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Child Care In The United Kingdom
Child care in the United Kingdom is supported by a combination of rights at work, public sector provision and private companies. Child care is usually undertaken by the parents, and more often the mother who takes leave from employment. Early childhood education in a crèche or nursery is not freely available from the public sector, while fee-paying pre-schools are. History The first pre-school institution was opened in 1816 by Robert Owen in New Lanark, Scotland. The Hungarian countess Theresa Brunszvik followed in 1828. In 1837, Friedrich Fröbel opened one in Germany, coining the term "kindergarten". Leave from work Since the United Kingdom is a mixed economy, the government provides free healthcare, pensions, and some free child care, making people less involved with the market economy relative to nation such as America. Consequently, there is a direct correlation between a family-wellbeing and its welfare. Because of the child poverty rate the United Kingdom experienced in ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Child Care
Child care, otherwise known as day care, is the care and supervision of a child or multiple children at a time, whose ages range from two weeks of age to 18 years. Although most parents spend a significant amount of time caring for their child(ren), child care typically refers to the care provided by caregivers that are not the child's parents. Child care is a broad topic that covers a wide spectrum of professionals, institutions, contexts, activities, and social and cultural conventions. Early child care is an equally important and often overlooked component of child development, child's developments. Care can be provided to children by a variety of individuals and groups. Care facilitated by similar-aged children covers a variety of developmental and psychological effects in both caregivers and charge. This is due to their mental development being in a particular case of not being able to progress as it should be at their age. This care giving role may also be taken on by the c ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Boyle V Equal Opportunities Commission
Boyle is an English, Irish and Scottish surname of Gaelic, Anglo-Saxon or Norman origin. In the northwest of Ireland it is one of the most common family names. Notable people with the surname include: Disambiguation * Adam Boyle (other), multiple people * Charles Boyle (other), multiple people * David Boyle (other), multiple people * Edward Boyle (other), several people * Henry Boyle (other), multiple people * James Boyle (other) (also Jimmy Boyle), multiple people * John Boyle (other), multiple people * Kevin Boyle (other), several people * Mark Boyle (other), multiple people * Mary Boyle (other), several people * Peter Boyle (other), multiple people * Richard Boyle (other), multiple people * Robert Boyle (other), multiple people * Stephen Boyle (other), multiple people * Tommy Boyle (other), several people Arts and media * Alicia Boyle (1908–1 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Commotion Ltd V Rutty
''Commotion Ltd v Rutty'' 006IRLR 171EAT is an Employment Appeal Tribunal case in which an employer, who denied its staff flexible working time, was found in breach of the Employment Rights Act 1996 for failing to have any lawful reason. Facts Mrs Rutty was a warehouse assistant in Tonbridge, Kent packing educational toys for Commotion Ltd’s business. She and her husband had to take over care for their grand daughter, Jasmine. Mrs Rutty asked the warehouse supervisor, Mr Wood, for flexible working time, as a three-day week. She was denied on the basis that the employer wanted to keep her as a full-time member, by a Mr Brown. She appealed, and Mr Coote rejected her claim again, writing back saying that the company's policy was to ‘help to create a team spirit by having a uniform working day’. She resigned and claimed her application was unreasonably rejected, constructive unfair dismissal and indirect discrimination. Judgment Tribunal The Tribunal held that there were no gr ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
EA 2002
The Enterprise Act 2002 is an Act of the Parliament of the United Kingdom which made major changes to UK competition law with respect to mergers and also changed the law governing insolvency bankruptcy. It made cartels illegal with a maximum prison sentence of 5 years and states that level of competition in a market should be the basis for investigation. Structure *Part 1: The Office of Fair Trading (ss 1-11) *Part 2: The Competition Appeal Tribunal (ss 12-21) *Part 3: Mergers **Chapter 1: Duty to make references (ss 22-41) **Chapter 2: Public interest cases (ss 42-58) **Chapter 3: Other special cases (ss 59-70) **Chapter 4: Enforcement (ss 71-95) **Chapter 5: Supplementary (ss 96-130 *Part 4: Market Investigations **Chapter 1: Market investigation references (ss 131-138) **Chapter 2: Public interest cases **Chapter 3: Enforcement **Chapter 4: Supplementary (ss 168-184) *Part 5: The Competition Commission (ss 185-187) *Part 6: Cartel offence (ss 188-202) *Part 7: Miscellaneou ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Varieties Of Capitalism
''Varieties of Capitalism: The Institutional Foundations of Comparative Advantage'' is a 2001 book on economics, political economy, and comparative politics edited by political economists Peter A. Hall and David Soskice. Contents ''Varieties of Capitalism'' includes an introductory chapter by Hall and Soskice, as well as further chapters by Kathleen Thelen, Robert J. Franzese, Jr., Margarita Estevez‐Abe, Torben Iversen, Soskice, Isabela Mares, Orfeo Fioretos, Stewart Wood, Pepper D. Culpepper, Robert C. Hancké, Sigurt Vitols, Mark Lehrer, Steven Casper, Gunther Teubner, and Jay Tate. In their introductory chapter, "An Introduction to Varieties of Capitalism", Hall and Soskice set out two distinct types of market economy that implement capitalism: liberal market economies (LME) (e.g. US, UK, Canada, Australia, New Zealand, Ireland) and coordinated market economies (CME) (e.g. Germany, Japan, Sweden, Austria). Those two types can be distinguished by the primary way in wh ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Nobility
Nobility is a social class found in many societies that have an aristocracy. It is normally ranked immediately below royalty. Nobility has often been an estate of the realm with many exclusive functions and characteristics. The characteristics associated with nobility may constitute substantial advantages over or relative to non-nobles or simply formal functions (e.g., precedence), and vary by country and by era. Membership in the nobility, including rights and responsibilities, is typically hereditary and patrilineal. Membership in the nobility has historically been granted by a monarch or government, and acquisition of sufficient power, wealth, ownerships, or royal favour has occasionally enabled commoners to ascend into the nobility. There are often a variety of ranks within the noble class. Legal recognition of nobility has been much more common in monarchies, but nobility also existed in such regimes as the Dutch Republic (1581–1795), the Republic of Genoa (1005 ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Qua V John Ford Morrison Solicitors
''Qua v John Ford Morrison Solicitors'' 003ICR 482EAT is a UK labour law case concerning emergency leave to care for children. Facts Mrs Qua was absent for 17 days, because of her young son's medical problems. She had not told the employer quickly. The Employment Tribunal held that she had not told the employer as soon as reasonably practicable and said how long she would be absent. Judgment Cox J held that Mrs Qua had not done anything wrong, and ERA 1996 section 57A did not require the employee give daily updates about absence. He noted that even if the right to automatically unfair dismissal was lost because one did not comply with section 57A(2), then an employee who had been working over a year could still have an unfair dismissal claim. He added that the legislation only covers unforeseen emergencies, and employees cannot use the right to deal with regular occurrences, e.g. one day a week. See also *UK labour law United Kingdom labour law regulates the relations betwe ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Parental Leave Directive
Directive 2010/18/EU is a directive which concerns the basic rights of all parents to leave in the European Union. It was repealed and replaced by Directive (EU) 2019/1158. Contents The main provisions of the directive are as follows: *cl 2(1) time to care for children up to eight years old (2) for a minimum of four months *cl 3(1) conditions that may apply include (a) leave on a full or part-time basis or piecemeal (b) a qualifying period under a year (c) under what circumstances an employer may postpone (d) special arrangements for small business (2) notice periods with regard to the worker *cl 4, specific needs for adoptive parents *cl 5, employment rights and non-discrimination (1) right to return to job, or if impossible, a similar one consistent with the contract (2) acquired rights to be maintained *cl 6(1) return to work should allow for reasonable variations. (2) both encouraged to keep contact while away. *cl 7, time off for urgent family reasons, sickness or accident. ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
PALR 2002
The Paternity and Adoption Leave Regulations 2002SI 2002/2788 are a statutory instrument concerning UK labour law. They confer on fathers a bare right to two weeks leave, paid at £140.98 in 2017, for the purpose of looking after children. Contents The Paternity and Adoption Leave Regulations 2002 regulations 5-14 concern paternity rights, regulations 16-27 concern adoption, and 28-31 contain provisions which apply to both kinds of leave. *r 4 expected date of birth; *r 5 leave must be taken between the date of birth and 56 days later *r 6 up to two consecutive weeks leave for paternity at the low rate of maternity pay *r 8 paternity leave must be taken for the purposes of caring for a child or supporting the child’s mother or adopter *r 10 notice requirements for paternity *r 12 contract subsists *r 13 right to return to the same job after a period of leave, so long as no more than 4 weeks parental leave has been taken as well *r 14 same seniority, pensions and other rights as ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Paternity And Adoption Leave Regulations 2002
The Paternity and Adoption Leave Regulations 2002SI 2002/2788 are a statutory instrument concerning UK labour law. They confer on fathers a bare right to two weeks leave, paid at £140.98 in 2017, for the purpose of looking after children. Contents The Paternity and Adoption Leave Regulations 2002 regulations 5-14 concern paternity rights, regulations 16-27 concern adoption, and 28-31 contain provisions which apply to both kinds of leave. *r 4 expected date of birth; *r 5 leave must be taken between the date of birth and 56 days later *r 6 up to two consecutive weeks leave for paternity at the low rate of maternity pay *r 8 paternity leave must be taken for the purposes of caring for a child or supporting the child’s mother or adopter *r 10 notice requirements for paternity *r 12 contract subsists *r 13 right to return to the same job after a period of leave, so long as no more than 4 weeks parental leave has been taken as well *r 14 same seniority, pensions and other rights as ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
APLR 2010
The Additional Paternity Leave Regulations 2010SI 2010/1055 are a statutory instrument involving UK labour law, which introduced a basic right for mothers to transfer their right to unpaid leave to their partner if the mother has returned to work. Contents The main provisions of the regulations are as follows. *r 4, the employee must have (2) worked for 25 weeks and have the main responsibility, with the mother, for caring for the child (5) the mother must be entitled to maternity leave, pay or an allowance and have returned to work *r 5, right arises between 20 and 52 weeks after birth, for a period of continuous leave between 2 and 26 weeks, after 8 weeks notice. *r 6, notice, an employee declaration of intent to care, a mother declaration that she has returned to work must be given. (3) the employer can require the birth certificate and the mother’s employer’s contact details. *r 7, variation before leave begins *r 8, employer confirmation *r 9, commencement *rr 10-13, ri ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
Additional Paternity Leave Regulations 2010
The Additional Paternity Leave Regulations 2010SI 2010/1055 are a statutory instrument involving UK labour law, which introduced a basic right for mothers to transfer their right to unpaid leave to their partner if the mother has returned to work. Contents The main provisions of the regulations are as follows. *r 4, the employee must have (2) worked for 25 weeks and have the main responsibility, with the mother, for caring for the child (5) the mother must be entitled to maternity leave, pay or an allowance and have returned to work *r 5, right arises between 20 and 52 weeks after birth, for a period of continuous leave between 2 and 26 weeks, after 8 weeks notice. *r 6, notice, an employee declaration of intent to care, a mother declaration that she has returned to work must be given. (3) the employer can require the birth certificate and the mother’s employer’s contact details. *r 7, variation before leave begins *r 8, employer confirmation *r 9, commencement *rr 10-13, ri ... [...More Info...] [...Related Items...] OR: [Wikipedia] [Google] [Baidu] |
