Employment Discrimination Lawyers and Labor Law Lawyers

Lawyer’s erotic tales of life in Moscow ‘based on colleagues’
A high-flying lawyer sacked after she wrote an erotic novel based her fiction on colleagues, a tribunal heard today.
Employment Law Specialist

Employment Law Scenario/Question.?

A physician in training employed by University Management on behalf of Apple State University was fired by her employer for patient management issues. According to the physician's contract with Univ. Management, all terminations are subject to the grievance policies of the University. The physician grieved the decision and won the grievance. Subsequently, the employer refused to put her back to work alleging that General Hospital, where she works, refused to reinstate her and thus there was no where to send her. The hospital made this decision based on a matter totally unrelated to the grievance. They refused to allow her back due to a charge of sexual harassment. The investigation for this charge had concluded 6 months before the doctor won her grievance and at the time yielded a counseling session. However after the grievance, the hospital changed the penalty to barring the physician.

All of that would depend on contracts between the management company and the hospital in question. Most likley though your friend has found herself in a loop hole for which she does not have an out. I would sugget moving here to Louisville, Ky. We have over 15 hospitals in the area, as well as the James Brown Cancer Center, which has just released the ONLY vaccine to prevent any kind of cancer. We also have Jewish Hospital, as you probaly know they have now completed a number of successful hand transplants, WERE WHERE THE MEDICINE IS AT!

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UK employment law,?

i gave notice to my current employer after accepting a new job and signing a contract but now i have been told im not wanted by my new employer, where do i stand i freely left my old job so i cant claim JSA, can i sue new employer for unfair dismissal

I don't think so. But if you have some sort of letter from the nearly new employer this will help. Luck.

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Employment Law

You are going to need documents that can help you in your business. There are a few key employment and Human Resource documents that you will need. On this site we offer documents like employment contracts, consultancy agreements, compromise agreements and employee handbooks. We also offer guides that will explain the documents and what they are used for. Before downloading you need to know what we offer in order to download the right forms. You will notice our quick and easy menu of documents. This menu will take you to an overview of the document, and a place to either buy now or gather more information.

There will be two sections of documents. One section will be of the employee contracts. There is not just one employee contract that can be used in a business. Instead there are more than eight.. The Permanent full time employee contract has 28 clauses that cover the information employees must provide to you and your business. You also have part time employee contracts, the company driver pack, director’s service agreement, apprentice, and temporary casual employee contract. Each of these employee contracts will contain the information you need to succeed in business employee relations.
Employment Law Made Easy provides necessary documents to ensure you are within the laws of employment by handing out the employment documents you need. There are laws when it comes to hiring, terminating, and promoting an employee. These laws have everything to do with fair employment practices. Some of the employment documents you may need include absence, discipline, grievance, maternity, and redundancy. Our site has these forms for you in a quick download option.

You can know more about it and can download readymade documents from here . There are also other documents that a landlord needs including inventory checklists and termination notices.

About the Author

employment law is a site where u can easily find a documents which are easily downloadable for private residential lettings.

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Didn't get paid for working.?

So this is going to sound a little silly and a lot naive. I am from the United States and studied abroad at a university in Kingston upon Thames. When school finished I had a lot of free time so I then decided to get a side job at a pub. I set up a student account with Barclays and forwarded my deposit information to my manager. I worked roughly 90 hours before I had something to leave to go back to the states for a family emergency. I gave a weeks notice before my departure but still hadn't received my first pay check. Assuming it would be deposited to the account in which I set up because I didn't know as much as a should have known about payment and employment laws in the UK. After returning to the states I wasn't able to open my account to check the funds available because of lost log in information. Long story short, I finally am able to access the account online and have come to find I was never compensated for the time spent working. What do I do?

Most employers in the UK do pay directly to bank accounts and if they have your bank details, it is reasonable to assume that they should pay directly to your bank.

I guess what you should know, based on what you have written above, is:

- They have to pay you for every hour that you worked, even if you hadn't given any notice at all, and they should also pay for any annual leave which you had accrued but not yet taken

- They are only obligated to pay you on their normal pay day, which may be some time after you finish depending on how often they pay (e.g. a company which pays monthly could potentially pay you your final pay about four weeks after you actually leave, if that is when pay day happens to fall). However, I would imagine a pub would be more likely to pay weekly so there shouldn't be such a long delay

- Depending on how payroll works in that particular organisation, it could be possible that you would not get paid in your first month at all (you then get paid twice in your second month). For example, in my organisation, pay day is the last day of the month. But the deadline for managers to submit information to payroll is the first of the month. So, if you happened to start work on 2 May, you would be too late to have your details added to payroll for payment at the end of May, and you would receive your first payment at the end of June, when you would be paid for both May and June

So, all of this explains why there could potentially be a delay, but you don't say exactly how long you have been waiting. If you think it has been an unreasonable amount of time, then I would suggest that your first step would be to contact the pub directly. Remember there could be a perfectly innocent explanation - maybe they just took your bank details down wrong!

The next step, if that fails, would be to contact ACAS (see link below), who are an organisation who can help employees if they have disputes with their employer. They may advise, though, that since you are not in the country, it is not feasible for you to proceed with the next step, which would be taking the employer to a tribunal.

If/when you finally do get paid, make sure you get your pay slips! You will be entitled to claim back any tax which you have paid if you don't plan to return to the UK during this tax year (which ends in March 2010).

Stumpy - why do you assume that she was working illegally? It is perfectly legal for university students who are here on a student visa to take on part-time work, regardless of their country of origin.

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A guide for businesses employing staff in Spain

There comes a time in the life of any business, perhaps at its inception, when the owners have to take on staff to deal with demand.  If your business is in Spain you will find that wage rates are still lower than in many European countries but also that the bureaucracy can be more burdensome and the risks greater because of a certain amount of inflexibility built into a system that strongly favours employee rights.

Basic information on Spain employment law

• Employees must have employment contracts from their first day of employment

• Pay and conditions are set by “Convenios Colectivos” in different sectors and regions e.g. hotel and catering trade workers in Granada province.

• There are a variety of contract types but essentially the choice is between offering a fixed term contract or a permanent contract.  Contracts can also be tiempo completo (full time being usually 40 hours) or parcial (part time).  In the latter case wages are scaled down according to a weekly number of hours stated in the contract.  There are some special contracts with government tax incentives to take on for example unemployed workers or women in sectors where they are underrepresented.

• Redundancy pay is payable once an employee has served a year and can be up to 3 ½ year’s salary (it goes up 45 days a year served, although this can be less on the incentivised contracts).

• The main problem with Spanish employment and why some employers break the law by hiring off the records is the high level of employer’s social security contributions and other non wage costs.  As a rule of thumb add on 40% to the basic wage for budgeting purposes.

• The employer is responsible for deducting Spanish social security contributions (approximately 6% of pay) and income tax, similar to UK PAYE, from the monthly wage or “nomina”.  A full analysis of the employee’s wages and deductions for the month must be presented to them and a signed copy kept by the employer.

• Other employee rights: normally 23 days a year holiday entitlement plus national and local fiestas (depends on the Convenio as employees in certain sectors expect to work holidays but are compensated elsewhere).  The employee can chose to have pay spread over 14 instead of 12 times a year with additional pay days in July and December.  Maternity leave is 4 months and there is other time off built in for marriage, deaths, births and moving house.  Sick pay is usually paid by the social security system.

Employment pitfalls in Spain

Black economy hiring

The obvious temptation is to keep some employees off the books but falling foul of the law can lead to heavy fines and the authorities are strict because they know abuse is widespread.  For example if you have an uncontracted worker helping you out during an unscheduled visit from government inspectors do not expect to be able to use an excuse even if it is a family member helping out.

Under-estimating employee rights

As we have seen the main effect of the heavy regulatory framework, the tax laws and the Covenios is to protect and promote the rights of the employee.  It is the employer that pays the price for this, parhaps not in terms of basic wages which are still lower than in many European countries, but in terms of non-wage costs and employee rights to severance pay and other benefits.  Possibly the biggest risk to a small business is taking on staff on the basis of a headline wage and not appreciating the additional burdens of being a Spanish employer, particularly when offering full time permanent contracts.

Timing of payments - cashflow implications

If you fail to understand and then budget for paying all associated employment costs at the right time, there is a real danger of cashflow difficulties or profits being eroded.  Salaries are paid monthly in arrears and national insurance a month later.  Income tax withheld from employees is payable at the end of each quarter which can be a nasty shock for the uninitiated.  As has been mentioned severance pay  can be substantial.

Reducing employment risk

Many businesses in Spain avoid some of the costs and burdens of employment law by going “black” and paying workers cash in hand.  This is of course risky as it is fairly easily detected by government agencies particularly if the “employee” has no contract whatsoever.  If an employer gives a part time contract to staff actually working full-time and then tops up the wages in cash this is harder to detect but still carries a risk.

Staying within the law you can reduce the risk of large unsustainable employee obligations by using temporary or "casual" contracts.  For example a new business with an unproven sales model might be unwise to offer all staff permanent full time employment contracts.  Spanish employers often start with a time-limited contract and switch to permanent when it is less risky to do so.  Note however that you cannot renew a temporary contract so “rolling” short term commitments to staff are not an option.  If your business is in any way seasonal then  “casual” contracts can be offered for part of the year (maximum 6 months out of any 12).

With regard to high social security costs it is important to plan cashflow properly but also look at ways of reducing national insurance contributions.  Ask your advisor about government incentives and subsidies.  For example there are trainee contracts available for young workers which dramatically reduce the national insurance payable.

For more Spanish business advice see the guide Starting a business in Spain.

About the Author

James Baker is a UK-qualified Chartered Accountant with over 20 years experience in London and Spain. He is Senior partner of Advoco, provider of Spanish law, tax, accounting & administrative services to the English-speaking community of Southern Spain.
Website: http://www.advoco.es

Dom's Law Degree Blog 3

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How much disciplinary investigation is necessary (UK Employment Law)

When considering whether to dismissal for misconduct, a question that often comes up is how much investigation should the employer carry out first? It's commonly known that under the ‘Burchell' test:

• the employer must establish that he believed the employee was guilty of misconduct;
• the employer must have had reasonable grounds for that belief;
• the employer must have carried out as much investigation into the matter as was reasonable in all the circumstances.

In the recent Court of Appeal case of Salford NHS Trust v Roldan, Ms Roldan was a staff nurse, when a colleague complained that she had ill-treated a colleague, discarding cleaning wipes on a patients face and slapping his hand. She was suspended, and informed that serious complaints had been made. In the investigation the colleague was interviewed, as was Ms Roldan and her supervisor. The complainant's recollection was precise and consistent, but Ms Roldan's recollection was inconsistent and vague. Ms Roldan was dismissed following a disciplinary hearing, who then appealed saying amongst other things that the wipes had gone in the patients face by accident, but that the patient had assaulted her.

The appeal took the form of a re-hearing with all the witnesses giving evidence again. The appeal was rejected. The consequences for the appellant were very significant; not only did she lose her job, but in addition she lost her work permit and the right to remain in the United Kingdom, as well as being the subject of a criminal investigation by the police for which she was prosecuted but acquitted.

One of the grounds of appeal was whether the investigation was adequate.  On the facts, the Court of Appeal considered that further investigation should have been carried out:

• The more serious the consequences of dismissal for the employee, the more careful an investigation is required. In this case, a more careful investigation was needed because the consequence of dismissal was that Ms Roldan could be deported; ‘This is particularly so given that here was a woman who had given service to the employers over 4 years, apparently without complaint, and there was a real risk that her career would be blighted by this dismissal. It would certainly lead to her deportation and destroy her opportunity for building a career in this country'. More could have been done to check the allegations made.
• An employer faced with a conflict of evidence between two witnesses is not obliged to believe one employee and to disbelieve the other. If it is unable to resolve the conflict, it is perfectly proper to give the alleged wrongdoer the benefit of the doubt.

At first reading, the Trust's investigation and complete re-hearing at appeal seemed quite thorough. However employers would be wise to consider the full consequences of a disciplinary dismissal, and investigate as exhaustively as possible if deportation, prosecution or being placed on a barred list might follow. If in doubt, take legal advice, as not doing so could prove to be expensive!

About the Author

James Carmody is lawyer advising on UK employment law in Central London EC1 http://www.reculversolicitors.co.uk/ 0207 324 6271

Getting Fair Legal Advice - a video from Unbiased.co.uk

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What is Commercial Law?

Commercial Law is the name given to any legal issues around the area of business and commerce. Commercial Law is made up of many different areas.

CONTRACTS

Contracts are legally binding agreements, usually in the form of a document. Contrary to popular belief though, verbal agreements are also legally binding. Contract can be agreements with clients or customers, such as what work will be done, how and when. In a retailer, when an item is sold to a customer that automatically becomes a contract of sorts. The customer has certain rights, such as the right to a refund if the item is faulty.

Another area where contract are important, are employment contracts. Employment contracts dictate an employees’ salary, working hours, holiday entitlement and working conditions. The employer then has to abide by these agreements.

TAX

It is important that businesses pay the right amount of tax, or they will be held legally accountable. Solicitors can advice business on the areas where tax can be saved, and which tax breaks they are entitled to. For example charities are often entitled to certain tax reliefs.

EMPLOYMENT LAW

Employment Law regulates the legal rights of workers. Businesses have to make sure employees are paid correctly. This is even more important since the advent of the minimum wage in 2000. Employment Law also protects against discrimination; businesses are not allowed to discriminate in any situation, including during the recruitment stage. This area of commercial law also dictates the legal holiday entitlement and the maximum working hours allowed.

MERGERS & TAKEOVERS

There are a number of legal issues to consider when a business takeover or a merger between two or more businesses takes place. Commercial Solicitors London are required to make sure everything is as the law dictates. Contracts must be sorted out to state the conditions of the takeover. This can include how the role of employees may change, any agreement as to the direction the company will take, and of course the financial agreements. Agreements as to when payments should be made, and whether it is in instalments or a lump sum are covered here. The company which is being taken over may demand certain conditions of the sale.

HEALTH & SAFETY

This is an area that has become increasingly important in recent years. This area of law covers the health and safety of employees and customers. Areas of operation must have potential dangers clearly marked and steps must be taken to prevent accidents where possible. Companies can be help responsible if accidents occur.

FINANCE

Finally, finance is an area that is relevant across business. Relationships between businesses and banks can be crucial to the financing of businesses so it is an important consideration. Finance overlaps with many other areas of commercial law, such as employment, tax and contracts.

Andrew Marshall ©

About the Author

Commercial Solicitors London

London Law firm

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Employers Get a Role in Immigration Control

Employers Get A Role In Immigration Control

Sean Kehoe, Senior Partner at personal injury law firm Advance Legal, has said:

"The problem of illegal migrant workers has pre-occupied ministers over the last few years and the result is a raft of new measures that could increase costs for employers and present some difficult legal dilemmas.

New penalties for employing illegal workers came into force on 29 February 2008. Employers could face a two-year jail term or a fine of up to £10,000 for each illegal worker they hire.

February 29 also saw the introduction of the new Australian style points based immigration system in which foreign workers from outside the EU will be categorised depending on their skills and qualifications.

Foreign workers wishing to work in Britain will be placed in five groups with highly skilled workers in Tier 1 and those with lower qualifications in tiers 2 and 3. Students and temporary workers will be in tiers 4 and 5. Applicants will need to achieve a certain number of points depending of their skills and suitability before they will be given clearance to remain in the UK.

Employers wishing to hire workers in certain tiers will need to have a sponsor licence. The fees are still being set but it’s proposed they should be between £300 and £1000 depending on the size of the firm. Sponsoring firms will then be expected to inform the Border and Immigration Agency if the sponsored employee fails to turn up for the first day of work or terminates his contract.

The agency says it will take compliance seriously and will be prepared to make robust checks on job roles, qualifications and salary. Breaches of the rules could lead to firms being prevented from employing migrant workers.

Even firms that don’t employ or intend to employ migrant workers are likely to be affected by the Government clampdown on illegal workers. The prospect of a jail term or a £10,000 fine for each illegal worker employed means firms need to be careful when taking on staff.

The present law provides employers with a statutory defence against hiring illegal workers if they check and record certain specified documents belonging to potential employees.

This will continue under the new system. However, if employers wish to retain the defence they will be required to undertake repeat document checks at least once a year for employees who have limited leave to enter or remain in the United Kingdom. As is currently the case, the defence will not apply where an employer knows that they are employing an illegal migrant worker.

The problem here is that in making such checks employers could leave themselves open to allegations of racial discrimination.

The Government recognises the dilemma and so the Border and Immigration Agency has offered the following advice:

"It must not be assumed that someone from an ethnic minority is an immigrant, or that someone born abroad is not entitled to work in the United Kingdom."

"Employers who refuse to consider anyone who looks or sounds foreign are likely to be unlawfully discriminating on racial grounds. If document checks are carried out only for prospective employees who by their appearance or accent seem not to be British, this too may constitute unlawful racial discrimination."

"Where complaints of racial discrimination are upheld by a Tribunal, employers can be ordered to pay compensation for which there is no upper limit. Employers have a legal duty under current race relations legislation to avoid unlawfully discriminating on racial grounds and are therefore advised to undertake document checks on every prospective employee. The best way for employers to make sure that they do not discriminate is to treat all job applicants in the same way at each stage of their recruitment process."

Employers could be forgiven for thinking they face a legal minefield whichever way they turn but with the potential penalties so high it is vital that correct procedures are followed."

About the Author

Advance Legal specialise in all kinds of employment and personal injury claims. Because they are qualified solicitors you can relax in the knowledge that you have a specialist law firm acting for you

ARK Schools, Academies and eugenics. The John Adam St Gang.

Anyone with employment law knowledge please....?

I have asked a similar question yesterday but now have all the facts from my friend.
"I worked for a small company in A/C Engineering which was taken over 2 years ago. At the time of the takeover our employment contracts were honoured fully under an employment protection act. I believe this was a TUPE Agreement.
My employer now 2 years later has told us our present contract has now expired under TUPE and we need to sign new contracts.
My original contract is a permanent contract.
The new contract we have been issued reduces holiday from 25 days to 20 days, reduce sick pay from 6months full pay to 10 days SSP only, reduces overtime to basic rate of pay.
Do i have to agree to this kind of contract change?"

If your old contract says that it is a permanent contract then you need to get a group of you together and consult a litigation attorney. But, even at that companies can change there policies....But, if it was supposed to be permanent you can fight it and win. If they agreed onit before taking the company over they have to stand by it. good luck

Ask the Attorney: Employment Law

employment law?

I was given a promotion over a year ago, but was never given a new contract/salary to match it. Now the position is being advertised, as the title (but not the job description) has changed and it was not originally advertised, and I have to reapply. What are my rights if it is given to someone else?

none at all unless you have a contract signed that states your terms of service. You should have asked for the salary increase when you got the promotion. Since you have been acting in that position for the past year and the company is looking for someone to fill it now and has not offered the position to you officially you should ask your supervisor why and tell him that you want the position. There is some reason they are looking for another person they might be requiring 2 people instead of just you or they may be changing your job responsibilities they may have given you the position as a temporary job until they could get a more qualified person to fill it. either way if they do hire someone else you have no legal right to the job and there is nothing you can do .

Contract Law - Conditions Part 1 of 2 from the movie Gung Ho

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Industrial Disease Claims Advice Uk

Legal Claim UK is a national network of specialist personal injury solicitors. Our lawyers are all members the Law Society panel of personal injury experts¹ and will deal with industrial disease claims using the no win no fee scheme. Compensation is paid in full and win or lose there is no charge. We can assist our clients in respect of all types of industrial disease claims, and these include:-

asbestos related conditions

vibration white finger (VWF)

industrial deafness

skin conditions

occupational lung disease

miners illnesses

repetitive strain injury (RSI)

work induced stress

noxious substance poisoning

The health and safety of employees working for British firms is protected by laws passed by both the UK Parliament and also by the European Union which clearly outline the standards which employers should attain to ensure safety within the workplace. In general terms in order to claim compensation it is usually necessary to prove 'negligence' which means it must be shown that the employer did not act with reasonable care however in occupation damages cases an employer will often be held to be 'strictly liable' without the necessity to prove negligence. All employers must be insured and must display an Employer's Liability Insurance Certificate. It is extremely difficult for an employer to escape being liable if an employee is injured during the course of his employment. Our personal injury experts deal with a wide range of occupational claims arising both in industrial situations and in an office environment. Employers must act within the law and so far as is reasonably possible provide a risk free work environment with the following basic essentials:

capable and safety conscious employees

appropriate equipment and training

a safe place to work

The Limitation Act 1980 determines the time limits for taking legal action in the UK. In general terms, subject to a number of exceptions it is usually necessary to either settle a claim or issue proceedings within three years of the injury however in the case an industrial disease claim there may be a long period between exposure to the dangerous practice or noxious substance and the effects being noticed by the sufferer. In these cases the three year time period does not, in general, start running until the illness was either discovered or should with reasonable diligence have been discovered. As would be expected these time limits and the definitions of them frequently give rise to litigation in the courts particularly by insurers attempting to evade liability by showing that the time limit for taking action has expired. It is therefore of paramount importance that legal advice is sought as soon as there is any suspicion of an occupational illness. A delay of just one day is, in many circumstances, enough to preclude a claim with the opportunity of recovering damages being lost forever.

Damages that can be recovered in these cases usually follow the general rules for compensation and are divided into two categories being 'special damages' which represents compensation for items that can be calculated accurately and 'general damages' which represents compensation for items that cannot be calculated with precision and must be assessed.

General Damages:

opain and suffering

oloss of lifestyle

oloss of future job opportunities

Special Damages:

oloss of past wages

oloss of future wages

omedical treatment and equipment

oloss of pension

ocost of free assistance

odependents claim

ogeneral expenses

olegal expenses

The Health and Safety at Work Act 1974 is the main legislation used to protect employees from harm and requires employers is to carry out a risk assessment and to record any significant findings and thereafter to take appropriate action to implement the health and safety measures identified as necessary by the risk assessment. In addition there is a host of minor legislation that applies in particular circumstances most prominent of which includes ;

Personal Protective Equipment (PPE) Regulations 1992:

Protective clothing and equipment.

Management of Health and Safety at Work Regulations 1999:

Risk assessments and implementation of protective measures.

Health and Safety (Display Screen Equipment) Regulations 1992:

VDUsafety regulations.

Provision and Use of Work Equipment Regulations (PUWER) 1998:

Equipment and machinery safety.

Manual Handling Operations Regulations 1992:

Physical movement of workplace objects.

Health and Safety (First Aid) Regulations 1981:

First aid regulations.

The Health and Safety Information for Employees Regulations 1989:

Posters must be displayed in the workplace about health and safety.

Noise at Work Regulations 1989:

Protection from industrial deafness.

Control of Substances Hazardous to Health Regulations 1999 (COSHH);

Noxious substances regulations.

Workplace (Health, Safety and Welfare) Regulations 1992:

Maintenance and condition of the workplace environment.

Chemicals (Hazard Information and Packaging for Supply) Regulations (CHIP 2) 1994;

Classification of dangerous chemicals.

Construction (Design and Management) Regulations 1994:

Regulates systems of work on construction sites.

Gas Safety (Installation and Use) Regulations 1998:

Installation and maintenance rules.

If you have discovered your illness within the last three years and would like free advice on industrial disease claims you should contact us. You will receive a complete professional service from lawyers who specialise in claiming compensation for occupational personal injury.

About the Author

Ankit is a well know author who writes for www.legal-claim.co.uk

Employment advice in BSL

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where can i get free advice on employment law in the uk?

I recently started a new job in an off licence and last night the manageress left me alone in the store with no buzzer working or keys to lock the doors for my own safety even though I was expected to close the shop. I don't believe this is right as it meant that I was unprotected. Can someone tell me if this is allowed of even legal

http://www.direct.gov.uk/en/Employment/HealthAndSafetyAtWork/DG_4016686

HR-inform - Policies and documents

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What are the limits teenagers have in law enforcement employment?

I had a friend that was 14 years old at the time and he said he was illegally a police officer. I had my doubts about this from the beginning.....but he kept insisting it was true and he provided me with so much info about it that I felt compelled to believe him.

Did you ever hear the expression " Pulling your leg" ? That is what happened. Teen agers sometimes have a tendancy to exaggerate -- just a bit. If you are interested in Law Enforcement I suggest you learn to spell correctly, do a lot of studying so you can pass a verbal and written exam, in get yourself in excellent physical condition .

Teens Talk Back Furhan Mustafa on the Connexions career and advice service

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question to all UK law graduates working abroad?

Hi there Im hopefully going on to study law at university Ive sent off my UCAS this year and expect to start hearing replies from universities soon however my question is to those doing law. I think law sounds like a really interesting course at uni however I am not too keen on becoming a solicitor or barrister in the UK I want to know what employment possibilities their are outside the uk maybe in america or the middle east or something, things like financial jobs or property law etc. Will I need to take extra study abroad? Will it be just as easy as applying to get a training contract with a uk based firm?

I'm not sure why the first poster thinks the potential is great in the US because we have too many attorneys in the US.

Each state in the US has different criteria for foreign-educated attorneys so you will have to determine where in the US - which state - you want to practice in. Once you do, you can find the admission requirements either with the state bar association or the state's board of law examiners (BOLE).

You may need to study extra in various states (possibly get a LLM in the state before you are eligible to take the bar exam) so it really depends again, on the state you want to work in.

There are a lot of law firms which have offices in the UK. If you are lucky and get a job at the UK firm, you can probably transfer to an office in the states.

Speech by Mr J. LAWRENCE TAMPU-EYA, PhD - Chair of African Forum & CARA (Charity Reg. No. 1135610)

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Career in Law for a Postgrad? Advice needed!!?

I'm in the UK and have a 2:1 degree in Ancient and Medieval History which hasn't helped me get a job. Since graduating I've worked in office and callcentre jobs and I'm currently at home with my 8 month old baby.

It would take you several years to qualify as a barrister or solicitor. http://www.ukcle.ac.uk/directory/england/index.html
You could apply to be a lay magistrate here and now. http://www.dca.gov.uk/magistrates/index.htm It's no good setting your sights on being a District Judge (what we used to call a Stipendiary Magistrate), as that is a very long process involving a successful career in the magisterial service. You perhaps don't realise now how very much of your time and energy children continue to take. If they are taken ill at school, it is always the mother who is sent for -- however inconvenient -- not the father, who might be in a better position to get away from work. It's also very hard to study with small children around. Why not apply to be a magistrate and see where it takes you? You will make all kinds of contacts and get all sorts of ideas about where your talents could be best used.

Employment law overview

employment law uk regarding pregnancy?

i have been working approx a year and a half in my job. Its a fairly energetic position which requires me to be on my feet for approx 4 hours of the day. However, im now pregnant and my boss says that because i am unable to do my job they have to let me go. Can they do this? There is no other position they can put me in and therefore i am now unemployed. doesnt seem fair

Hey, they can't sack you for being pregnant, they must either suspend you on full pay or offer you a job where you won't be on your feet for 4 hours a day. I found this on the government website:

"When you tell your employer that you are pregnant your employer should review their risk assessment for your specific work and identify any changes that are necessary to protect you and your unborn baby's health. Your employer should involve you in the process and continue to review the assessment as your pregnancy progresses to see if any adjustments are necessary.

These risks might be caused by:

* lifting or carrying heavy loads
* standing or sitting for long periods
* exposure to toxic substances
* long working hours

Your employer must then either remove the risk or remove you from being exposed to it (for example, by offering you suitable alternative work). If neither of these is possible, your employer should suspend you from work on full pay."

Mark Rogerson interviewing Roselyn Knight

Where can I easily find UK Employment Law Cases?

I am looking for some examples of employment law cases on the following subjects, and wondered if anyone can point me in the right direction.
•Gender Reassignment
•Civil partners
•3rd party harassment
•Post employment discrimination

1st of all try the library and order the big books on Employment Law.
2nd Try pasting this into your browser
http://www.employmentappeals.gov.uk/public/search.aspx
and enter the topic in the bottom.
If the paste does not work then enter www.employmentappeals.gov.uk and search for judgements.

Employment Law Legal Services - Simpson Millar Solicitors

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Jobs in UK provide Immense Career Opportunities

UK is well known for providing large scale employment to people who come from different countries. In order to get jobs in UK one first needs to fulfill the prescribed employment criterion's of the country. According to the employment laws in UK before one is employed in any job in UK identification checks are followed through the process of references and collection of background information.

Employment Laws in UK:

Later one is handed out the contract of employment if one is recruited on temporary basis. Before one takes a job in UK its important to note down the working hour time limits of the company you have been employed. Normally, an employee in UK cannot work more than 48 hours a week. If you are looking for part time jobs in UK you have wide plethora of choices to choose from as there are numerous home based jobs offering lucrative compensation packages. UK Internet jobs has helped in generating good revenue for the country.

Now a days more and more people especially women are looking forward to make a good career through home based online jobs in UK. Furthermore, those who are ambitious and have enterprising skills can opt for Internet business sitting at home. Such business are gaining good prominence across UK as they offer good earning opportunities. The major factors which contributed to the rise of home oriented jobs in UK are affordability of computers and invention of cyberspace.

Educational Institutes in UK:

Since the country also houses some of the best colleges and universities of the world, the development of technical education has led to creation of better UK jobs in various cities of the country. Those students who are coming from other countries have to sit for TOEFL as nearly 135 universities across UK offer admission programs through this test. Even top educational institutes like-- University of Cambridge, Imperial College London and the London School of Economics too offer admission program through screening tests.

Many of the best companies in UK like Beaverbrooks the Jewellers, Edward Jones, Denplan, Napp Pharmaceutical Holdings, Rackspace Hosting, London & Quadrant Housing Trust, Richmond Group, Bourne Leisure,Morgan Stanley, Sytner Group, British Gas and Atkins to name a few recruits from these companies. Hence, these universities have been instrumental in boosting the growth of jobs in UK.

When compared to the rest of the cities in UK, the number of jobs in London are on rise. Home to some of the biggest financial institutions, banks and manufacturing centers makes it the preferred choice for employment seekers. From wide jobs in management to construction, Information Technology to marketing there's immense scope for career growth in UK. Moreover, the varied online job portals help you to get good jobs in London which not only suits your job profile but also provides you with attractive pay package.

Those who want to make a career in health care industry, nursing jobs in UK provides the right ambiance especially in public sector hospitals. Jobs are offered in the field of Health & Safety Advisor,Public Health Consultant,Registered General Nurse,Health Information Manager. Over the years, the city of Birmingham houses some of the best industries of the country. Birmingham jobs are actually confined to variety of manufacture oriented jobs. People are recruited in varied job positions as Production Manager, Refurbishment Technician, Security Sales Engineer, Field Service Engineer, Design Engineer, Production Controller to name a few.

About the Author

Prem is an associate editor for the website www.naukrihub.com It is committed to providing visitors with complete information on latest jobs in India, job Market in India, Europe, UK, jobs in London, Delhi job fairs, Part time jobs in UK, America and all over the World.

Employment rights

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HR: The Importance of Keeping up-to-Date with UK Employment Law

UK employment law is ever-changing and it is a full time job just keeping up with the latest legislation. Everything from working hours, holiday entitlement, health and safety in the workplace to equality and diversity issues are all covered by employment law and that‘s why it is so important for both workers and employers to know their rights and obligations.

Issues such as the national minimum wage, employment contracts and conditions and business transfers and takeovers (TUPE) rights are all very important pieces of legislation for companies that employ one or more people. Large corporations tend to employ HR specialists to ensure that they are up to date with the latest rules and regulations. However, smaller organisations including SMEs are also required to stay within the law and for them it may be more difficult to stay alert to the latest changes due to time and resource constraints.

If that is the case they should enlist the help of government funded agencies such as Business Link, or independent organisations such as ACAS to alert them to any relevant changes in legislation; after all ignorance is no defence when it comes to the law.

In addition to employment Acts there are also Codes of Practice approved by Parliament, such as time off work for trade union duties that also impact on employers. So, knowing what you can and can’t do as an employer and your legal obligations to your workers is vitally important if you are to provide a legal and safe working environment. Most responsible employers adhere to employment law and understand its importance, although some do not and they end up being prosecuted.

The penalties for not adhering to relevant legislation vary according the offence. In the most extreme cases, such as cases involving the death of employees in the workplace, penalties can be severe and may include custodial sentences as well as heavy fines for company directors and other employees. However, other offences are dealt with less harshly. For example, under the Employment Act 2008 a company failing to pay its workers the national minimum wage is liable to a fine of 50% of the total underpayment, with the minimum fine set at £100 rising to a maximum of £5,000 in addition to paying the shortfall to their workers as arrears. Early payment reduces the fine by 50%.

But, if you are a company director the best way to ensure that you stay on the right side of the law is to keep up with the latest employment legislation. How you do that is down to you. There are plenty of organisations that offer the latest advice, so there is no excuse!

About the Author

Adam Singleton writes for a digital marketing agency. This article has been commissioned by a client of said agency. This article is not designed to promote, but should be considered professional content.

Small Businesses Urged to Brush Up on Employment Law

Owners and managers of small businesses in the UK are being urged to ensure they understand what they may and may not legally ask a candidate during the recruitment process and how to stay on the right side of employment law.

Consumer group 'Which?' has published a new handbook advising potential job applicants on the kinds of questions now considered discriminatory and on their rights when it comes to answering such questions. Recruiters in smaller firms, which may not have in-house human resources departments, therefore need to familiarise themselves with current legislation to keep on the right side of the law when interviewing job applicants.

Employment law has changed significantly in recent years and questions that may have been put to candidates in the past are now against the law, according to the group. Asking someone their marital status, their sexuality and their political and religious views is among the recruitment "no-go" areas, the organisation said. Discriminating against applicants on the basis of their responses could result in a fine for the company in question, something that could potentially prove disastrous for small businesses. Victoria Winkler from the Chartered Institute of Personnel and Development (CIPD) said that not only is it vital to adhere to the law, accessing a diverse range of people from the workforce can have a "positive impact" on the business.

The issue of age discrimination is something that employers must also be aware of since the Employment Equality (Age) Regulations 2006 came into force in October 2006, which makes it unlawful to discriminate against someone on the grounds of their age - whatever that may be. This means that firms cannot compel an applicant to supply their date of birth or ask for their age during an interview. As well as recruitment, the legislation applies to other work-related situations such as professional associations and occupational pension schemes.

Since April 2003, employers must also be aware of their responsibility regarding requests to work flexibly. Under the law, firms must consider seriously facilitating flexible working for staff with children under six years old, or disabled children under 18. Legal secretary Sharon Coleman recently made headlines for taking her former employer to court for constructive dismissal after she claimed the firm refused to let her work flexible hours in order to take care of her disabled son. The European Court of Justice's advocate general said that discrimination at work legislation does encompass people 'associated' with a disabled person and the case will now be considered by judges.

A report from the Department for Business Enterprise & Regulatory Reform claimed recently, however, that UK companies have on the whole embraced the legislation, with 92 per cent of business saying they would consider requests about changing working patterns from any of their employees. The other eight per cent - especially small businesses - are advised to do so.

Disclaimer:

This article has been written for information and interest purposes only. The information contained within this article is the opinion of the author only, and should not be construed as advice or used to make financial decisions. Expert financial advice should always be sought and any links contained within this article are included for information purposes only.

About the Author

Victoria Cochrane is a freelance writer for both online and print media. She lives with her husband and son, and enjoys travelling when not writing.

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UK Immigration Services for a Hassle Free Relocation!

Are you considering relocating to the UK? Great choice! You can make your move smoother and hassle free by using a UK Immigration Services company to facilitate immigration and visa services as well as tax services. Obtaining your travel visa whether you are coming to the UK or visiting elsewhere from the UK can be handled smoothly, making your vacation more enjoyable. 

Obtaining your visa is not a simple process with all the changes being made to the UK immigration system in our post-9/11 era. Making a mistake may have long-term consequences. It’s important to find a UK immigration service company who utilize trained professionals who complete up-to-date training in order to keep up with the ever-changing laws. 

There are many types of visas and finding a company that can handle them all is important:

1. Visitors
2. Students
3. Dependent of Work Permit holders,
4. Ancestral and Dependent Visas,
5. Spouse,
6. Certificate of Approval,
7. Fiancé and Unmarried Partner Visas,
8. Civil Partnership Agreement,
9. EEA Family visas,
10. Worker registration and Dependants,
11. Indefinite Leave to Remain (Residency).

Understanding all of the available visas will ensure that you are advised on the best visa for your situation.

Thinking of extending your stay?

The Tier 1 (General) category forms part of the new Australian styled Points Base System introduced into the UK Immigration system and replaced the HSMP from 29 June 2008. If you are in the UK under the HSMP programme, you will need to change to the Tier 1 category if you wish to extend your stay. A UK immigration service company can help you make the appropriate changes when the time comes.

Some of the considerations to claim points are as follows:

1. Qualifications
2. Past Earnings
3. Age Assessment
4. UK Experience (work or study)
5. Mandatory English language requirement
6. Mandatory Maintenance requirement

Work Permits or Travel Visas

There are numerous work permits to choose: Ordinary, Business and Commercial, Intra-Company Transfer, Change of Employment, Switch & Business and Commercial Extension Applications. Understanding the changes of the new Tier 2 category that replaced the older work permit schemes can help you decide which work permit is best for you.

Need a travel visa? Avoid the hassle of waiting in a queue all day and wasting a day of work. A UK immigration service can help you obtain the proper travel visa to help you enjoy hassle-free holidays. 

Other Services

Other services that UK immigration services such as The Smooth Group can handle for you are: 

1. Job hunting
2. Securing your NI number (National Insurance Number akin to SSN in the United States)
3. Help you maximize your earning potential through recruitment companies and umbrella companies
4. Opening a bank account

Would you like to make your life smoother and find out more about UK Immigration Service?

About the Author

Emma Sutton provided the information on UK Immigration Services .
Check here for more comprehensive details on UK Immigration Services.

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