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Employees

Dismissals and Redundancy

Dismissing An Employee

Sacked for Striking

Dismissing Striking Staff

Constructive Dismissal

Making a Constructive Dismissal

Garden Leave

Redundancy

Unfair Dismissal

Wrongful Dismissal

Compensation for Unfair Dismissal

Time off

Employers, Employees and Maternity Leave

Last Minute Holiday Requests

New Employee Sick Notes

Absent From Work and Natural Disasters

Flexible Working in Employment

Long Term Illness at Work

Maternity Rights

Maternity Leave Pay

Paternal Leave

Statutory Sick Pay

Request Time Off for Training

Contracts

Employers With Employees Working From Home

Changing Employment Terms

Employment Contracts

Working Time Regulations

Employee Secondment

Social Workers Licensing Requirements

Pay

UK Minimum Wage

Deductions From Wages

Equal Pay

Unpaid Internships and Employment Law

Hotel Cleaners Paid By Rooms Cleaned

Trade Unions

Conditions for Over Time

Disciplinary Matters

Use of Facebook at Work

Bullying at Work

Employment Tribunals

Private Internet Use at Work

ACAS

Corporate Manslaughter

Medical Evidence in Disciplinaries

Employee Fraud

Employee Giving Company Bad Name

Recruitment

Employer Access to Medical Records

Employment Checks for Minor Criminal Convictions

Security Vetting

Legal Issues Working With Children and Vulnerable Adults

Child Abuse Overseas UK Employment Law

Lying on a Job Application

British Workers Rights Over Foreigners

Blacklisting Trade Union Members

Employment Agencies

Employment Agencies

Employment Agency Withholding Pay

Employment Agency Withholding Pay

Employment Agencies Charging

Health and Safety

Health and Safety at Work

Health and Safety at Work Act

Building Work Health and Safety

Noise at Work

Protective Equipment at Work

Electricity at Work

Driving for a Living and the Law

Being a Security Guard

 

 

 

Civil Liability

Vicarious liability and Independent Contractors

All employers are held vicariously liable for the acts of their employees while they are carrying out their usual employment. If for instance an employee working in the construction industry causes harm to another employee, a member of the general public or another worker in the form of an independent contractor then the employer will be held vicariously liable for the damage caused.

If the individual who has caused the damage was in fact an independent contractor and was not an employee that that individual will be held liable for the damage caused.

This is a distinction which is particularly important when looking at the construction industry.

The Construction (Design and Management) Regulations 2007

The Construction (Design and Management) Regulations or CDM Regulations came into force in April 2007 and bring together the previous 1994 CDM Regulations and the Construction (Health, Safety and Welfare) Regulations 1996 under the same regulatory package.

Definitions Under the CDM Regulations

The CDM Regulations initially provide definitions of the parties which are involved in the construction industry. They are as follows:

Client

A client is defined as the following as the person who in the course of furtherance of a business:

CDM Coordinators

The CDM coordinator is the clients adviser to all matters that are concerned with Health and Safety. He must ensure compliance with the requisite sections of the CDM Regulations 2007.

Contractor

The contractor is defined in the CDM regulations as the person who carries out or manages the construction work.

Designer

The designer is defined in the CDM Regulations as the person who prepares of modifies the design or arranges another to do so.

Principal Contractor

The principal contractor is responsible for all contractors and workers on the site and is required to monitor all contractors.

Approved Code of Practice

The CDM Regulations 2007 are supported by an Approved Code of Practice and industry approved guidance. The Health and Safety executive also produces guidance which outlines the fact that one third of all death’s occurring in the workplace happen in the construction industry. It is therefore imperative that the CDM Regulations are in place and followed by everyone involved in the industry.

General Duties applying to all Construction Projects

Part 2 of the CDM Regulations sets out a specific list of duties which shall apply to all construction projects. They are as follows, but not limited to the following:

Notifiable to the Health and Safety Executive

Part 3 of the CDM Regulations 2007 imposes further duties on clients, designers and contractors where the construction project is one which requires notification to the Health and Safety Executive.

Notification is required on all projects which are likely to last longer than 30 days or involve more than 500 person days of construction work.

What is meant by a Person Day?

A person day is defined as one individual which can include a supervisor or a specialist carrying out construction work for one normal shift.

Obligations for Notifiable Projects

For a project that is notifiable the following obligations must be adhered to:

Health and Safety Plan

The Health and Safety Plan should be developed prior to construction and should detail the following:

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