INTERACTIVE FIRST AID QUIZFrom Qwizdom UK

Which of the following types of dismissal does the ACAS Code of Practice on Disciplinary and

Grievance Procedures not apply to?

A. MisconductB. Poor performanceC. CapabilityD. The ACAS Code does not apply to any of the

above

Which of the following types of dismissal does the ACAS Code of Practice on Disciplinary and

Grievance Procedures not apply to?

Capability

According to the decision in Egg Stoves (Stamford Hill) v. Leibovici [1977] how long

should an employee be off sick for before the employer can look to dismiss?

A. 3-6 monthsB. 6-9 monthsC. 9-12 monthsD. Over 1 year

According to the decision in Egg Stoves (Stamford Hill) v. Leibovici [1977] how long

should an employee be off sick for before the employer can look to dismiss?

6-9 months

If the notice period which an Employer is obliged to give to terminate the Employment Contract is at least one week more

than the statutory minimum, they do not have to pay the Employee for sickness absence during that notice period. Is this

statement true or false?

TrueFalse

If the notice period which an Employer is obliged to give to terminate the Employment Contract is at least one week more

than the statutory minimum, they do not have to pay the Employee for sickness absence during that notice period. Is this

statement true or false?

True

The standard rate minimum wage was increased to what on 1 October 2010.

A. £5.63B. £5.73C. £5.83D. £5.93

The standard rate minimum wage was increased to what on 1 October 2010.

£5.93

The Equality Act 2010 outlaws Employers’ pre-employment health enquiries unless they are

made for prescribed reasons. Is this statement true or false?

TrueFalse

The Equality Act 2010 outlaws Employers’ pre-employment health enquiries unless they are

made for prescribed reasons. Is this statement true or false?

True

The Equality Act 2010 strengthens enforcement of discrimination law by enabling Tribunals to make recommendations to Employers. Which of the

following statements about recommendations is untrue?

A. They can benefit the wider workforce, not just the Claimant

B. They are binding and an Employer will face enforcement actionfor failing to comply

C. The Acts explanatory notes say that a Tribunal couldrecommend, for example, that the Employer introduces an EqualOpportunities Policy, re-train staff, or makes public its selectioncriteria used for information

D. A recommendation could be used as evidence to supportsubsequent similar discrimination claims

The Equality Act 2010 strengthens enforcement of discrimination law by enabling Tribunals to make recommendations to Employers. Which of the

following statements about recommendations is untrue?

B.They are binding and an Employer will face enforcement action

for failing to comply

The Equality Act 2010 makes provision for claims of combined discrimination. Which of the following

statements about combined discrimination is true?

A. The claim must be based on a combination of no more than twoprotected characteristics, but pregnancy/maternity and married/civilpartnership status are excluded

B. The claim can be based on two or more protected characteristics and there are no exclusions

C. There is no available defence to a combined discrimination claim

D. The new rules on combined discrimination are due to come into force in July 2011

The Equality Act 2010 makes provision for claims of combined discrimination. Which of the following

statements about combined discrimination is true?

A. The claim must be based on a combination of no more than twoprotected characteristics, but pregnancy/maternity and married/civilpartnership status are excluded

According to the ACAS Annual Report for 2009/2010, by what percentage did the number of individual

claims increase in comparison to 2008/2009?

A. 1%B. 3%C. 8%D. 13%

According to the ACAS Annual Report for 2009/2010, by what percentage did the number of individual

claims increase in comparison to 2008/2009?

13%

According to the ACAS Report (as above) what was the most

common type of claim in the year 2009/2010?

A. DiscriminationB. Work place stressC. Unlawful deduction from wagesD. Unfair dismissal

According to the ACAS Report (as above) what was the most

common type of claim in the year 2009/2010?

Unfair dismissal

What was the average (mean) award of compensation for an unfair dismissal claim in the year 1 April 2009 to

31 March 2010?

A. £5,680B. £7,440C. £9,120D. £11,810

What was the average (mean) award of compensation for an unfair dismissal claim in the year 1 April 2009 to

31 March 2010?

£9,120

As from 1 February 2011, what is the limit on a week’s pay (gross) for the purposes of calculating a statutory

redundancy payment?

A.£360B.£380C.£400

As from 1 February 2011, what is the limit on a week’s pay (gross) for the purposes of calculating a statutory

redundancy payment?

£400

Which of the following types of claim does not require the Employee to have one year’s

continuous employment before they can issue a complaint?

A. Written reasons for dismissalB. Unfair dismissalC. Unfair dismissal by reason of a business transferD. Unfair dismissal for a reason connected with the

Working Time Regulations 1998

Which of the following types of claim does not require the Employee to have one year’s

continuous employment before they can issue a complaint?

Unfair dismissal for a reason connected with theWorking Time Regulations 1998

Under the proposed additional paternity leave scheme, due to affect parents whose babies are born on or after 3 April 2011, an eligible employee will be permitted to take a maximum of how many weeks

additional paternity leave before the child’s first birthday?

A. 4 weeksB. 12 weeksC. 26 weeksD. 52 weeks

Under the proposed additional paternity leave scheme, due to affect parents whose babies are born on or after 3 April 2011, an eligible employee will be permitted to take a maximum of how many weeks

additional paternity leave before the child’s first birthday?

A. 26 weeks

Under the proposed additional paternity leave scheme, as above, a Father taking additional paternity

leave will be entitled to the same right as a Mother returning after ordinary maternity leave, that is the

right to return to the same job on the same terms and conditions as before the additional paternity leave

began.

True or False?

Under the proposed additional paternity leave scheme, as above, a Father taking additional paternity

leave will be entitled to the same right as a Mother returning after ordinary maternity leave, that is the

right to return to the same job on the same terms and conditions as before the additional paternity leave

began.

True

Which of the following statements about the Court of Appeal’s decision in Seldon v Clarkson Wright and Jakes (A partnership) and Secretary of State

for Business Innovation and Skills is incorrect?

A. It was found that a rule requiring partners in a firm of Solicitors to retire at 65 was a proportionate means of achieving the legitimate aims of work force planning and providing associates with promotion opportunities.

B. The Court of Appeal noted that a single retirement age applied to an entire workforce is likely to satisfy the test of being a proportionate means of achieving a legitimate aim.

C. On the facts of the case, two categories of legitimate aim were identified, one of which was "collegiality" by limiting expulsion of partners through performance management and so contributing to a congenial and supportive workplace.

D. It was held that the fact of a retirement age of 66 would have been less discriminatory to some did not mean that 65 was unlawful.

Which of the following statements about the Court of Appeal’s decision in Seldon v Clarkson Wright and Jakes (A partnership) and Secretary of State

for Business Innovation and Skills is incorrect?

The Court of Appeal noted that a single retirement age applied to an entire workforce is likely to satisfy the test of being a proportionate means of achieving a legitimate aim.