The particulars specified in paragraphs (g), (h), (i), (j), (k) and (l) of the said subsection (1), may be given to the employee in the form of a reference to provisions of statutes or instruments made under statute or of any other laws or of any administrative provisions or collective agreements, governing those particulars which the employee has reasonable opportunities of reading during the course of the employee’s employment or which are reasonably accessible to the employee in some other way. 3) A statement furnished by an employer under subsection (1) shall be signed and dated by or on behalf of the employer. (4) A copy of the said statement shall be retained by the employer during the period of the employee’s employment and for a period of 1 year thereafter. (5) (6) Unfair Dismissals Act (1977-2001) When can a dismissal be regarded as unfair? •
Membership or proposed membership of a trade union or engaging in trade union activities, whether within permitted times during work or outside of working hours. • Religious or political opinions. Legal proceedings against an employer where an employee is a party or a witness. • Race, colour, sexual orientation, age or membership of the Traveller community. • Pregnancy, giving birth or breastfeeding or any matters connected with pregnancy or birth. • Availing of rights under legislation to maternity leave, adoptive leave, carer’s leave, parental or force majeure leave. • Unfair selection for redundancy. • WHAT ONES WILL I ADD IN??? TO MAKE 11…. SAME WITH FIRST QUSESTION TO FINISH.. GET THE RIGHT ONES…
The Term Paper on National Labor Relations Act Employees Employer
1. INTRO. (Page 360) Employment laws have been implemented to protect both employers and employees. Statutes that govern the relationship between the employer and the employee have been around for a long time. The early statutes, especially in England and the U. S. , were to control and restrict workers. The earliest statutes on wages were implemented to set maximum wages. Other statutes ...
What redress is available when an employee is unfairly dismissed? Reinstatement: This means that you are treated as if you had never been dismissed. Not only are you entitled to loss of earnings from the date of the dismissal to the date of the hearing, you are also entitled to any favourable changes in the terms of employment during that period for example, pay rises. This remedy is rarely used. • Re-engagement: This means that you will be given your job back but only from a particular date, for example, the date of the decision in your favour. This means that you will not be entitled to compensation for any loss of earnings.
Often this remedy is used where it is felt that the employee contributed to the dismissal, even though the actual dismissal was unfair. Again, however, this remedy is rarely used. • Compensation: This is the most common remedy. It is essential to note that compensation is only awarded in respect of financial loss. You cannot therefore claim any compensation for such matters as injury to your feelings or stress caused by the dismissal. Compensation will take the following matters into account: Present loss – a calculation of your loss of earnings from the date of the dismissal to the hearing of your claim.
