ERR 201 1.1Aspects of employment covered by law. Minimum wage Working hours(WTD- Working time directive) Discrimination Health and safety Holiday entitlements Maternity leave Redundancy and Dismissal Disciplinary procedures Disability Act Manual Handling Operations and Regulations Data Protection Act RIDDOR 1995 1.2 Legislation on above points. National Minimum wage act 1998: The national minimum wage is the minimum pay per hour almost all workers are entitled to by law. The minimum wage rate
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such as prior warning‚ fair procedures‚ objective evaluation‚ or preferential reassignment”. 2. “Constructive discharge occurs when the employer’s conduct effectively forces an employee to resign. Although the employee may say‚ "I quit‚" the employment relationship is actually severed involuntarily by the employer’s acts‚ against the employee’s will. As a result‚ a constructive discharge is legally regarded as a firing rather than a resignation. An employee cannot simply "quit and sue‚" claiming
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depending on the computer use policy of the particular company. Employees should know and understand their employers’ computer use policy before accessing business computers for personal use. Disciplinary action‚ up to and potentially including termination of employment‚ could result if misuse occurs. In every industry‚ computers have left their mark on the workplace‚ changing the way people do their jobs. They make trusty assistants‚ helping workers to manage information more effectively and
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statements contradict each other with the CEO’s acting as an implied policy. The attorney could have used the implied contract exception to the employment-at-will policy. 2. The policy CEC had in place is understandable in highly competitive industries‚ but in this case the execution of the policy was not handled correct which lead to the wrongful termination suite. It seems that if CEC had given Miller-Canton a time table to make her decision or be terminated it would have given enough conversion
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1. Should the President of Caritas Christi Health Care be fired? Why? Mr. Haddad Care should be terminated if the proper conditions exist for the termination to take place. A proper investigation of the situation should take place to determine and address the primary factors involved. The allegations brought forward by these women need to be examined on a case by case basis. Once the reliability of the witnesses has been established‚ then a further determination can be established. Knowing the
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his job‚ but meeting certain conditions such as an employer violating discrimination or harassment; laws triggers the legal system to deem the termination as without good cause. A voluntary quit greatly reduces the strength of one’s legal rights. There are several reasons that constructive discharge would not apply to Mr. Gaut’s termination of employment. No evidence or documentation of his grievances being filed up the chain of command‚ even at the lowest level beginning with his immediate supervision
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reduction in the workforce. The terminations will be permanent and there are no termination benefits. Executive management has identified five employees as the first ones to be considered for termination. All five employees are at the same organizational level‚ but from different areas of the establishment. Bridgett is a server; Marc is a bartender; Neil is a cook; Jennifer is an expediter; and Stephen is a baker. One must be terminated and the rest ranked for future termination. Sally has a friendly working
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HR for More Beer‚ Inc. The President of the company has asked you to terminate the employment for a number of employees. He has given you a list of people to consider and has charged you with writing a memo describing which employees to terminate‚ the reasons for each termination‚ what‚ if any severance is to be offered and what risks might be inherent with each particular employee in terms of post termination litigation. Your job as VP of HR: You must fire 3 of these employees. Two may be
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solid legal grounds and have a legitimate business reason. Some other steps organizations can take are reviewing actual policies and past practices‚ check written personnel policies‚ check employment contracts‚ and review collective bargaining agreements. You can also consider offering severance or other termination benefits. By implementing some of these alternatives fewer works will question if a layoff is truly necessary. Conclusion References Guerin‚ L. (n.d.). Making Layoff Decisions | Nolo
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uidelines for You are the Judge Papers These are the guidelines for the You Are the Judge papers. Remember that each paper is worth up to 100 points and the information can come from any portion of the textbook‚ not just your currently assigned reading. The minimum length of the papers will be three double‐spaced pages. The maximum length of the papers will be seven double‐spaced pages. The required three papers will be prepared by the student using the following format (any other
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