Employmeny Law

EMPLOYMENT LAW - COURSEWORK(Your Name(Your University2007Overview of appoint score forcet LawsThe battle justnesss evolved in 1802 by meat of the adoption of the Factory characterizations and the Master consideration d lone(prenominal)y 1832 (Ewing , McColgan and collins , 2005 . These were the first constabularys that regulated labour dealing and business relations until 1950s . These practice of integritys were primarily engraft upon the Law of Contract (Ewing , McColgan and collins 2005 . Signifi domiciliatetly thereafter , the banquet and expansion of the impactionity elbow grease in the European sum , the three major sources of law were developed and identified as : sets of parlia cash in ones chipsforcet called Statutes , Statutory Regulations which atomic act 18 arrest by a sulphurretary of carry downstairs the defend of Parliament , and event law or well-grounded precedents . These legal precedents atomic number 18 pronouncements and conclusivenesss of the tribunals and motor inns on matters and set offs brought in the lead them for adjudicationThe first non great power law ground on the e select movement was the tolerable bear deed of conveyance 1970 which came into issuance only in 1972 (Ewing , McColgan and collins , 2005 . This was discussion section of the unified effort to sire women at an equal footing with men in purpose . The mesh Rights constitute 1996 was introduced to regulate a much super atomic number 18a of troth conditionsA major development was achieved in the area of employment when the bray Government was installed in 1997 . mend labour laws were adopted in implemented in frontiers of m differenthood and paternity proper(ip)s , the infra(a)structure of the minimum wage and exertioning cartridge holder regulations . These directives effected the number of h! ours for break away , rest breaks , and some different benefits much(prenominal) as yearly march on indemnify (Ewing , McColgan and Collins 2005 . anti contrariety laws were also set in place to picture protection from distinction in employment based on grammatical g revokeer , end upual orientation , transgrammatical grammatical gender discrimination , gender reassignment , age religion or belief , and tour furthert . interlocking run 2002 includes discrimination on crusade of maternalism or pregnancy (British manipulation Law web layUnder the chew over Rights human activity of 1996 , specifically role 95 (1 , it provides three (3 ) instances constituting wiretap slip . These are`1 ) the employer terminates the employee s employment sustain with or without flier2 ) a cartridge holder-limited pinch expires and is non renewed3 ) by the employee with or without nonice such(prenominal) as whitethorn be interpreted from the employer s conduct when t he he (employer ) breaches the reduce of employment , this feeds the employee the authority to terminate the contract without nonice , differently k forthwithn as constructive sacking brThe law provides the twain kinds of release , i .e . jolly and unfair . acquittance is utter to be fair when the employer justifies this with one or to a greater extent reasoned and fair reasons . The law enumerates the reasons which it recognizes as binding and fair as the following(a)`1 ) relates to the capability or qualifications of the employee for playing civilize of the kind which he was employed by the employer to do ,2 ) relates to the conduct of the employee3 ) is retirement of the employee ( in effect(p) 1st October 20064 ) is that the employee was redundant5 ) some new(prenominal) hearty reason of a kind such as to let off the waiver of an employee holding the position which the employee held6 ) the employee could non continue to work in the position which he held w ithout conflict (every on his distinguish or on tha! t of his employer ) of a line of merchandise or ram check imposed by or below an enactmentOn the another(prenominal) go by , an employee who feels that he has been unfairly discount whitethorn raise such stretch forth in front the employment tribunals . The unfairly dismissed employee may be awarded by the tribunal his remuneration or net income to which he is conciliate to , in addition to such other further fee for pecuniary or financial acquittance which he free burning by reason of the unjustified expirationIssues to be ResolvedThe minded(p) and pertinent issues of the given hypothetical nerve scenario are enumerated below and provide be discussed and analysed separately for the purpose of heavy(a) a succinct and adept legal adviceFirst issue : Whether or not Bianca is entitle to tempt her consecrate leap of 3 during her maternity leave which was not reflected in her maternity cover southond issue : Whether or not the fend for team by the anxiety of her indite involve for running(a) half succession based on the following reasons a that Management felt that it would be as well as hard to rearrange her work , particularly should a visitation be listed on a daylight when she was not in and , b ) her job could only be absorb by somebody who worked plenteous era , is validThird issue : Whether or not the dismissal based on constant tardiness and the one day of absence cod to an unavoidableness /accident that happened to her new natural is valid and lawfulDiscussion and AnalysesThe 3 rile Rise not Reflected in the Maternity PayBianca is entitled to the 3 honorarium put on / ontogenesis which was not reflected in her maternity parcel out . According to the division of sound and Pensions , legislation has not de beautifuld what lucre show means . It is arrived at by and in the midst of the woman and her employer and in shield of contrariety , the issues pertaining to this shall be resolved based on the procedure launch by Her Majesty s Revenue and! usance (HMRC Be that as it may , this percentage sum up is so-called to be unsayn into consideration and apply to all pay elements . It is applicable in the computation of the average weekly earnings and in the exemplar maternity pay (SMP . The earnings calculations be feature of been break to postdate and to implement the European Court of arbitrator (ECJ ) apprehension in the p sneezyow display wooing of Alabaster v WoolwichPlc Anor [2002] EWCA Civ 211 )26 February 2002 In the fresh case of Alabaster , the ECJ had the opportunity to clarify its judgement in the case of Gillespie determination that . any pay rise awarded amongst the acknowledgment of the check covered by the compose pay [i .e , the relevant point for calculating SMP] and the end of the maternity leave essential be included in the elements of pay interpreted into account in calculating the nitty-gritty of such pay . This requirement is not limited to cases where the pay rise is backdated t o the period covered by the reference pay winning pay rises into consideration is not limited to cases of backdated pay rises . The employers would be possessed of to recalculate SMP entitlement winning into account pay rises by applying to the mess up ensemble or any part of the period from the relevant period to the end of the maternity leave period . This shall be through by applying the pay rise to the earnings in the relevant period which failed to reflect that pay rise and pay arrears of the SMP so , in the flare case , DSS has to recalculate the shopworn maternity pay of Bianca , taking into account the 3 pay increase to which she is entitled to since 01 June 2005Denial of the Written Request for Working one-half TimeThe usage Rights Act 1996 , as amended , specifically function VIIIA , component part 80F , grants to the employee a statutory veracious to postulation for contract strain . The pertinent provision is hereunder quoted verbatim 1 ) A qualifying empl oyee may apply to his employer for a substitution o! ver in his terms and conditions of employment if-(a ) the convince relates to(i ) the hours he is infallible to work(ii ) the multiplication when he is required to work(iii ) where , as between his home and a place of business of his employer , he is required to work , or xxx(b ) his purpose in applying for the swop is to enable him to lot for individual who , at the time of industriousness , is-(i ) a nipper who has not reached the appointed age or falls indoors a prescribed and in complaisance of whom (in either case ) the employee satisfies prescribed conditions as to relationship Before the amendment of the usance Rights Act 1996 by the fight transaction Act 2004 , the employee who turn overs from maternity leave is entitled to collect for part time work . If the employee left(p) for panoptic time work , indeed this should be discussed with her employer as she does not pass water an automatic right to aim part time basis to do her job . By virtue of the amen dment which took effect in April 2003 , the employee also now have the right to request for limber on the job(p) hours and not just part time , as specified in the above quoted provisionsThe Government launched its Work Life oddment advertize last parade 2000 where flexible working(a)s options were handed to conquer employees to balance the other areas of their lives (CMB . Org web target . These options established the flexibleness in the arrangement of hours , i .e flexi-time , term time working , compressed hours working /staggered hours and self rostering / skunk swapping . Options for reduced working hours are also provided such as part time work /voluntary reduced working time (V-time ) and job sharingApplying the foregoing legal precepts and provisions to the instant case , Bianca has the statutory right to request for contract edition under office 80F , Part VIIIA of the Employment Rights Act 1996 , as amended . The request to change the terms and conditions of th e contract relates to change in the hours and flier! she is required to work . nevertheless her written request or lotion must be in conformity with the requirements of Section 80F (2 ) of the Employment Rights Act 1996 , as amended . For instance , the application must state that it is such must specify the change employ for and the date on which it is proposed the change should become effective it should explain what effect , if any , Bianca thinks fashioning the change applied for would have on DSS and how , in her panorama , any such effect might be dealt with , and to explain how the employee meets , in respect of her child , the conditions as to relationship mentioned under the law . And considering that she already has d her application , she cannot do so again to DSS before the end of the period of twelve months beginning with the date on which the previous application was madeAlbeit , Bianca is granted the statutory right to apply for working half time the grant of such request is not an automatic right . The employe r , thereof , has the right to grant or refuse such application However , in the case of refusal , the law mandates that it must be based on one or much reasonableness specified under Section 80G (bIn the bring out case , DSS s refusal was based on the following reasons : a ) that Management felt that it would be too baffling to rearrange her work , particularly should a trial be listed on a day when she was not in and , b ) her job could only be done by someone who worked full time . Clearly , the refusal was based on a mere opinion , `feeling and therefrom subjective . Bianca may live with issue before the Employment motor companionship for iniquitous corroboratory sex discrimination . In the case of Barry v . interior margin Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 all ER 974 (22nd July , 1999 , Lord Nicholls of Birkenhead used the reflexion verifiable acknowledgment . According to him , in the determination of the issue whether the appellants can show the ir terminations to be justifiable irrespective of th! e sex of the soul to whom they were applied (section 1 (2 (b (ii , there must be an design acknowledgmentIn the case of Bianca , there was failure , on the part of direction to even venture in trying the umteen slipway to adjust re-organize work among existent staff , elicit supererogatory staff , etc DSS should be able to justify the defensive measure based on good business reasons Thereafter , a get together must be set within 28 days to discuss the denial and an appeal may be taken before another manager as provided for by the Regulations . However , in the present case , no such appeal can be made as Bianca had already been dismissedOn the appeal of the case Hardys Hansons Plc v easy [2005] EWCA Civ 846 Case No : A2 /2004 /1847 , the appeal move dismissed the appeal of employer , Hardys Hansons and nurture the decision of the Employment homage (ET ) in decision for the claimant sluttish . Claimant is a full time female employee , who due to child elevation respo nsibilities applied for job sharing arrangement in the selfsame(prenominal) employment . The answerer rejected her request . The ET as support by the appeal court ruled that the refusal to job verbalise of a full time job amounted to criminal validating sex discrimination contrary to section 1 (2 (b ) of the 1975 Act . It is accepted by the appellants that the refusal to consider job sharing acted to the distress of the responsive (section 1 (2 (b (iii ) and that child caring responsibilities were such that the refusal would be to the detriment of a considerably larger proportion of women than of men (section 1 (2 (b (i The appeal court ruled further that Sec 1 (2 (b (ii ) requires the employer to show that the proposal (refusal ) is justifiable regardless of the gender of the employee . It must be objectively justifiable and reasonable which reflects the rationale of proportionality The employer does not have to express that no other proposal is possible . The employer has to show that the proposal , in this case for a f! ull-time appointment , is justified objectively but its discriminatory effect . The principle of proportionality requires the tribunal to take into account the reasonable call for of the business . But it has to make its own judgment , upon a fair and detailed come up of the working practices and business considerations involved , as to whether the proposal is passably necessary (par . 32 of the determination Hardys Hansons Plc v Lax [2005] EWCA Civ 846In a recent case , British Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005 , the appeal court affirmed the decision of the Employment motor inn in finding that the Respondent unlawfully discriminated against the Claimant , contrary to ss1 (2 (b ) and 6 (2 (b ) of the grammatical gender disagreement Act 1975 the Act : the other decision of the Tribunal relating to the pliable Working (Procedural Requirements Regulations 2002 was and is non-contentious and is not before us S1 (2 (b Starmer is a airplane pilot of the Respondent who wanted to work part time from full time so that she could care for her children . The responder refused her request . The Tribunal ruled The Claimant s case was that other pilots had left the Respondent s employment or had difficulty working for them be typeface of childcare commitments . Reference was made by the Claimant s witnesses to the difficulties which certain other named women have in working full-time for the Respondent (par . 27 .4 DecisionOn the justification issue of whether the respondent is justified in denying the claimant s request , the Tribunal ruled by reiterating the pronouncement in the case of in allonby v Accrington College[2001] ICR 1189 at 1196 . It applied the objective test to the issue as to whether the Respondent s denial was justified such reasons must not be corrupt with sex , whether the Respondent s objectives were legitimate , whether the means chosen for achieving those objectives are appropriate to achieve them and are reasonably necessary for that end . This involves a ! consideration of the disparate impact on women including the Claimant and whether the reasons , if established , outweigh the knockoutness of the disparate impact . The more serious the impact the more cogent must be the justification (par . 32 of the Decision discharge based on Constant Tardiness and Absence due to an Emergency /AccidentThe dismissal of Bianca is unlawful . The Employment Rights Act 1996 entitles Bianca to agnatic leave under Chapter II , Sections 76-78 and the Employment Relations Act 1999 . This entitles her to a reasonable amount of time off during customary work hours to attend to the care of a dependant . This includes providing assistance when her child falls ill or is injured and consequently makes arrangements for the care of her injured or sick child . Bianca responded to an emergency when her child figured in an accident . with the mug of deep brown . The law requires dismissal must be based on a valid , fair , and substantial reason of a kind as t o justify the dismissal . In the present case , the cause for the dismissal of Bianca is an exercise of her right which the law has entitled her . Moreover , DSS must follow the Statutory Dismissal Procedure , i .e . give a statement of the thousand for dismissal and gather in Bianca to a meeting , hold the meeting and confirm the decision in writing and note the right of appeal . harm to observe these procedures would automatically render the dismissal unlawfulIn the case of clean-living v Timbmet Ltd . 2000] UKEAT 1125_99_2706 , the Tribunal found the respondent to have unlawfully dismissed the claimant a telemarketer because she could not comply with the work agenda due to child care responsibilitiesIn fine , I would notify Bianca first to appeal her dismissal to DSS and if dismissal is confirmed , past she can bring the issues before the employment tribunal for unlawful dismissal , indirect sex discrimination and for the recalculation and payment of SMP taking into conside ration her 3 pay riseReferencesAlabaster v WoolwichPl! c Anor [2002] EWCA Civ 211 (26 February 2002 British and Irish profound discipline add . Retrieved on frame 17 2007 , fromHYPERLINK hypertext hit communications communications protocol / vane .bailii .org /ew /cases /EWCA /Civ /2002 /211 .html hypertext transferee protocol / entanglement .bailii .org /ew /cases /EWCA /Civ /2002 /211 .html everyonby v Accrington College[2001] ICR 1189 at 1196 . British and Irish well-grounded selective information embed . Retrieved on walk 17 , 2007from HYPERLINK hypertext transfer protocol / entanglement .bailii .org /ew /cases /EWCA /Civ /2001 /529 .html hypertext transfer protocol / vane .bailii .org /ew /cases /EWCA /Civ /2001 /529 .htmlBarry v . Midland edge Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22nd July , 1999 . British and Irish ratified education be . Retrieved on borderland music 17 , 2007 , from HYPERLINK hypertext transfer protocol / web .bailii .org /uk /cases /UKHL /1999 /38 .html hypertext transfer protocol / vane .bailii .org /uk /cases /UKHL /1999 /38 .htmlBritish Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005 British and Irish sound schooling Institute . Retrieved on demonstrate 17 2007 from , HYPERLINK hypertext transfer protocol /network .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .html hypertext transfer protocol / web .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .htmlBritish Employment Law Commentary : Sex discrimination /general precedent note . emplaw .co .uk . Retrieved on sue 16 2007 , fromHYPERLINK hypertext transfer protocol / web .emplaw .co .uk /researchfree-redirector .aspx ?StartPage entropy 2f0 84001 .htm hypertext transfer protocol / vane .emplaw .co .uk /researchfree-redirector .aspx ?StartPage data 2f08 4001 .htmCreating More Balance web set . elastic working - the options Retrieved on marchland 18 , 2007 ,from HYPERLINK hypertext transfer protocol / web .cmb .org .

uk /Users / plastic 20Working 20Overview .pdf hypertext transfer protocol / entanglement .cmb .org .uk /Users /Flexible 20Working 20Overview .pdf br incision for Work and Pensions , serve and benefits , paragraph 12 Retrieved present 17 , 2007 , fromHYPERLINK hypertext transfer protocol / entanglement .dwp .gov .uk /lifeevent /benefits /ecj_judgement .asp http / entanglement .dwp .gov .uk /lifeevent /benefits /ecj_judgement .aspEmployment Act 2002 , Office of populace celestial sphere breeding . Retrieved on walk 18 , 2007 from , HYPERLINK http / web .opsi .gov .uk /acts /acts2002 .htm http / entanglement .opsi .gov .uk /acts /acts2002 .htmEmployment Relations Act 2002Employment Rights Act 1996 , as amended Retriev ed on March 17 , 2007 , from HYPERLINK http / vane .emplaw .co .uk / blame /4frame /era96 /era96index .htm http / entanglement .emplaw .co .uk /load /4frame /era96 /era96index .htmEwing , K . McColgan , A Collins , H (2005 . bear on law , cases ,texts and materials Oxford : hart PublishingHardys Hansons Plc v Lax [2005] EWCA Civ 846 . British and Irish effectual training Institute . Retrieved on March 17 , 2007 , fromHYPERLINK http / web .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html HYPERLINK http /www .bailii .org /cgi-bin /markup .cgi ? mercantilism /eu /cases /EUECJ /1996 /C3429 3 .html research title Gillespie rule Boolean Joan Gillespie and others v Yankee wellness and mixer work come ons , Department of wellness and kind serve , easterly wellness and hearty function Board and southern wellness and Social operate Board (Social constitution ) [1996] EUECJ C-342 /93 (13 February 1996 . British and Irish Legal Information Institute . Retrieved on ! March 17 , 2007 from HYPERLINK http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .html http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .htmlSex Discrimination Act 1975Statutory Maternity Pay ( beaten(prenominal) (Amendment ) Regulations 2005 Retrieved on March 18 , 2007 , from HYPERLINK http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdf http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdf brWhite v Timbmet Ltd . 2000] UKEAT 1125_99_2706 . British and Irish Legal Information Institute . Retrieved on March 18 , 2007 , from HYPERLINK http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .html http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .htmlYourjobrights .co .uk , Your family rights . Retrieved on March 17 , 2007 fromHYPERLINK http /www .yourjobrights .co .uk /family .htm 3 http /www .yourjobrights .co .uk /family .htm 3Summary List of CasesAlabaster v WoolwichPlc Anor [2002] EWCA Civ 211 (26 February 2002Allonby v Accrington College[2001] ICR 1189 at 1196 . British and Irish Legal InformationInstituteBarry v . Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22ndJuly , 1999British Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005Hardys Hansons Plc v Lax [2005] EWCA Civ 846HYPERLINK http /www .bailii .org /cgi-bin /markup .cgi ?doc /eu /cases /EUECJ /1996 /C3429 3 .html query title Gillespie method boolean Joan Gillespie and others v Northern Health and Social Services Boards , Department of Health and Social Services , Eastern Health and Social Services Board and southern Health and Social Services Board (Social policy ) [1996] EUECJ C-342 /93 (13 February 1996White v Timbmet Ltd . 2000] UKEAT 1125_99_2706 British Employment Law , emplaw .co .uk Commentary : Sex Discrimination /General earlier Note , retrieved on March 16 2007 fromHYPERLINK http /www .emplaw .co .uk /researchfree-redirector .aspx ?StartPage data 2f0 84001 .htm http / www .emplaw .co .uk /researchfree-redirector .aspx ?S! tartPage data 2f08 4001 .htmEmployment Rights Act 1996 , as amended s 98 (2Employment Rights Act 1996 , as amended , s 111 , c 2See Department for Work and Pensions , Services and Benefits paragraph 12 , Retrieved March 17 , 2007 , from HYPERLINK http /www .dwp .gov .uk /lifeevent /benefits /ecj_judgement .asp http /www .dwp .gov .uk /lifeevent /benefits /ecj_judgement .aspJoan Gillespie and others v Northern Health and Social Services Boards , Department of Health and Social Services , Eastern Health and Social Services Board and Southern Health and Social Services Board (Social policy ) [1996] ECJ reference C-342 /93 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .html http /www .bailii .org /eu /cases /EUECJ /1996 /C34293 .htmlSee also The Statutory Maternity Pay (General (Amendment Regulations 2005 , Retrieved on March 18 2007 from HYPERLINK http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdf http /www .dwp .gov .uk /publications /dwp /2005 /ria /ria_smpg_amd_reg05 .pdfp as provided for in the Employment Rights Act 1996 , as amended , Part VIIIA , S 80F , Retrieved on March 17 , 2007 from HYPERLINK http /www .emplaw .co .uk /load /4frame /era96 /era96index .htm http /www .emplaw .co .uk /load /4frame /era96 /era96index .htmEmployment Rights Act 1996 , as amended , Part VIIIA , S 80F Retrieved on March 17 , 2007 fromHYPERLINK http /www .emplaw .co .uk /load /4frame /era96 /era96index .htm http /www .emplaw .co .uk /load /4frame /era96 /era96index .htmCreating More Balance web site , Flexible Working - The Options , pp 1-2 , Retrieved on March 18 , 2007 from HYPERLINK http /www .cmb .org .uk /Users /Flexible 20Working 20Overview .pdf http /www .cmb .org .uk /Users /Flexible 20Working 20Overview .pdf brThis allows race the option to arrange their work hours subject to an agreement that all will be present during the core hoursThe e mployee continues employment under full time or part ! time contract but has the right to outstanding leave of absences during school holidaysEmployees work their This arrangement allows teams of employees to agree on their schedules of work without compromising the needs of the organization /employerThis option involves work which involves less than 30 hours a weekThis arrangement allows workers to trade income for time with a right to return to full timeSee Section 80F (4 ) of the Employment Rights Act 1996 , as amended(b ) shall only refuse the application because he considers that one or more of the following grounds applies-- (i ) the force of additional costs (ii ) prejudicious effect on the ability to meet customer demand (iii ) inability to re-organise work among existing staff (iv ) inability to resurrect additional staff (v ) prejudicious impact on quality (vi detrimental impact on performance (vii ) insufficiency of work during the periods the employee proposes to work (viii ) planned geomorphological changes , and (ix ) such other grounds as the Secretary of State may specify by regulations A decision of the bear of Lords on appeal of the case Barry v Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22nd July , 1999 , British and Irish Legal Information Institute retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKHL /1999 /38 .html http /www .bailii .org /uk /cases /UKHL /1999 /38 .htmlBarry v Midland Bank plc [1999] ICR 859 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKHL /1999 /38 .html http /www .bailii .org /uk /cases /UKHL /1999 /38 .htmlYourjobrights .co .uk , Your Family Rights , Retrieved on March 17 2007 fromHYPERLINK http /www .yourjobrights .co .uk /family .htm 3 http /www .yourjobrights .co .uk /family .htm 3See allurement case of Hardys Hansons Plc v Lax [2005] EWCA Civ 846 British and Irish Legal Information Institute , retrieved on March 17 200 7 from HYPERLINK http /www .bailii .org /ew /cases /E! WCA /Civ /2005 /846 .html http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .htmlRefers to Sex Discrimination Act 1975See paragraph 13 of the Decision in the case of Hardys Hansons Plc v Lax [2005] EWCA Civ 846 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .html http /www .bailii .org /ew /cases /EWCA /Civ /2005 /846 .htmlCiting the case of Barry v . Midland Bank Plc [1999] UKHL 38 [1999] 1 WLR 1465 [1999] 3 All ER 974 (22nd July , 1999Citing the case of Bilka-Kaufaus G .m .b .H . v weber von Hartz (Case one hundred seventy /84 ) [1987] I .C .R . 110British Airways Plc v Starmer [2005] UKEAT 0306_05_0607 (6 July 2005 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .html http /www .bailii .org /uk /cases /UKEAT /2005 /0306_05_0607 .htmlAllonby v Accrington College[2001] ICR 1189 at 1196 , British and Irish Legal Information Institute , retrieved on March 17 , 2007 from HYPERLINK http /www .bailii .org /ew /cases /EWCA /Civ /2001 /529 .html http /www .bailii .org /ew /cases /EWCA /Civ /2001 /529 .htmlEmployment Act 2002 , Office of Public Sector Information , retrieved on March 18 , 2007 from HYPERLINK http /www .opsi .gov .uk /acts /acts2002 .htm http /www .opsi .gov .uk /acts /acts2002 .htmWhite v Timbmet Ltd . 2000] UKEAT 1125_99_2706 , British and Irish Legal Information Institute , retrieved on March 18 , 2007 from HYPERLINK http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .html http /www .bailii .org /uk /cases /UKEAT /2000 /1125_99_2706 .htmlPAGEPAGE 16Employment LawPAGE ...If you want to get a full essay, order it on our website: OrderCustomPaper.com

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