Legal news of late has come thick and fast, and last week was no exception. As we take up the slack of another working week, let’s take a moment to get our bearings with a look at three areas of recent upheaval: the Tier 2 (General) shortage occupation list; access to employment tribunals; and the application of EU human rights law in UK courts.
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I don’t know if you heard but amidst the economic doomsday, the EU Commission published a communication last week that signalled some good news for lawyers and judges all over the European Union. And by good news we mean it’s time to stock up on stationary, buy new textbooks and rekindle the passion and love for education. You can leave the school uniform at home though. Learning is a lifelong process, don’t you know?
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Now if you’ve ever stayed at a hotel, I’m sure most of the time you don’t see housekeeping. You walk into your room and everything is fresh, folded, neat and cleanly tucked away. It’s almost magical and I personally get a bit excited with the luxury, and then instantly a sense of shame washes over me. I don’t know whether it’s my social class or just my Turkish upbringing, but having other people clean up my mess feels…odd. Even when they’re paid to do it.
As a company director, the first step when considering resignation is carefully examining what the company’s Articles of Association say. The Articles may include the protocol for resignation. If the Articles do not have a step by step guide or ignore the level of detail required, then the default model Articles included in the Companies Act 1996 provide some guidance. ‘Table A’ of the guidance instructs the outgoing director to hand in a letter of resignation (dated and signed) to be provided in accordance with the requisite notice but in any event, physically provided up to the Board within 48 hours of the director’s intention to resign. Proof that this letter was sent is also a prudent measure in order to prevent any allegations that the oral resignation did not take place.
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