Sponsored by BPE Solicitors, Innovation Rocks is an all-day event that will take place on Friday 10 June at The Renishaw Innovation Centre in Wotton-under-Edge, Gloucestershire. The event gives budding entrepreneurs the opportunity to present their business plans and ideas to active venture capital companies and investors.
Read MoreInsightsPosts From May 2016
Chris Wilkins of Bevans Chartered Surveyors looks at the requirements of the Equality Act that need to be taken into account when designing a building accessed by the public.
Read MoreNeil Mason asks “when can insolvency proceedings be used to force payment of an interim payment application?”
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Katie Pickering looks at quantum meruit claims and translates the Latin into plain English.
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Anna Wood warns about using incomplete payment schedules in building contracts.
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Under UK employment law and the European Convention on Human Rights, employees have the basic right to hold and manifest religious beliefs. However, this is not an absolute right, and there have been many highly publicized cases where employees have been disciplined or even dismissed for “imposing” their beliefs on others or for manifesting them in a way which contradicts their employers’ policies or practices or which infringes other human rights. For example, the case of a Christian registrar who was disciplined for refusing to conduct civil partnership ceremonies because they were against her religious beliefs. Employers, therefore, have the unenviable task of seeking to balance the different religious beliefs and human rights of their employees against the needs of running a business. A recent Employment Appeal Tribunal case has shed further light on this area.
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