Better safe than sorry

Article Abstract:

Maintenance of safety and health of employees prevent the likelihood of costly litigation. According to the law, employers are required to pay damage compensation for neglecting to provide a sufficiently safe working environment. They can also be held criminally liable for injuries and consequently restricted from further operations. Directors and other senior managers can also be found personally and criminally liable although few have been fined or jailed for their irresponsibilities. However, under the Companies Act of 1985, they may be prohibited from maintaining their positions. Regulations that require the enforcement of a safe system of work has two provisions: that the threat can be foreseen and that reasonable actions should be taken to avoid harm. Court cases involving damage to employee health and safety are discussed.

Occupational health and safety, Occupational safety and health, Employer liability

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Confusion over the Wages Act

Article Abstract:

The basic flaw in the concept of the 1986 UK Wages Act is that the act ignores the issue of entitlement. Employers must deal with the entitlement issue before implementing a method of collecting money from their staff. Wages paid in advance, expenses, and pension and retirement payments are some of the payments that are not considered to be wages under Section 7 of the Wages Act. The Employment Appeal Tribunal (EAT) in Scotland had widely interpreted the definition of wages, while the EAT in England and Wales has narrowly interpreted the definition. The EAT has decided that the tribunal must determine the amount of the wage that is due, whether the employee is entitled to a deduction or a repayment, and whether the deduction was made correctly. Several court cases are discussed.

Cases, Scotland, England, Wales, Wage payment systems, Pay structure, column, Great Britain

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