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</o:shapelayout></xml><![endif]--></head><body lang=EN-GB link=blue vlink=purple><div class=WordSection1><div><div><div><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;background:#F2E3CE;border-collapse:collapse'><tr><td valign=top style='padding:0cm 0cm 0cm 0cm'><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=600 style='width:450.0pt;background:#FAFAFA;border-collapse:collapse'><tr><td valign=top style='padding:7.5pt 7.5pt 7.5pt 7.5pt'><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;border-collapse:collapse'><tr><td valign=top style='padding:7.5pt 7.5pt 7.5pt 7.5pt'><p class=MsoNormal><span style='font-size:7.5pt;font-family:"Arial","sans-serif";color:#707070'>Free resources provided by the Institute of Employment Rights<o:p></o:p></span></p></td><td width=170 valign=top style='width:127.5pt;padding:7.5pt 7.5pt 7.5pt 7.5pt'></td></tr></table></td></tr></table></div><p class=MsoNormal align=center style='text-align:center'><o:p> </o:p></p><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=600 style='width:450.0pt;background:#FDFDFD;border-collapse:collapse'><tr><td valign=top style='padding:0cm 0cm 0cm 0cm'><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=600 style='width:450.0pt;background:white;border-collapse:collapse'><tr><td style='border:none;border-bottom:solid #505050 4.5pt;padding:7.5pt 7.5pt 7.5pt 7.5pt'><p class=MsoNormal align=right style='text-align:right'><b><span style='font-size:25.5pt;font-family:"Arial","sans-serif";color:#202020'><img width=154 height=114 id="Picture_x0020_0" src="cid:image001.png@01CEB491.10697F50" alt=ierlogo-events.gif><o:p></o:p></span></b></p></td><td width="100%" style='width:100.0%;border:none;border-bottom:solid #505050 4.5pt;padding:7.5pt 7.5pt 7.5pt 7.5pt'><div><h1 style='mso-margin-top-alt:.1pt;margin-right:0cm;margin-bottom:.05pt;margin-left:0cm'><span style='font-family:"Arial","sans-serif";color:#773B6A'>TUPE update: the new regulations</span><span style='font-size:30.0pt;font-family:"Arial","sans-serif";color:#773B6A'><o:p></o:p></span></h1></div></td></tr></table></div></td></tr><tr><td valign=top style='padding:0cm 0cm 0cm 0cm'><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=600 style='width:450.0pt;border-collapse:collapse'><tr><td width=180 valign=top style='width:135.0pt;background:#FDFDFD;padding:7.5pt 7.5pt 7.5pt 7.5pt'><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;border-collapse:collapse'><tr><td valign=top style='padding:0cm 0cm 0cm 0cm'><p class=MsoNormal><a href="http://www.ier.org.uk/events/tupe-update-new-regulations"><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1F497D;text-decoration:none'><img border=0 width=130 height=151 id="_x0000_i1028" src="cid:image002.jpg@01CEBF81.262D4330" alt="TUPE Update cover.jpg"></span></a><span style='font-size:11.0pt;font-family:"Calibri","sans-serif";color:#1F497D'><o:p></o:p></span></p><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;border-collapse:collapse'><tr style='height:381.4pt'><td width="100%" valign=top style='width:100.0%;border:none;border-right:solid #DDDDDD 1.0pt;padding:15.0pt 15.0pt 15.0pt 7.5pt;height:381.4pt'><h2 style='mso-margin-top-alt:3.0pt;margin-right:0cm;margin-bottom:12.0pt;margin-left:0cm;background:white'><span style='font-size:12.0pt;font-family:"Arial","sans-serif";color:#773B6A;font-weight:normal'>Wednesday 23 October 2013<br></span><span style='font-size:12.0pt;font-family:"Arial","sans-serif"'>London<span style='color:#773B6A'><o:p></o:p></span></span></h2><p style='line-height:14.4pt;background:white;orphans: auto;widows: auto;-webkit-text-stroke-width: 0px;word-spacing:0px'><span style='font-family:"Arial","sans-serif"'>With:<o:p></o:p></span></p><p style='line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif";color:#773B6A'>Richard Arthur</span><span style='font-family:"Arial","sans-serif"'>, Thompsons Solicitors<i><o:p></o:p></i></span></p><p style='line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif";color:#773B6A'>Dave Johnson</span><span style='font-family:"Arial","sans-serif"'>, Unison National Secretary of Business, Community and Environment<i><o:p></o:p></i></span></p><p style='line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif";color:#773B6A'>Christine Haswell</span><span style='font-family:"Arial","sans-serif"'>, PCS<i><o:p></o:p></i></span></p><p style='line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif";color:#773B6A'>Hannah Reed</span><span style='font-family:"Arial","sans-serif"'>, Senior Employment Rights Officer at TUC<o:p></o:p></span></p><p class=MsoNormal style='line-height:150%'><span style='font-family:"Arial","sans-serif";color:#773B6A'><a href="http://www.ier.org.uk/events/tupe-update-new-regulations"><span style='color:#773B6A'>Book now</span></a><o:p></o:p></span></p></td></tr></table></td></tr></table></td><td valign=top style='background:#FDFDFD;padding:7.5pt 7.5pt 7.5pt 7.5pt'><p class=MsoNormal align=right style='text-align:right;line-height:150%'><span style='font-size:14.0pt;line-height:150%;font-family:"Arial","sans-serif";color:#773B6A'><a href="http://www.ier.org.uk/events/tupe-update-new-regulations"><span style='color:#773B6A'>Book now</span></a><o:p></o:p></span></p><p class=MsoNormal style='mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif"'>TUPE governs how workers are treated following the transfer of a business or a change in service provision. The Original aim of the regulations was to strengthen the rights of workers involved in transfers, and provide them with continuity of employment and of terms and conditions. But, as the government continues with their politically motivated attack on workers' protection through the undermining of employment law including the TUPE Regulations, information and consultation rights and collective redundancy rights, the hard-fought rights of workers, look set to be weakened further.<o:p></o:p></span></p><p class=MsoNormal style='mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif"'>The government consultation period on changes to the TUPE Regulations (2006) closed in April 2013 and we anticipate that, by the time of this conference, the proposed changes to the Regulations will have been published. Past experience suggests that once again, legislative changes will focus on the interests of business and profit - rather than the protection of workers' terms and conditions. In the Institute's response to the government's consultation on proposed change to the TUPE Regulations, author Richard Arthur states "it is impossible to identify on single measure in the consultation document which is even claimed to further the aim of safeguarding employees' rights. This is a set of proposals aimed at benefiting employers and is, as the Impact Assessment acknowledges, likely to disadvantage the low paid (especially women), and those with disabilities".<o:p></o:p></span></p><p class=MsoNormal style='mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif"'>Our TUPE experts - both legal and trade union - will unpick the details of the new Regulations, including plans to abolish service change provisions, limit the applicability of collective agreements, remove protection against dismissal and more.<o:p></o:p></span></p><p class=MsoNormal style='mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif"'>In this period of austerity, increased contracting out and further plans to open public services to private providers, it is imperative that trade union representatives understand how the changed Regulations might impact on their members and how best to respond both industrially and politically.<o:p></o:p></span></p><p class=MsoNormal style='mso-margin-top-alt:auto;mso-margin-bottom-alt:auto;line-height:14.4pt;background:white'><span style='font-family:"Arial","sans-serif"'>To enable the speakers to prepare their responses, delegates are requested to email their questions in advance of the event to<span style='color:#413839'> </span><span style='color:#773B6A'><a href="mailto:%20carolyns@ier.org.uk"><span style='color:#773B6A;text-decoration:none'>carolyns@ier.org.uk</span></a></span><span style='color:#413839'>.<o:p></o:p></span></span></p></td></tr></table></div></td></tr><tr><td valign=top style='padding:0cm 0cm 0cm 0cm'><div align=center><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width=600 style='width:450.0pt;background:#FAFAFA;border-collapse:collapse'><tr><td valign=top style='border:none;border-top:solid #909090 2.25pt;padding:0cm 0cm 0cm 0cm'><table class=MsoNormalTable border=0 cellspacing=0 cellpadding=0 width="100%" style='width:100.0%;border-collapse:collapse'><tr><td colspan=2 style='background:white;padding:7.5pt 7.5pt 7.5pt 7.5pt'><p class=MsoNormal style='line-height:125%'><span style='font-size:8.5pt;line-height:125%;font-family:"Arial","sans-serif";color:#707070'> <a href="http://Twitter+Account+not+yet+Authorized" target="_blank"><span style='color:#336699'>follow on Twitter</span></a> | <a href="#13cd95d4fa399bcb_"><span style='color:#336699'>friend on Facebook</span></a> | <a href="http://us5.forward-to-friend.com/forward?u=bfce15d9bb37b64de42086ad2&id=65c8330066&e=f3c546ffe5" target="_blank"><span style='color:#336699'>forward to a friend</span></a> <o:p></o:p></span></p></td></tr><tr><td width=350 valign=top style='width:262.5pt;padding:7.5pt 7.5pt 7.5pt 7.5pt'><p class=MsoNormal style='line-height:125%'><em><span 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