Your Rights at Work: Everything You Need to Know About Starting a Job, Time off, Pay, Problems at Work and Much More! (4th Edition)
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Your Rights at Work is a comprehensive, jargon-free guide to the legal rights of the employee and the responsibilities of the employer.Accessible and reliable, it offers real solutions to the problems and issues that can face anyone at work. Using the law is always a last resort, but if you have to take that step, there is practical advice on that too. Topics covered include: starting a job, parental leave and maternity rights, e-mail privacy, dismissal and redundancy, pay and holiday rights, and enforcing your rights. [i]Your Rights at Work[i] is written by employment experts at the Trade Union Congress (TUC). As the people who campaigned for many of the rights set out in this book, there is no one better to explain how they should apply in your workplace and what to do if they don't.
during job interviews. An employer must respond promptly to any written request to see information and can require a worker to pay a fee (up to �10) for producing copies. An employer can refuse to disclose information if releasing it would mean disclosing information about someone else in breach of a duty of confidence to that person or where disclosure would involve a disproportionate effort. If your employer will not tell you what information they are keeping on you, or passes your information
certain kinds of actions, known as ‘prohibited conduct’. These are direct discrimination, indirect discrimination, discrimination arising from disability and failure to make reasonable adjustments (applies to disability only), harassment and victimization. Discrimination occurs when you are subjected to treatment which is prohibited conduct because of a protected characteristic – in some cases, even if you do not have the particular protected characteristic which is the reason for the treatment,
male colleagues. The Tribunal dismissed her case, on the grounds that none of the 58 incidents were serious enough to count as discriminatory. But she won an appeal. The Employment Appeal Tribunal said the pattern of behaviour should be looked at as a whole and made clear that there is a difference between jokes between male staff and remarks made by a man to a woman. The unwanted conduct has to be related to one of the following protected characteristics: age, disability, gender reassignment,
• access to career break schemes. With whom can you compare yourself? To be able to claim your rights under the regulations you have to show that your treatment has been less favourable than that of a full-time worker. But you cannot compare yourself with just any worker. It has to be: • a full-time worker, working for the same employer, in your own workplace; • working under the same type of contract as you; and • doing the same or similar work to yours. If there is no full-time
earnings for the time between the dismissal and the Tribunal decision. If you have got a new job, this element will be reduced to take account of what you are being paid. The compensation will also reflect other losses, such as loss of pension rights. The Tribunal will also order a ‘basic’ award based on your length of service. As with a redundancy payment, the amount you get will depend on your length of service, how old you are and how much you are paid: • For each complete year of