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The key changes proposed in the current draft of the Equality Bill are: extension of the equality duty on public bodies the existing equality duty compels public bodies, in delivering public services, to promote equality in terms of race, disability and gender
Not the main dispute between the Royal Mail and trade unions but an interesting sideshow nevertheless and another victory for the employer: the Court of Appeal has upheld the EAT's decision in Royal Mail Group Ltd v Communication Workers Union, that an employer which genuinely but mistakenly believes that employees will not transfer under TUPE will not automatically be in breach of the requirement under TUPE to inform and consult for providing what turns out to be incorrect information
Following on from the consultation in June this year on the Government's proposals to implement the Temporary Agency Workers Directive, the Government has launched a second consultation, this time on draft regulations to implement the Directive
Employers are reminded that, under the FSA remuneration code of practice, the transitional arrangements for amending contracts that can be changed unilaterally end on 31 March 2010
The DDA provides that an employer is not required to make reasonable adjustments to a provision, criterion or practice (PCP) where the employer does not know, and could not reasonably be expected to know, that the person is disabled and likely to be placed at a disadvantage in relation to the PCP
The High Court has held that employers cannot refuse to pay a discretionary bonus by relying on previous practice or alleged City or industry custom (Rutherford v Seymour Pierce Limited
HM Treasury has now published the Financial Services Bill which, if enacted, will give the Treasury power to make Regulations concerning the disclosure of remuneration and will require the FSA to require regulated companies to have remuneration policies that are consistent with effective risk management and international standards, including those adopted by the G20
