债务&合同&纪律和申诉处理

ChrisJarvis1HRMObligations,Contracts,DisciplineandGrievanceHandlingChrisJarvis2HRMBackgroundcontract-centraltoEr-Eerelationship(offer,acceptance,consideration)negotiated/agreedpluscommonlaw/statutoryregulationsocio-econ.exchange-open-endedunlikecommercialcontractsjobcontracts&managerialpower/authorityanequalbalanceinservicerelationship?subordinationtoreasonable&legitimateauthorityemployerdeterminesorganisationofworkandstandards(reasonable)deliveryofperformance,motivation+loyalty,commitmentcommonlawdutiesofemployer&employeeExpressandimpliedterms(generalobligations)ChrisJarvis3HRMexpressorimplied,verbalorinwriting“usuallyconcludedorallybypeoplewhorarelythinkoutstillmorerarelyexpress,anyterms”1940subjecttostatutoryregulationChangestotheContract?mutualconsent?withinscopeofeffort-rewardrelationship?withinemployer’s(reasonable)operationaldiscretion?Vicariousliability&Negligenceemployerliablefornegligent/wrongfulacts&omissionsofemployeeincourseofemployment.FormationofcontractofemploymentChrisJarvis4HRMEmploymentRightsAct1996ConsolidatedearlierActsrepealedinwholeorinpartUnaffectedEqualPayAct1970SexDiscriminationAct1975RaceRelationsAct1976TransferofUndertaking(ProtectionofEmployment)Regulations1981DisabilityDiscriminationAct1995ChrisJarvis5HRMRIGHTSATWORK?beclearonwhatisexpectedofyou?knowhowyourmanagerseesyourperformance?getonwithyourjobinyourownways,onceconstraintsobjectiveshavebeenagreed?makemistakesoccasionally?haveasay/vetoinwhoworksforyou?expectworkofacertainstandardfromyourstaff?criticiseperformancewhenitfallsbelowanagreedstandard?beconsultedaboutdecisionswhichaffectyou?takedecisionsonmatterswhichaffectyourdepartment?refuseunreasonablerequests?ChrisJarvis6HRMEmployerobligationstoemployeepaycontractuallyagreedremunerationprovidework?givelawfulinstructionsonlytreatreasonablywithrespect,trustconfidenceprovidesoundsupervisionjobinstruction?observeprovisionsrelatingtosickness,holidaypay,hours.permittime-offforpublicduties(statutory)indemnify/insureprovidereferences?provideforemployeehealth,safetywelfareprovidereasonablesafeworkingconditions(seestatutoryprovisions)NotinfringeHumanRightsChrisJarvis7HRMEmployeeobligationstoemployerready,willingavailabletodoworkworkforemployerinemployer’stimeusecare,skill,bereasonablycompetentnottobeundulynegligentobeyreasonable,lawfulinstructionstakecareofemployer’sproperty(goodwill?)Fidelity:actingoodfaith,respectvaluesconfidencesAbsences?Industrialaction?Responsetooperationalchange?Justifiablerefusaltoobey?exceptionaldangerorderwouldconstitutealegaloffenceChrisJarvis8HRMUnfairDismissal“Usuallyevidentwhensomeonehasbeendismissed.”Theemployerhasclearlyterminatedthecontract?Alsowhen:fixedtermcontractexpiresbutisnotrenewed-isthisunfair?PlusconstructivedismissalemployeehasreasontoresignbecauseofemployerconductChrisJarvis9HRMAutomaticinvalidreasonsEmployerpreventsaneligibleemployeetoreturntoworkafterpregnancy/childbirth-regardlessofservice(ERA).Sex,race&disabilitydiscrimination/victimisation/detriment-assertionofstatutoryrights&supportHealth&safetys.100rightnottobedismissedorsubjecttodetrimentforactingassafetyrepresentativeandcarryingoutdesignatedactivitiestoprevent/reducerisks&dangersPublicInformationDisclosureAct1998.LegitimateTUmembership(non-membership)&activitiesChrisJarvis10HRMNorightNOTTOBEDismissed.withoutgoodreason(ERA1996)complaint&redresstoEmploymentTribunalPrinciplejobstakecannotbeendedjustbyservingcontractualnotice.Restraintonhire-fireemployerDoesitreallyconstrainemployer’sfreedomofaction?ChrisJarvis11HRMEligibility?1yearcontinuousserviceatdateoftermination.noFT/PTthresholdsnoservicerequirementforinadmissiblereasonsclaimwithintimelimits(reasonablypracticable)Exclusions(HumanRightsAct?)ChrisJarvis12HRMValidreasonsfordismissalEmployermustshowthatreasonorprincipalreasonfallswithinERAs96Conductcommon,leadingtothemostcomplaintsforunfairdismissalCapabilityorqualificationforperformingtheworkemployeeunabletodojob/worksatisfactorilyordoesnothavequalificationsforit.Illness&frustrationofcontractRedundancyGenerallynotgroundsforU/Fdismissalclaim.StatutoryrequirementContinuedemploymentcontravenesstatutorydutye.g.driver’slicence,workpermit.SomeothersubstantialreasonChrisJarvis13HRMConductrefusaltoobeyreasonableinstructionsintroductionofanewworkingsystem?timekeeping,absenteeismbreachofexclusivity,trustandconfidentstealingfromemployer(whatdoesthiscomprise?)breachofsafetyinstructions,negligence,actsandomissions.immorality,drunkennessTheft-whatistheftfromemployer?Communicating,maintaininganddemonstratingbehavioursassociatedwithaCodeofConductChrisJarvis14HRMCapabilityincompetence,ill-health,othermental&physicalqualityinabilitytodevelopsoundrelationswithothers?reasonableness+reasons?appraisalprocesses,training&supervisiondegreesofincompetence....oneseriouslapse?Doesill-healthjustifyanemployerterminatingthecontract?informedjudgement-circumstances&optionsinvestigatethepermanentlyunfittoworkQualifi