Employment Law in the UK are the rules and regulations that manage the complicated relationship between the employer, employees and Trade Unions. Employment law is thought to have originated in the Statute of Cambridge in 1388 which banned the arbitrary movement of workers and moved through the Slavery Abolition Act of 1833, The Factory Act of 1803 and Old Age Pensions Act of 1908. Today the body of law in the UK that deals with Employment consists of the provisions found in the Trade Unions and Labour Relations Act of 1992, The Employment Rights act of 1996 and the Equality Act of 2010. This body of law can be divided into two categories; the law concerning individual employment and the law concerning collective employment.

The body of law that surrounds individual employment deals with the statutory rights of each individual worker. Workers in the UK are protected from unfair dismissal and ensured job security by the Employment Rights Act. The Act also establishes the right of female workers to leave work temporarily for child care reasons whenever needed. The hours that workers are mandated to work are legislated by the Working Time Regulation Act. The National Minimum wage Act of 1998 established a minimum hourly salary that can be paid to adult workers and the Equality Act ensures that workers in the UK are judged only on their ability and not on the basis of their age, race, religion, disability or gender.

OK, I understand that applying to law school can be a frightening proposition and that you are looking for all the help you can get – and that’s why you are scouring the internet and the book stores for law school personal statement samples.

Well stop it.

You don’t need samples to show you how to write your law school personal statement. Each and every application you are completing tells you exactly what you need to know. The school has defined the rules, including how long the law school personal statement should be, what topics should be addressed, and frequently what topics should be avoided.

Conflict diamonds came to the attention of the world media during the extremely brutal conflict in Sierra Leone in the 1990s. The UN, governments, the diamond industry and non-governmental organizations (such as Amnesty International), recognised the need for a global system to prevent conflict diamonds from entering the legitimate diamond supply chain, which helped fund conflict. The Kimberley Process (the first meeting was held at Kimberley, South Africa in July 2000, hence the name) is a negotiating process to establish minimum acceptable international standards in the trade of diamonds from rebel-held conflict areas. Kimberly Process includes organized import and export, careful administration, combating corruption in the customs service, written invoices for diamond transactions, the presence of modern measuring and weighing instruments, and numbered and difficult-to-forge certificates. The advantages of the Kimberly system are: 1) Stemming the flow of money to rebel movements. 2) Increasing governments’ transparency 3) Getting governments to keep tabs on how many diamonds they import and export and how much they are worth. 4) Facilitating a system whereby governments can be held accountable for the relationship between income and public spending.