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Results: 1-10 of 115

Network interference - a legal guide to the commercial risks and rewards of the social media phenomenon
  • Reed Smith LLP
  • European Union, Global, United Kingdom, USA
  • April 22 2014

Social media is a revolution in the way in which corporations communicate with consumers. This White Paper will help you to maximise the huge


Workers required to request holiday whilst on sick leave in order to qualify for holiday pay
  • Reed Smith LLP
  • United Kingdom
  • November 10 2011

The Employment Appeal Tribunal (EAT) has provided important clarification on the annual leave entitlement under the Working Time Regulations 1998 (WTR) of workers (including employees) who are off work on long-term sick leave


New EEOC rules require U.S. employers to revise procedures for acquiring and using medical information
  • Reed Smith LLP
  • USA
  • December 16 2010

On January 10, 2011, employers will become subject to new regulations issued by the US Equal Employment Opportunity Commission ("EEOC") that interpret the Genetic Information Nondiscrimination Act of 2008 ("GINA"


What Ebola means for employers worldwide
  • Reed Smith LLP
  • United Kingdom
  • October 17 2014

As more terrible news of the on-going Ebola epidemic continues to reach us each day, and with the disease showing no sign of slowing, employers


Disciplinary action and suspension for misconduct: guidance from UK Court of Appeal
  • Reed Smith LLP
  • United Kingdom
  • March 19 2012

The Court of Appeal decision in Crawford and another v Suffolk Mental Health Partnership NHS Trust 2012 EWCA Civ 138 provides guidance as to the procedural standards required in misconduct cases in which dismissal is likely to impact on the employee's ability to pursue hisher chosen career


TUPE and constructive dismissal
  • Reed Smith LLP
  • United Kingdom
  • August 25 2009

In an important decision concerning TUPE transfers, the Employment Appeal Tribunal (EAT) has given guidance in the case of Tapere v South London & Maudsley NHS Trust on, first, the interpretation of mobility clauses in the context of a TUPE transfer and, secondly, on Reg 4(9) TUPE, which allows a transferred employee to treat themselves as dismissed if a relevant transfer involves a substantial change in working conditions which is to the employee’s material detriment


UK update - type 2 diabetes controlled by diet is not automatically a disability
  • Reed Smith LLP
  • United Kingdom
  • March 26 2015

In Metroline Travel v Stoute, the Employment Appeal Tribunal ("EAT") decided that employees with type 2 diabetes controlled by diet (rather than


Off label use does not establish a false claim
  • Reed Smith LLP
  • USA
  • April 23 2014

Part of what makes holidays special is telling and listening to the same stories over and over. The things in the stories that dazzled us when we


'New' mental disorders to spark increased ADA accommodation requests
  • Reed Smith LLP
  • USA
  • June 3 2013

The latest edition of the Diagnostic and Statistical Manual of Mental Disorders (DSM-5) hit the shelves of doctors’ offices and has created


Wellness programs and biometric screening: lessons from recent EEOC attacks
  • Reed Smith LLP
  • USA
  • November 11 2014

For employers, a healthy workforce can mean improved productivity, lower absence rates, and a reduction in health insurance costs. In an effort to