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Employment Law:rights and obligations; health and safety; dismissal requirement; penalties on unfair dismissal - Essay Example

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The researcher of the paper presents the scenario in which employment law issues are raised. The researcher will attempt to identify and discuss all of these issues. Some researcher’s advices will be also given to Chris with reference to decided cases…
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Employment Law:rights and obligations; health and safety; dismissal requirement; penalties on unfair dismissal
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Extract of sample "Employment Law:rights and obligations; health and safety; dismissal requirement; penalties on unfair dismissal"

Download file to see previous pages The paper tells that in England Labour laws govern the legal relationship between the Master and the Servant. The troika of this relationship is comprised of the employers, employees and their Collective Bargaining Agents. The employees drive their benefits from charter of employments meant for employees. Under the wage act 1998 they are entitled for minimum wage of around GBP 6.08 per hour, paid holidays of 28 days, working of 48 days in a week and fixed working hours of the day, enrolment in pension plan, enrolment in health plan, right of leave for child care and the right of soft working hours if need be in accordance with the employment rights acts 1996. The equality act 2010 empowers the employers to judge them by their potential of work and not to take into consideration race, gender, religious beliefs and disabilities. The employment rights act 1996 binds the employers to give one month notice to their employees after one year of their employment coupled with cogent reasons before firing. However, after two year of employment the employee has the right to claim compensation in terms of monetary benefits. In case of merger or acquisition of the company the Transfer of Undertakings Regulation 2006 ensure that the employment and other fringe benefits of the employee should not be in jeopardy. The primary concern of UK labour laws is to make sure that the rights of the employees enumerated in the employment rights act 1996 shall not be usurped by the employers. The tradition draws a visible line between the self employment and the contractual employment. In contractual employment, the employee can be fired without convincing reason and without serving one month notice4. If fire of the employee found contrary to the mentioned acts, the aggrieved employee may invoke the competent jurisdiction for compensation against the damages that took place by the action of the employer. The court after careful perusal of the contract, labour laws, acts and the judgments in the similar cases shall dispose of the case in favour or against the employee or vice versa. English courts while reviewing the contract first examine the legality of relationship between the employer and the employees and the benefits ...Download file to see next pagesRead More
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