The following Employment precedent provides comprehensive and up to date legal information covering:
CORONAVIRUS (COVID-19): On 20 March 2020, the government announced the Coronavirus Job Retention Scheme (CJRS), under which all UK employers will be able to access support to continue paying part of their employees’ salary for those employees that would otherwise have been laid off during the coronavirus pandemic. For information on the extension of the CJRS that applies from 1 November 2020, see Practice Note: Coronavirus Job Retention Scheme (extended version from 1 November 2020). Users should note that the drafting in this Precedent does not seek to address the requirements of the CJRS in relation to designating employees as ‘furloughed workers’. For a proforma letter for use in that situation, see Precedent: Letter—from employer to employee regarding flexible furlough arrangements (extended CJRS from 1 November 2020).
[To be typed on headed notepaper of employer]
Dear [insert name of employee],
Re: [insert name of employer] (the Company)
I refer to our meeting on [date], when I explained that there has been a sudden and significant downturn in our business due to [insert details of the reason for the business downturn, eg the coronavirus (COVID-19) pandemic]. Unfortunately, this means that the Company needs to find ways of saving costs as a matter of urgency.
[LAY-OFF: ]As I explain
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On 29 August 2015, the Prudential Regulation Authority (PRA) published the PRA Rulebook (Rulebook). The transition from the Handbook to the Rulebook was intended to benefit PRA-authorised firms, to access clearer and more concise rules. Alongside the Rulebook, supervisory statements and statements
The principle of transferred maliceIf a person has a malicious intent towards X and, in carrying out that intent, injures Y, he is guilty of an offence. So, if D shoots at A with intent to kill him but kills B by mistake it is murder; the mistake as to the identity of the victim is irrelevant as D
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A declaratory judgment is a judgment identifying the rights, duties or obligations of one or more parties in a dispute. It is legally binding, but does not order any action by a party. A court may issue it alone or in conjunction with some other relief such as an injunction and can be granted on an
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