Selecting employees for redundancy is a difficult process, often an exercise in removing part of the workforce so that the whole may continue to work and hopefully grow once again. In seeking to make the unpleasant choices there should naturally be a degree of objectivity in the selection methods used. Often this is done via a matrix of key attributes (such as absences, sales records etc.) where candidates for redundancy are ‘scored’ against colleagues also up for selection.
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Here you will find all the latest news from the SCE team. In this section we will feature news about what we have been up to, recent mentions in the press, information about the work we do in the community and lots more.
Monthly Archive April 2013
21
Apr‘Lawyers for your Business’ Membership
We are pleased to announce that we are a member of the Law Society ‘Lawyers for your Business’scheme. This means that we offer local businesses a FREE 30 minuteinitial consultation with a solicitor from our employment team.
Read MoreObesity disability discrimination: cause or effect?
With recent Government statistics claiming that 60% of the UK’s adult population are overweight or obese, it is more important than ever for employers to understand the relationship between this condition and their obligations under disability discrimination law.
In the recent Employment Appeals Tribunal (EAT) case of Walker v Sita Information Networking Computing Ltd the EAT determined that it was the effect and not the cause of the obesity condition that should be considered when assessing whether or not a claimant is disabled for the purpose of bringing a claim under disability legislation.
Read MoreFacebook comments several weeks apart can amount to a continuing act!
Facebook is a social media forum which has over a billion members; therefore the odds of employees nothaving an account are slim. Hence over the last couple of years we have seen a rise in allegations of discrimination arising from comments made on Facebook (as well as other social media forums).
The general time limit for bringing a discrimination complaint to the employment tribunal is three months from the date of the last discriminatory act. However for the purposes of discrimination when do social media comments amount to being a continuing act?
Read MoreThe April spring clean
Once again it is April and with this comes the employment law equivalent of ‘spring cleaning’. The April 2013 ‘spring clean’ brings about the following changes:
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