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The pressure on NHS providers to improve performance whilst also embracing rapid transformative change shows no sign of abating.
Sir David Dalton’s Review “Examining new options and opportunities for providers of NHS Care” was published on Friday 5th December 2014. The Review sets out a number of recommendations focussed on achieving a greater consistency of quality across NHS service provision, assisted by speeding up the transactions required to implement the required models of care.
Recent decisions suggest that holiday pay should include elements of pay that UK employers traditionally have not included. This is relevant not just to employees but certain types of temporary workers.
Recent decisions suggest that holiday pay should include elements of pay that UK employers traditionally have not covered. This is relevant not just to employees but bank workers and other types of temporary workers.
Last week we reported the decision in the Bear Scotland Ltd v Fulton (and other conjoined cases) where the EAT confirmed that regular mandatory overtime should be included in holiday pay. The decision was much anticipated and has attracted extensive media coverage. In this alert, we look at the specific implications for the Health Sector. We also deal with how NHS bodies should respond to the BMA letter demanding backdated holiday pay for doctors.
In May there were a lot of interesting developments in employment law. We've already alerted you to one of these: the British Gas case concerning commission and holiday pay. There are lots of discrimination cases covered in this alert, as well as a helpful case where the EAT found the dismissal of an employee, who tested positive for cannabis, was fair and it was not necessary for her employer to carry out any further investigation.
This month we've had a couple of helpful judgments concerning whistleblowing. Both look at the topic of whether an employee had been subjected to a detriment because they had blown the whistle. Both of the cases highlight that employment tribunals can and should make distinctions between alleged protected disclosures themselves and the steps taken by the employer to deal with the disclosures and/or to manage the employee who has made them.
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