The latest addition to the XpertHR how to section provides practical guidance for employers on the issues they need to consider when an employee is summoned for jury service.
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Consultation on proposals to revise accident and disease reporting requirements
The Health and Safety Executive has launched a consultation on proposals to revise the occupational accident and disease reporting requirements under the Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1995.

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How to
How to deal with an employee who has been summoned for jury service
The XpertHR "how to" section provides practical guidance for employers on the issues they may face if an employee is summoned for jury service.

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Employment law manual
New TUPE chapter
The XpertHR employment law manual has been enhanced by the addition of a new chapter on TUPE, containing sections on transfers of undertakings, informing and consulting prior to transfers, and key differences in Scotland and Northern Ireland.
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Casenotes
Fixed-term employees: Kücük v Land Nordrhein-Westfalen
The European Court of Justice holds that an employer's use of 13 successive fixed-term contracts over a period of 11 years was not inherently in breach of the Fixed-term Workers Directive, but that the issue of objective justification had to be assessed by the national court on the particular facts of the case.

TUPE: Meter U Ltd v Ackroyd and others; Meter U Ltd v Hardy and others
The Employment Appeal Tribunal (EAT) holds that the dismissal of staff who refused to become franchisees following a transfer was capable of being for an economic, technical or organisational reason entailing changes in the workforce. Genuine franchisees were not employees, so the requirement for "changes in the workforce" was met provided that the new arrangement was not a sham.

Unfair dismissal: Assamoi v Spirit Pub Company (Services) Ltd (formerly known as Punch Pub Co Ltd)
The EAT holds that an employment tribunal was entitled to find that an employee was not constructively dismissed when he resigned after his manager unjustly took disciplinary action against him that was dropped after a swift and fair-minded investigation.

Tribunal update: Piccadilly retailer forced Muslim employee to resign over headscarf...
We provide a summary and the full transcript of a tribunal ruling involving a "trendy" Oxford Street and Piccadilly retailer that forced a Muslim employee to resign over wearing a headscarf.

...and heterosexual employee called "gay" for not liking football wins harassment claim
In a further tribunal case, the tribunal held that a heterosexual employee called "gay" for not liking football was harassed on the ground of sexual orientation.

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Model policies and documents
Letter withdrawing employment offer because of failure to provide evidence of right to work in the UK
Use this model letter to withdraw an offer of employment because the applicant has failed to provide evidence of his or her right to work in the UK.

Letter confirming time off for jury service
Use this model letter to confirm to an employee that he or she has been granted time off work for jury service.

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Frequently asked questions - time off for public duties
› Are magistrates entitled to time off work to carry out their public duties?

› Are local authority councillors entitled to time off to carry out their functions?

› How much time off must an employer give an employee to carry out his or her public duties?

› Do employees have to give notice of their intention to take time off for public duties?

› Are employees entitled to take time off to perform voluntary work for a public organisation such as a school, hostel or hospital?

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From our blogs
› Flybe pilots fairly dismissed for arguing during flight

› Former Gillingham FC player wins race claim

› Webinar: Preparing for pensions auto-enrolment

› Top HR questions - July 2012
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Editor's message
Editor
EMPLOYEES SUMMONED FOR JURY SERVICE
The latest addition to the XpertHR "how to" section provides practical guidance for employers on the issues they need to consider when an employee is summoned for jury service.

These include whether or not to pay the employee in full, as well as the procedure for requesting deferral or excusal, where the employee's absence could cause substantial injury to the business.

The "how to" guide can be used in conjunction with the XpertHR Liveflo jury service workflow, which guides employers step by step through the practical and legal issues that arise when an employee is summoned for jury service. It also provides model letters at appropriate steps, including a letter to support the employee's application for excusal or deferral.

email Jo Stubbs
Employment law editor,
XpertHR

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