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Wages (General (employer has to pay the employee even if there is no work…
Wages
General
employer has to pay the employee even if there is no work available, but each case will be judged individually
Browning v Crumlin Valley Collieries Ltd
deductions from wages cannot be made without permission, unless deductions are authorised by statute
S14, the Employment Rights Act 1996 - list of accepted deductions:
- overpayment of wages or expenses paid by the employer (Murray v Strathclyde Regional Council
- result of disciplinary provisions resulting from a statutory provision
- result of statutory requirement to deduct sums and pay them over to a public authority (Patel v Marquette)
- prior contractual agreement for the deductions to be paid to a third person
- as a result of the worker taking part in industrial action (Gill v Ford Motor Co Ltd)
- a deduction made with prior written consent of the worker, resulting from the order of a court or tribunal
Stock or cash deficiencies - limited to 10% of the gross amount of wages for that particular day (however deductions can be made from successive days until the full amount is recovered).
10% rule does not apply to the final pay day if the employee's employment is terminated - here the entire amount can be offset against the employee's wages
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Equal pay
Equality Act 2010
eliminates discrimination between men and women in regard to pay and other conditions of employment
S65 provides 3 ways of determining "equal work":
- like B's work
- is rated as equivalent to B's work;
- of equal value to B's work
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