Business Contractual Relationships情话大全简短一句话
养狼靠什么赚钱Outcome 2 and 3
Candidate Name:
光的反射教学反思Grade and Class:
1.Yes. It is aless farorable. The Jeff can be protected by the Employment Rights Act 1996, the Disability Discrimination Act 1995 and the Equality Act 2010.
In the ca, the Jeff has worked in Mullan Enterpris Ltd for six years, Mr. Murray tells Jeff that he will be moved into another department which means Jeff was controlled by the company, and this is the control test. So Jeff is recognized as an employee, and he can be protected by the Employment Rights Act 1996. In this law, the employee has the right to obtain written terms and document called a contract of employment of terms so that the employee cannot be unfair dismisd.
Then the disabled person is defined as a person who has substantial physical or mental disability cannot be competent for routine work. In this ca, Jeff was suffering from MS, a degenerative dia which will affect his mobility in the workplace, becau of his dia; he was told that he will be moved to another department. MS is a long-term and irreversible dia社保中心电话, so Jeff can be defined as a disabled person. Disabled people are protected against unfavorable treatment and failure by the employ or to adjust workplace reasonable for disabled people. The Disability Discrimination Act 1995 gives disabled people rights in employment and other areas. However, Jeff worked on the fifth floor, and Mr. Murray did not adjust his workplace so he failed to meet the requirement of disabled person and went against the Disabled Discrimination Act 1996.
At last the Equality Act 2010 can ensure the equality of chances and protect special group of people. It can also make sure the people are not worried about being unfairly treated even if the employer does not have discrimination act, he/she needs to be aware of the. In this ca, Mr. Murray said that Jeff is probably not going to be much u to the company and want to move him to another department which can be considered as u
平凡中坚守nfair treatment, and Jeff’s dignity has been broken. So Mr. Murray went against the Equality Act 2010.
2. There are two types discrimination. Direct discrimination is becau of the special nature of some people to give unfair treatment. One person discriminates another person becau of difference between them. Indirect discrimination is not a direct difference. But the difference is in the tting of a certain standard to make some people lo their chance. It looks like everyone is equal, but the standard is unreasonable. In the ca. Mr. Murray wants to move Jeff to another department becau of his dia, Mr. Murray thought that he is no longer uful to the company which harms Jeff’s confidence and Jeff was treated differently from others. Through this can be judged by direct discrimination. When Mr. Murray know Jeff’s dia, he did not make any adjustment for him which will be considered as discrimination treatment and went against the Disability Discrimination Act 1995.
3. (2) Julia can be dismisd fairly. By the Supreme Court found that the element of contr
ol that employer can exerci over the employee to determine the relationship between them. Firstly, Julia has a written statement of employment with the company. Secondly, Julia has been an employee in the company for 9 years and she is expected to complete a t amount of hours every week which means she is controlled by the company, this is the control test. Thirdly, her company deals with her tax deductions, this is fiscal test, the fiscal test can decide whether the person run business on his/her own account/ personal account or accounts ud in the process of work in Hall v Lorner(1992).
According to ction 98 the Employment Rights Act 1996, a reason is related to an employee’证券是什么s conduct. Dismissal: a valid reason that they can justify are reasonably in the circumstance. In this ca, Julia has worked for 9 years, her ability is good. However, she punched employees in the workplace when training them which will be very rious. In the Act, the employer dismiss an employee becau employee has broken the terms of employee’s employment. So Julia can be dismisd. However, the employer should follow a fair disciplinary procedure before dismissing and give employee chance to explain and appeal. Before Julia was fired, she should be told and warned the bad behavi
or and the employer should tell the employee how rious the behavior was and show the damage to her.
4. In the ca, the Tom is an accounting in Company E. And in the company he often makes mistakes in the two years. He lead to the lots of financial loss of the company with he provides the fal financial information. So the Company E provided Tom two months accounting training. But after training, Tom’s work was bad too. Not long ago, a staff reported the manager that tom hided drugs in the office. The manager found evidence after work. Company E pointed out that Tom数据归档’s action damages company’s image. Tom should be dismisd becau of his conduct. Tom broke the terms of employee’s employment.
In addition, Tom is lack ability to his work, he cannot do accounting, So it is reasonable to dismiss Tom.
5. In the ca, the Mary is pregnant. She applies for three months of maternity leave. But the company doesn’t approve. If she insists on the maternity leave that the manager nee
d dismiss her. And at the same time the company need to reduce workforce of employees. Mary is lected to redundancy becau she is pregnant. Employer wants to dismiss Mary becau of maternity leave. 纸上得来终觉浅下一句诗句是什么
But the behavior breaches statutory employment rights. So it belongs to automatically dismissal. Mary is lected becau of pregnant, and this also can be clasd as an unfair dismissal.
