Welcome to our June 2010 Employment Law Update
Welcome to the June edition of the Barlow Robbins LLP Employment Law e-mail update. Whether or not you have benefitted from our employment law seminars or employment law newsletter updates in the past, we hope that you find this electronic update informative and useful in keeping your business up to date with latest developments in employment law.
This facility is in addition to the information and assistance which is available to you on our website www.barlowrobbins.com and any member of the Employment Team will, of course, be available to assist you if required on the telephone at any time.
As always, your feedback is extremely valuable to us, whether in relation to this e-mail update, previous updates/seminars or our services generally and we would welcome your comments.
If you require any further information relating to any one of the news stories below, please do not hesitate to contact a member of the Barlow Robbins LLP Employment Team. | 
The Court of Appeal has recently provided guidance on how employers should carry out investigations into an employee’s alleged misconduct.
The Employment Appeal Tribunal has set out a list of factors for an Employment Tribunal to consider when deciding upon the size of uplift to a compensation award for the employer's failure to follow a proper disciplinary procedure.
Under the “Without Prejudice” rule, evidence of all oral or written negotiations which are genuinely aimed at achieving a settlement are inadmissible in any subsequent litigation, subject to certain exceptions.
The Employment Appeal Tribunal has held in City of Edinburgh -v- Wilkinson & Others that office workers can bring equal pay claims using manual workers, who are entitled to bonuses for example, as comparators.
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