Your legal rights

<img src="/sites/default/files/justice.jpg" align="right" width="100" hspace="5" alt="scales of justice">Different companies may have different policies, but the law gives you a minimum of rights in various aspects of your employment. In our view, your legal rights are not good enough, but some of them are useful, and it is good to know what they are!

If you think that your employer is breahcing your legal rights, contact RMT immediately.

Training workshop: Refusal to work on the grounds of safety

Venue: Exmouth Arms, Star Cross Street, near Euston

All workers have the legal right to refuse to work in unsafe conditions. By using this right, we can protect ourselves and force employers to provide a safer workplace for us, our workmates and our passengers. With employers under increasing pressure to cut corners in order to save money, this issue is more important than ever.

The workshop will ensure that you understand your legal rights and how to use them.

This training workshop will look at:

'Time to train'

From 6 April, employees will have a new legal right: to request time off work to undertake study or training.

Known as 'time to train', this right applies to you if you work for an organisation with 250 or more employees, but not if you are an agency worker. You must have worked for your employer for at least 26 weeks before you apply.

From 6 April 2011 the right will apply to all employees working in organisations of all sizes, regardless of how many employees there are.

What if I have an accident?

What if I have an accident ?

“It’ll never happen to me “. We’re all guilty of thinking that accidents won’t happen to us, but the sad truth is that you are never that far away from the risk of being injured, whether it be a cut to the little finger or the kind of catastrophic or fatal accidents that are way too common.

Compensation is not going to be the first thing on your mind when the worst happens, but what should you do to make sure you don’t lose out?

O H Parsons & Partners

O H Parsons & Partners

We are a specialist Trade Union law firm having served Trade Unions and their members for over 60 years.

Much has changed over the years but our commitment to Socialist and Trade Union values remain as strong as ever.

We act for workers across a wide range of industries dealing with industrial injuries and employment law.

For the Union members, in partnership with their Unions, we offer the following service:

FREE

Advice and representation concerning any accident suffered at work, on the way to and from work,

EMPLOYMENT LAW TIME CHART

EMPLOYMENT LAW TIME CHART

IDS Brief employment law time chart

Statutory right/complaint (SEE ATTACHMENT FOR RESULTS)

Dismissal

Written reasons for dismissal (S.92 ERA)

Unfair dismissal (Part X ERA)

UD for a reason connected with medical suspension (S.108(2) ERA)

UD for taking part in official industrial action (S.238A TULR(C)A)

UD for ‘trade union’ reasons (Ss.152 & 153 TULR(C)A) UD by reason of business transfer (TUPE, Reg 8)

The Law on Disability Discrimination

Disabled workersIntroduction

1 This is the second in a series of five brief guides to discrimination in employment. They are intended as introductory handouts for trade union representatives and people in the workplace. Their aim is to set out the main provisions which protect and enhance the equal treatment of men and women at work. Since discrimination law has become increasingly complex, the particular circumstances of a case may have a significant impact on the prospects of success and these Guides are not a substitute for legal advice except in the clearest of cases.

A Manager Should Not Deal With a Grievance against Him/Herself

London Underground seems to think that it is OK for a manager to deal with staff grievances against him/herself! Not only is this self-evidently unfair, it also breaches ACAS rules. If your manager tries this, please use the following quotes to insist that the grievance is dealt with by a different manager.

The ACAS guide to discipline and grievances at work (which you can download in full here), states on page 44 that: