Save the date! The 2015 EELA-ERA annual seminar will be held in Brussels on 20 November 2015.
Save the date! The 2014 EELA-ERA annual seminar will be held in Brussels on 28 November 2014. Read on for the registration link.
Over the past year, the amount of people who visit the EELA.ORG website using a smartphone or small tablet has grown considerably. The previous design of the website did not accommodate these people very well. Therefore, EELA commissioned Mediaweb to re-design the website so it would better cater for these people.
Conferences by EELA partner ERA
Trier, 20-21 April 2015 (free of charge / travel and accommodation costs reimbursable)
Brussels, 7-8 May 2015 (registrations before 7 April will be eligible for a 10% discount)
Strasbourg, 2 June 2015 (10% discount until 2 May 2015)
Trier, 6-10 July 2015 (25% discount for EELA members)
The Labour Code of Lithuania sets down that it shall not be permitted to recover a wage that has been overpaid and computed by applying the wrong law, with the exception of cases of computation errors. However, monetary compensation for unused annual leave, as ruled on by the Supreme Court of Lithuania (the “Court”) in its judgment of June 10, 2015 (case No. 3K-3-370-313/2015), is not a wage, therefore, in establishing that an employee received such compensation without legal grounds, it can be recovered.
Now that the dust has settled after the General Election, we take stock and round up the future legislative developments on the horizon for the remainder of 2015. Our tracker covers developments envisaged in existing legislation and also in the Conservative party's election manifesto. We also highlight some of the major cases to watch out for in the remainder of the year.
In CLFIS (UK) Ltd v Reynolds the Claimant alleged that the termination of her consultancy agreement was discriminatory on the grounds of age. The Employment Tribunal (ET) had dismissed the claim on the basis that the decision-maker's decision was not tainted by age discrimination. This was overturned by Employment Appeal Tribunal (EAT), which held that the ET was wrong to focus only on the mental processes of the decision-maker in circumstances where it was common ground that other individuals had significantly influenced the decision. Allowing the appeal and restoring the ET's decision, the Court of Appeal has held that the correct approach is to consider distinct acts separately.