharp & Co Ltd v McMillan [1998] IRLR 632 EAT
(1 report relating to this case)
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- Date:
- 1 September 1998
An employee's contract was frustrated when injury made him unable to work again for his employer and, as the contract ended by operation of law rather than by the employer's termination, the employee was not entitled to payment in lieu of notice, holds the EAT in G F Sharp & Co Ltd v McMillan.
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Ghartey v Royal Museums Greenwich ET/2301169/2014
(1 report relating to this case)
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Giannelli v Edmund Bell & Co Ltd EAT/0192/05
(1 report relating to this case)
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Gibb v Maidstone & Tunbridge Wells NHS Trust [2010] IRLR 786 CA
(2 reports relating to this case)
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- Date:
- 29 September 2010
In Gibb v Maidstone & Tunbridge Wells NHS Trust [2010] IRLR 786 CA, the Court of Appeal held that a compromise agreement entered into by an NHS trust and its chief executive was not so irrationally generous as to be ultra vires, as subsequently argued by the trust.
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- Date:
- 29 June 2010
The Court of Appeal has held that an NHS trust was entitled to take into account a CEO's previous good record and negative prospects of obtaining future employment when making a severance payment.