2015/24 Protestant hospital may ban headscarf at work (GE)

It is permissible for an employer who is part of a religious community, in this case the Protestant Church, to ask its employees to behave neutrally during working hours. This duty of neutrality can justify a prohibition on wearing Islamic headscarves.

<strong>2015/24 Protestant hospital may ban headscarf at work (GE)</strong>

It is permissible for an employer who is part of a religious community, in this case the Protestant Church, to ask its employees to behave neutrally during working hours. This duty of neutrality can justify a prohibition on wearing Islamic headscarves.

2015/2 Economic identity of a petrol station (GE)

To determine whether the conditions for the transfer of an organised economic entity are met, it is necessary to consider all the facts characterising the transaction, including the type of business concerned, whether tangible assets and the majority of its employees are being taken over, its customers and the degree of similarity between the activities carried on before and after the transfer.

ECJ 18 September 2014, case C-549/13 (Bundesdruckerei GmbH - v -Stadt Dortmund), Miscellaneous, Public procurement

In May 2013, the City of Dortmund (the ‘contracting authority’ in this case) issued a...

2015/2 Economic identity of a petrol station (GE)

To determine whether the conditions for the transfer of an organised economic entity are met, it is necessary to consider all the facts characterising the transaction, including the type of business concerned, whether tangible assets and the majority of its employees are being taken over, its customers and the degree of similarity between the activities carried on before and after the transfer.

<p>ECJ 18 September 2014, case C-549/13 (Bundesdruckerei GmbH - v -Stadt Dortmund), Miscellaneous, Public procurement</p>

In May 2013, the City of Dortmund (the ‘contracting authority’ in this case) issued a...

2014/62 Statutory trade union recognition scheme not incompatible with the European Convention on Human Rights (UK)

A statutory trade union recognition scheme which provides that an employer can reach an agreement for collective bargaining with a non-independent trade union and thereby block an application for recognition by an independent union was not incompatible with Article 11 of the European Convention on Human Rights (the ‘Convention’). The scheme was compatible with human rights law because an employee could apply for the so-called “sweetheart” union to be de- recognised which, if effective, would clear the way for recognition of the independent union.

2014/62 Statutory trade union recognition scheme not incompatible with the European Convention on Human Rights (UK)

A statutory trade union recognition scheme which provides that an employer can reach an agreement for collective bargaining with a non-independent trade union and thereby block an application for recognition by an independent union was not incompatible with Article 11 of the European Convention on Human Rights (the ‘Convention’). The scheme was compatible with human rights law because an employee could apply for the so-called “sweetheart” union to be de- recognised which, if effective, would clear the way for recognition of the independent union.

ECJ 11 September 2014, case C-91/13 (Essent Energie Productie BV - v - Minister van Sociale Zaken en Werkgelegenheid), Free movement, Work and residence permit

Essent is a Dutch company. It contracted with another Dutch company, BIS, to erect scaffolding at...

ECJ 11 September 2014, case C-91/13 (Essent Energie Productie BV - v - Minister van Sociale Zaken en Werkgelegenheid), Free movement, Work and residence permit

Essent is a Dutch company. It contracted with another Dutch company, BIS, to erect scaffolding at...