A positive response to AIDS in the workplace

Article Abstract:

A positive company policy on AIDS that is worked out jointly by management, unions, and employees can be very effective in diminishing fear in the workplace and in reducing legal difficulties. The underlying communication and training must be planned carefully with consideration of optional methods and forms. AIDS screening is not unlawful in the UK, but ineffective pre-employment screening is not recommended. All medical information is confidential. An employee's fitness for the job is the basis for sick pay and disability benefits. Dismissal after extended sick leave is possible, but the importance of following proper procedure is shown by two industrial tribunal reversals in cases with procedural errors. Dismissal is also possible after investigating a customer complaint when an expatriate, transferred employee tests positive in a mandatory screening in the host country.

Methods, Management, Planning, Occupational health and safety, Occupational safety and health, Work environment, AIDS (Disease), AIDS (Disease) in the workplace

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Reference points

Article Abstract:

Employers are generally not legally bound to provide references to an employee. In instances when employees are given a reference, employers should recognize that a liability exists for the information cited in a reference. This liability is, however, confined to serious misstatements or omissions where negligent misrepresentation, defamation, or malice can be proven. Employers should therefore familiarize themselves with the legal issues that are involved when employee references are provided. Specific cases that illustrate the potential dangers that may arise when giving references are provided. This cases shed light on the legal points involved in proving that a person or organization giving a reference has been malicious or negligent.

Usage, Software, Laws, regulations and rules, Employment references, Human resource management systems, Human resource information systems

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The consequences of tax evasion

Article Abstract:

Three cases of tax evasion are presented, along with its effect on contracts. The Hyland vs Barker Ltd (1985 IRLR 403) case shows the effect of tax evasion on employment contracts. The Newland vs Wimons and Willer (1981 IRLR 359) case illustrates bypassing Inland Revenue by being paid some portion of a salary in straight cash. The Coral Leisure Group vs Barnett (1981 IRLR 204) case shows that a contract can be enforced, even if an immoral or illegal act was committed in the course of performing it.

United Kingdom, Cases, Tax evasion, Tax penalties, United Kingdom. Board of Inland Revenue, Great Britain

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