1-14 of 14 results for subject:"Industrial Tribunal"
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Draft SI on employment (northern ireland) (SI 2003/2902) Lords debate on a motion to approve. Agreed to on question.
Draft SI on employment (northern ireland) (SI 2003/2902) Lords debate on a motion to approve. Agreed to on question.
Draft SI on employment (northern ireland) (Affirmative instrument). Together with an explanatory memorandum from the Northern Ireland Office.Approved by Parliament. Made 13 November 2003 (SI 2003/2902). Coming into force in accordance with Article 1 (2). (NI 15)
Draft SI on employment (northern ireland) (Affirmative instrument). Together with an explanatory memorandum from the Northern Ireland Office.Approved by Parliament. Made 13 November 2003 (SI 2003/2902). Coming into force in accordance with Article 1 (2). (NI 15)
Employment Bill. Committee stage seventeenth sitting. Schedules 6 and 7 agreed to as amended. Clauses 52 and 53 agreed to, clause 53 as amended. New clauses 2 and 3 agreed to, clause 2 as amended. Bill as amended to be reported (Bill 86 2001/02).
Employment Bill. Committee stage seventeenth sitting. Schedules 6 and 7 agreed to as amended. Clauses 52 and 53 agreed to, clause 53 as amended. New clauses 2 and 3 agreed to, clause 2 as amended. Bill as amended to be reported (Bill 86 2001/02).
SI 1996/2803 (Negative instrument). Coming into force 2 December 1996.
SI 1996/2803 (Negative instrument). Coming into force 2 December 1996.
What were their reasons for postponing the coming into force of regulation 3 of the Sex Discrimination and Equal Pay (Miscellaneous Amendments) Regulations 1996 until 31st July 1996.
What were their reasons for postponing the coming into force of regulation 3 of the Sex Discrimination and Equal Pay (Miscellaneous Amendments) Regulations 1996 until 31st July 1996.
SI 1996/438 (Negative instrument). Coming into force 25 March and 31 July 1996.
SI 1996/438 (Negative instrument). Coming into force 25 March and 31 July 1996.
SI 1993/2798 (Negative instrument). Coming into force on 22 November 1993.
SI 1993/2798 (Negative instrument). Coming into force on 22 November 1993.
How many applications were made to United Kingdom industrial tribunals for each year since 1979; how many of those applications involved claims for equal pay for work of equal value; how many separate employers were involved in each year; how many employees were involved in each year; how many of...
How many applications were made to United Kingdom industrial tribunals for each year since 1979; how many of those applications involved claims for equal pay for work of equal value; how many separate employers were involved in each year; how many employees were involved in each year; how many of...
Trade Union Reform & Employment Rights Bill. Lords committee stage fourth day. Clauses 29 to 47 agreed to, Clause 39 as amended. New clauses considered. Schedules 6 to 9 agreed to, schedules 7 & 9 as amended. Bill reported with amendments.
Trade Union Reform & Employment Rights Bill. Lords committee stage fourth day. Clauses 29 to 47 agreed to, Clause 39 as amended. New clauses considered. Schedules 6 to 9 agreed to, schedules 7 & 9 as amended. Bill reported with amendments.
How many complaints were made to industrial tribunals in each of the last five years for which records are available; how many and what percentage involved (a) unfair dismissal, (b) redundancy rights, (c) maternity rights, (d) equal pay, (e) sex discrimination, (f) race discrimination, (g) trade union discrimination or (h)...
How many complaints were made to industrial tribunals in each of the last five years for which records are available; how many and what percentage involved (a) unfair dismissal, (b) redundancy rights, (c) maternity rights, (d) equal pay, (e) sex discrimination, (f) race discrimination, (g) trade union discrimination or (h)...
If she will make it her policy to assist the pursuit of equal pay claims by women employees through taking steps to minimise the expenses incurred by the claimant and the delays in application.
If she will make it her policy to assist the pursuit of equal pay claims by women employees through taking steps to minimise the expenses incurred by the claimant and the delays in application.