UK Employment Law

By the conclusion of the specified learning and development activities, participants will be able to:
 Define the bases of the ‘employer-employee relationship’
 Determine the purpose, components and parameters of the UK employment law
 Illustrate the key provisions of the Employment Act 2002
 Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting ‘employer-employee repudiation’
 Identify some of the key issues of he Employment Relations Act 2004 and their positive and negative effects on their organizational relations
 Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy
 Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements
 Distinguish between instant dismissal and summary dismissal, indicating which levels and type of employee behavior that might warrant ‘on the spot dismissal’ that are likely to be upheld by an Employment Tribunal
 Demonstrate a heightened awareness of the functions, organization and conduct of UK Employment Tribunal
 List the statutory information requirement for new employees and their timescale
 Draw on employment tribunal, employment appeals tribunal and High Court cases in their explanation of ‘Frustration of Contract’
 Use case laws to formulate a ‘Standing Plan’ which will highlight areas in the employment contract where the issue of frustration of contract can be construed with a high probability of being legally supported
 Illustrate the fundamental issues that need to be covered by an employment contract
 Exhibit an understanding of the value of employees as their organizations’ Intellectual Property
 Suggest ways by which their organizations intellectual property might be legally exploited
 Explain how an organization might protect its intellectual property
 Use case laws to determine the issues that determine which copyright an organization or its employee might own
 Formulate an organizational policy that protects its intellectual capital, whilst allowing ‘Intellectual Property Rights Law’ to remain un-infringed
 Demonstrate an understanding of the Copyright Design and Patent Act 1988 an how these protect an organizational inventions and emblems
 Suggest the organizations position in relation to research and development on the one hand, and intellectual property rights on the other
 Demonstrate an understanding of the legal bases of ‘reverse engineering’ and the extent to which it might be a copyright infringement
 Explain the steps that will be able to take to avert, reduce and detect industrial sabotage
 Explain the steps that will be able to take to avert, reduce and detect industrial espionage
 Determine the legal bases of industrial espionage as theft and ‘Grand Larceny’.

Contents, Concepts and Issues

Employer-Employee Relationship
What is Employment Law?
Key Provisions of The Employment Act 2002
The provisions of The Employment Act 2002, with its Statutory Instrument 2004, in averting ‘Employer-Employee Repudiation’
Key Issues In The Employment Relations Act 2004
Discrimination in Employment
The Race Relations Act 1976,
The Race Relations (Amendment) Act 2000
The Race Relations Act 1976 (Statutory Duties) Order 2001
The Disability Discrimination Act 1995
The Disability Discrimination Act 1995 (Amendment) Regulations 2003
The Equal Pay Act, 1970, the Equal Pay (Amendment) Regulations, 1983,
The Sex Discrimination Act 1975
The Employment Rights Act 1996
The Sex Discrimination (Gender Reassignment) Regulations 1999.
Equality with a Difference: Crucial Interpretation of the Equality Regulations
Job design and the Equality Regulations
Mechanistic Job Design
Biological Job Design
Perceptual Job Design
Motivational Job Design
Legal Issues associated with Job Design
Legal Issues Associated with Flexible Working
Statutory Minimum Requirements for Grievance and Disciplinary Procedure: Employment Act 2002 (Dispute Regulations 2004)
Instant Dismissal or Summary Dismissal?
Legal Issues in Recruitment and Selection: Avoiding Discrimination
Statutory requirement for Employment
Statutory Information Requirement and Timescale for New Employees
Frustration of Contract: An Illustrative Guide
The Employment Contract
Sick Pay Entitlement
Maternity Leave: Statutory Requirement
Paternity Leave as a Legal issue
Employees as Intellectual Capital
Exploiting the Organisation’s Intellectual Property
Protecting the Organisation’s Intellectual Property
Employee VS Employer in ownership of Intellectual Property Rights
Defining and Employee: Determining Intellectual Property Rights
Patent and Intellectual Property Rights
Research and Development and Intellectual Property Rights
Research and Development and the Patent Act
‘Reverse Engineering’ and Intellectual Property Rights
International Convention for Intellectual Property Rights
Copyright, Design and Patent and the Law
Industrial Espionage
Industrial Sabotage
The Role, Organisation and Operation of Employment Tribunals (ETs)
The Employment Appeal Tribunals (EATs)
The Copyright (Computer Software) Amendment Act 1985,
The Copyright Design and Patents Act 1988,
Registered Design Acts 1941 and 1988,
The Registered Design Act 1949 and 1988.