The Histadrut condemns violence and expresses solidarity with the Palestinian General Federation of Trade Unions (PGFTU) | ||
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01/06/2010 The Histadrut union that is active in offering humanitarian assistance to Gazans has criticised the conduct of the flotilla organizers for refusing to offload aid destined for Gaza in Ashdod port for inspection, to prevent the smuggling of arms, prior to its transfer to Gaza. The Histadrut said that it is, "saddened by the fact that an action whose goal is apparently humanitarian assistance deteriorated to the violence that lead to loss of life. Unfortunately, the conduct of the flotilla organizers, through the rejection of the Israeli proposal, was to attain provocation to strengthen Hamas, agitate the real peace efforts in the region (such as Histadrut and PGFTU) and create an incident which now threatens to unravel the delicate diplomacy which had successfully in recent weeks brought about a renewal of peace negotiations between the Israeli government and the Palestinian Authority". The Histadrut has described the practical aspects of its solidarity with the Palestinian workers and the Palestinian General Federation of Trade Unions (PGFTU) as being in line with its vision of attaining a just and viable peace between Israel and Palestine. Histadrut quotes the 1995 agreement with the PGFTU whereby the Histadrut remits fifty percent of all dues from Palestinians employed by Israeli employers to the PGFTU. An example of the cooperation has been the telephone hotline that helps palestinian truck drivers easier access to Israel at border crossings.The PGFTU and the Histadrut run a joint vocational training seminar for drivers from both Israel and Palestine. Vocational training courses for Palestinians to gain vocational training and work experience in Israel have been developed with the cooperation of the Builders and Woodworkers International (BWI). The Histadrut as part of its efforts to protect working conditions of the 50,000 Palestinians employed by Israeli companies provides legal support for Palestinians, educational and vocational training workshops and distributes advice leaflets in Arabic. On the governmental level the Histadrut lobbies the Israeli government on key issues affecting palestinian workers. For example in 2009 a proposed €250 tax on Palestinian employees employed by Israeli employers was dropped after the Histadrut intervened following a request from Shaher Sa’ed (General Secretary of the PGFTU). The Histadrut has condemned the persecution by Hamas of PGFTU leaders and representatives in Gaza (the islamist Hamas sponsored by Iran likewise has carried out terrorist attacks on Israel using suicide bombers and the firing of many thousands of missiles against Israel's border communities). The Histadrut reiterated that it will continue its solidarity with Palestinians to "strengthen the relationship and the cooperation between the Histadrut and the PGFTU" and will continue to assist in providing humanitarian assistance to Gazans. Links to videos follow of the violent ambush on the Mavi Marmara by activists of the Humanitarian Relief Foundation (IHH, set up and funded by the Turkish branch of the islamist moslem brotherhood). The activists were previously filmed chanting islamist songs and chants such as “Khaybar, Khaybar, oh Jews the army of Muhammad will return” (a reference to a seventh-century massacre of Jews by Muslims) : 1, 2 | ||
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Hurriyet article of the re-orienting of Turkey by its islamist government against the west
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| 2010 Where an employer is contemplating disciplinary action the thoroughness of the investigation needs to reflect the seriousness of the consequences to a worker - Salford Royal NHS Foundation Trust v Roldan [2010] EWCA Civ 522 Damages are not limited to the term of the breached fixed term contract (but reflect the total loss caused) - Edwards v Chesterfield Royal Hospital NHS Foundation Trust [2010] EWCA Civ 571 The disclosing of without prejudice communications - Woodward v Santander [2010] UKEAT/0250/09/ZT Criterion for awarding uplifts under the Dispute Resolution Procedures - Lawless v Print Plus [2010] UKEAT/0333/09/JOJ A local council is a single establishment thus allowing white collar workers to use manual workers as comparators - City of Edinburgh v Wilkinson & ors [2010] UKEATS/0002/09/BI A compromise agreement can be valid even though the claimant does not understand it - McWilliam & Others v Glasgow City Council When using the closed procedure for national security purposes the claimant must still be provided with the gist of the employer's case - Home Office v Tariq [2010] EWCA Civ 462 An employer can not repair a fundamental breach of contract. It is up to the employee whether to resign and claim constructive unfair dismissal. - Buckland v Bournemouth University Higher Education Corp [2010] EWCA Civ 121 A worker can not claim constructive dismissal if he is in breach of the duty of trust and confidence - Bateman & Ors v. Asda Stores Ltd [2010] UKEAT 0221_09_1102 A worker can not claim constructive dismissal if he is in breach of the duty of trust and confidence - Aberdeen City Council v McNeill [2009] UKEAT 0037_08_1011 BA dress code forbidding the open display of faith symbols was not discriminatory - Eweida v British Airways Plc [2010] EWCA Civ 80 When deciding whether to allow an amendment the lateness of the application is only one factor to be taken into account by the employment judge - Baker v The Commissioner of Police of The Metropolis [2010] UKEAT 0201_09_0502 National courts should should strike down discriminatory legislation - Seda Kücükdeveci v Swedex GmbH & Co. KG [2010] ECJCase C-555/07 Judges restrict employers' use of the illegality defence against employee unfair dismissal claims - SAN LING CHINESE MEDICINE CENTRE v LIAN WEI JI - [2010] EAT UKEAT/0370/09/ZT There is a right to legal representation at a disciplinary which might result in the loss of the right to practise a profession - G, R (on the application of) v X School & Ors [2010] EWCA Civ 1 Cabin crew spending 5% of their time in the UK were considered to have worked partly at an establishment in Great Britain. - BA v Mak EAT [2010] UKEAT/0055/09/SM The 'genuine occupational requirement' rule may apply to a maximum age for employment - Wolf v Stadt Frankfurt am Main [2010] Case C-229/08 ECJ Different dress codes do not necessarily amount to sex discrimination - Dansie v. The Commissioner of Police for The Metropolis [2009] UKEAT Certain conditions must exist for the obligation to carry out a risk assessment for a pregnant worker to arise - ONeill v. Buckinghamshire County Council [2010] UKEAT 2009 An employment tribunal may decide if a compromise decision is unenforcable - Industrious Ltd v Horizon Recruitment Ltd & Anor [2009] UKEAT Registrar claiming right to refuse to officiate at civil weddings loses religious discrimination case - Ladele v London Borough of Islington [2009] EWCA Civ 1357 A philosophical belief based on science is protected by the Employment Equality (Religion or Belief) Regulations 2003 - Grainger Plc v Nicholson [2009] UKEAT/0219/09/ZT Christian counsellor who would not help same sex couples was not discriminated against - McFarlane v Relate Avon Ltd [2009] UKEAT 0106_09_3011 Under TUPE the obligation to inform always applies, even when no measures are contemplated relating to the transfer - Cable Realisations Ltd v GMB Northern [2009] UKEAT The Court of Appeal rules on Harassment and 'Oppressive and Unacceptable' behaviour Veakins v Kier Islington Ltd [2009] EWCA Civ 1288 For s4A(3) of the DDA to apply the employer must have known (or ought to have known) that the employee was disabled and that the disability would affect him in the manner described in section 4A(1) - DWP v Alam [2009] UKEAT 0242_09_0911 A discrimination case may not proceed on the mere possibility that evidence might emerge during cross examination - ABN Amro Management Services v Hogben [2009] UKEAT 0266_09_0111 In cases of discriminatory dismissal tribunals may reduce compensation if the worker would in any event have been dismissed - Chagger v Abbey National Plc & Anor [2009] EWCA Civ 1202 |
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