Many will recall that former City Link workers were successful
in proving that City Link failed in its statutory duty to consult
with them about impending redundancies. The Employment Tribunal
(ET) has now ordered that those employees should receive maximum
protective awards of 90 days' pay per employee.
In November 2015, there was a failed attempt by BIS to prosecute
the three ex-directors of City Link under section 194 of the Trade
Union and Labour Relations (Consolidation) Act 1992. BIS brought
the prosecution based on an allegation that City Link had failed to
give enough notice for redundancy plans. City Link went into
administration on 24 December 2014. Over 2,000 employees lost jobs.
BIS said the directors must reasonably have been aware that
redundancies were unavoidable on 22 December 2014. However, City
Link did not provide notice to the Secretary of State then. The
administrator lodged the notice on 26 December 2014. The
prosecution was not successful due to a finding that City Link did
not form a redundancy proposal on 22 December 2014. At that time
there was every hope of saving the company and its workforce, by
placing the company into administration.
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The seminar will take place on 31 March 2017. It aims to provide German companies with an overview of the latest developments in relation to insurance coverage, banking transactions and legal aspects of doing business with Iran.
The employment landscape is one that is constantly shifting. Employers who fail to keep up with the changes do so at their peril.
We are pleased to invite you to this seminar, designed to help in-house counsel and HR practitioners get to grips with key recent and forthcoming developments in employment, pensions and immigration law and practice and what they mean for your workforce.
In SSE Generation Limited v Hochtief Solutions AG and another decided on 21st December 2016, the Court of Session in Scotland considered a contractor's potential design liability under the NEC Form of Contract.
Case law concerning the Agency Worker Regulations remains limited. We recently advised a recruitment business involved in a dispute with a "temp" and a hirer regarding who was liable for an alleged breach of AWR Regulation 5.
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