Do UK government ministers have any redress under employment law when they are &#39;reshuffled&#39; out of a job? There has recently been a 'cabinet reshuffle' in the UK. A number of ministers have been removed from their posts and have seen a change in their status and salaries. Are these changes covered by the fair dismissal criteria of UK empoyment law, or would they (in theory) have a case for unfair dismissal?
No The reason is very simple: MPs are not employees.
The earliest mention of the principle that I can find is in Rolston v Secretary of State for Northern Ireland [1975] NI 195, where the matter of compensation for the widow of a police officer murdered in Northern Ireland arose. I am sure there are earlier cases that express the same principle in different terms, however. It is a broad principle that applies to most areas of civil law, and I cannot find an original source for it. I imagine that it is simply &quot;received wisdom&quot; that has been repeated long enough to become a cornerstone of the law of restitution in England and Wales. There is currently no statutory basis for the principle so I cannot cite any relevant Acts of Parliament either.
You can be fired in Canada for criticizing the employer, or even complaining about the weather. There is a distinction between Termination Without Cause and Termination With Cause. In the latter case, which requires a serious reason related to the employee's conduct, you can be fired without advance notice and with no severance pay. If the employees actions are fundamentally inconsistent with their obligation to the employer or are substantially prejudicial to the business in a way that damages employer's business or reputation, they may be terminated with cause. Examples of cause would include insubordination, theft, or abusing customers. If you want to fire a person without cause (and assuming that this is an indefinite employment contract as opposed to a fixed-term contract), you have to give "reasonable notice". There is a statutory minimum, but the courts usually apply a higher common law standard which means that you need to hire a labor lawyer to know what that period is, though 24 months is apparently a relatively safe figure (not always safe). The factors entering into that decision are described here (kind of job, length of service, age, availability of similar jobs; plus, how the termination was handled). You may also owe severance or termination pay, related to length of service and wages. Here is a calculator for Ontario. This article covers some instances in Québec where social media criticism did result in successful suspension, indicating that the employee's duty of loyalty is not entirely null when it comes to social media. In the BC case of Kim v. ITU, the court found that the dismissal over social media posts critical of the company was not for cause. However, part of the company's failure in this case was that they failed to respond immediately to what they saw as inappropriate behavior (boorish Twitter behavior). Assuming that the statements made are accurate and expressed respectfully, the prospects for Termination With Cause are significantly diminished. The prospects for some disciplinary action (suspension for a period of time) remains high -- multiple terminations were modified to long suspensions.
Regulations - Yes, Acts of Parliament - very rarely In in the united-kingdom diagrams are found in regulations, for example legislation dealing with roadside symbols. There are two kinds of legislation in the UK: Acts of Parliament and Statutory Instruments (normally called Regulations). The procedure by which an Act of Parliament is passed is that it has to be approved by both Houses of the legislature and then receive Royal Assent (Royal Assent is a formality). The procedure in each House is that the main debates occur at the Committee Stage when amendments are proposed and voted on. At the next stage (Third Reading) the House votes again on whether to approve the Bill in its amended form. Statutory Instruments (Regulations) are issued by the government (executive) and are known as delegated legislation because the government only has power to issue a regulation if an Act (called the parent Act) gives it power to do so. As you would expect there are safeguards. First of all the courts can declare invalid (ultra vires) any regulation whose terms go outside the limits of the power delegated by the Parent Act. Sometime the parent Act will provide that Regulations issued by the government under delegated powers become law without further involvement of Parliament but sometimes an Act will provide for some limited further Parliamentary scrutiny. This can be either by the Positive Resolution (the regulation will not become law until Parliament approve it) or by the Negative Resolution procedure (the regulation will become law unless Parliament passes a resolution annulling it). A key point, in the context of the question, is that neither the Positive nor the Negative Resolution procedure allows Parliament to amend the regulation - Parliament only has a binary choice to approve or disapprove. Of course if they disapprove then the government can issue a new amended regulation which then goes through the same process but the Positive/Negative resolution procedure does not allow Parliament itself to amend any regulation. I think this explains why diagrams which are sometimes found in regulations are rarely found in Acts. Constitutional proprieties require any Bill to be amendable and any member of the legislature can propose a amendment. If the Bill included diagrams then there would be huge practical problems because any member who wanted to amend a diagram would have to produce his own amended diagram which he might not be able to do/might not have time to do before parliamentary deadlines. So constitutional proprieties would normally mean that in practice Bills must be solely words. Regulations however cannot be amended by Parliament (see above) so such considerations do not prevent regulations from containing diagrams. Having said that normally Bills will only contain words, there is this example of an Act which includes a diagram of a symbol. That symbol, however, is defined in an international convention so in practice no parliamentarian would want to amend it. I know of no examples in the UK where a Bill (as distinct from regulations) contains an image which a member of the legislature might want to propose an amendment to.
Get a lawyer. That employer is skating on very, very thin ice. You can’t have a non-compete agreement in Germany at all without the employer paying reasonable compensation. What is reasonable is decided by courts, but half your last regular salary is not “reasonable”. Especially if this would endanger your status of being allowed to work in Germany. If you were a non-German EU citizen, any non-compete agreement would be immediately invalid because it violates the right of free movement; how nonEU citizens are affected, I don’t know. The rest of the agreement seems quite illegal to me. I would think that any good employment lawyer would love to take your case.
These offer letters typically state explicitly that the offer is contingent on approval by the relevant governing board. This is sufficient to thwart promissory estoppel. Such highest-level overturning are frequent enough in the US that a reasonable person would know that the principal (for instance) does not have final authority to make a contract. There is no requirement that the board justify their decision to you. If you file a lawsuit alleging racial or religious discrimination, and if you can make a prima facie case for discrimination,you might survive the motion for dismissal, and the board might be required to say why they didn't hire you.
Do anti discrimination provisions apply to online as well as brick and mortar retail vendors? Yes There is nothing in the Equality Act 2010 in general - nor in the definitions of Prohibited Conduct found within Part 2, Chapter 2 in particular - that excludes, exempts or otherwise makes allowances for unlawful discrimination according to what business model is being used. This view is supported by Citizens Advice who say that... The Equality Act says you mustn’t be discriminated against when you buy or receive goods, in many different places including: shops, supermarkets, market stalls or charity shops at an auction by telephone or online by catalogue or through doorstep sales.
Yes, there is a reasonableness limit, and this is especially true in consumer transactions. If you were given an estimate and the final bill is a lot more than what you were expecting, you can dispute it. The final price should be ‘reasonable’. The law doesn’t say what counts as reasonable, so you’ll have to agree it between you. You should consider: the estimate you agreed to [if there was one] any changes, and why they happened anything that happened that was beyond the control of the trader, like bad weather or the cost of materials going up https://www.citizensadvice.org.uk/consumer/getting-home-improvements-done/problem-with-home-improvements/ When it comes to work itself, the act states that a tradesman or professional has a 'duty of care' towards you and your property. Any standard or price you agree must be honoured. But if it isn't agreed in advance the work must be done to a reasonable standard, at a reasonable cost, and within a reasonable time. So if you haven't fixed a price, you don't have to pay a ridiculously high bill. All you have to pay is what you consider 'reasonable' and invite them to sue you for the rest. Be careful though, in some circumstances when you are withholding payment you may have a claim made against you by a supplier if you are in breach of contract. What's a reasonable amount would be what similar tradesmen would have charged for the job. So get a few quotations. https://www.bbc.co.uk/programmes/articles/1fdlwC9xzyxjCpWMlsCGG3j/supply-of-services NB that article refers to The Supply of Goods &amp; Services Act 1982, which was partially superseded by the Consumer Rights Act 2015.