LPC Law Notes Business Law and Practice Notes
A collection of the best LPC BLP notes the director of Oxbridge Notes (an Oxford law graduate) could find after combing through dozens of LPC samples from outstanding students with the highest results in England and carefully evaluating each on accuracy, formatting, logical structure, spelling/grammar, conciseness and "wow-factor".
In short these are what we believe to be the strongest set of Business Law and Practice notes available in the UK this year. This collection of notes is fully upda...
The following is a more accessible plain text extract of the PDF sample above, taken from our Business Law and Practice Notes. Due to the challenges of extracting text from PDFs, it will have odd formatting:
Directors are officers and may also be employees (Bottrill) – so you may need to get rid of them twice.
Resignation |
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Removal by Board |
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Disqualification under Articles |
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Disqualification by the Court | The court has discretion to disqualify a D for between 2 and 15 years under CDDA ’86:
Re Sevenoaks Stationers Ltd outlines the tariffs: (also see ch 6.10.6 for more case law) 2 – 5 years: not a particularly serious offence 6 – 10 years: a serious offence but not meriting the top bracket 11 – 15 years: for very serious offences |
Automatic by Rotation under Table A |
Note: executive directors are exempt from this requirement (TA84) |
Removal by Shareholders (see flowchart) | Members’ Rights:
Directors’ Rights:
Procedure: Co-Operative Board:
Procedure: Unco-operative Board:
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Protection from Removal |
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Payment for Loss of Office |
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Dismissal of Employees
CONSTRUCTIVE DISMISSAL P.464
If the employer has committed a repudiatory breach of contract (such as humiliating the employee; unreasonable work demands; unilateral alteration of contract terms) will permit the employee to:
Treat the contract as discharged
Leave without notice
Bring a claim for wrongful dismissal against the employer
…unless: a) the employee committed a repudiatory breach of a express or implied term of their contract; or
b) the employee did not leave within a reasonable time of the employer’s breach. In which case the employee is deemed to have affirmed the contract
WRONGFUL DISMISSAL (Common Law Claim) P.464
Employee must show that… | Their employer has terminated their contract in breach of employment by either:
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Inadequate notice | If the notice period in the contract is shorter than the statutory minimum (s.86 ERA ’96), then the statutory minimum will apply:
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Damages |
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Buy the full version of these notes or essay plans and more in our Business Law and Practice Notes.
A collection of the best LPC BLP notes the director of Oxbridge Notes (an Oxford law graduate) could find after combing through dozens of LPC samples from outstanding students with the highest results in England and carefully evaluating each on accuracy, formatting, logical structure, spelling/grammar, conciseness and "wow-factor".
In short these are what we believe to be the strongest set of Business Law and Practice notes available in the UK this year. This collection of notes is fully upda...
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