债务合同纪律和申诉处理ppt课件

Obligations,Contracts,DisciplineandGrievanceHandling,1,Background,contract-centraltoEr-Eerelationship(offer,acceptance,consideration)negotiated/agreedpluscommonlaw/statutoryregulationsocio-econ.exchange-open-endedunlikecommercialcontractsjobcontracts&managerialpower/authorityanequalbalanceinservicerelationship?subordinationtoreasonable&legitimateauthorityemployerdeterminesorganisationofworkandstandards(reasonable)deliveryofperformance,motivation+loyalty,commitmentcommonlawdutiesofemployer&employeeExpressandimpliedterms(generalobligations),2,expressorimplied,verbalorinwriting“usuallyconcludedorallybypeoplewhorarelythinkoutstillmorerarelyexpress,anyterms”1940subjecttostatutoryregulationChangestotheContract?mutualconsent?withinscopeofeffort-rewardrelationship?withinemployers(reasonable)operationaldiscretion?Vicariousliability&Negligenceemployerliablefornegligent/wrongfulacts&omissionsofemployeeincourseofemployment.,Formationofcontractofemployment,3,EmploymentRightsAct1996,ConsolidatedearlierActsrepealedinwholeorinpartUnaffectedEqualPayAct1970SexDiscriminationAct1975RaceRelationsAct1976TransferofUndertaking(ProtectionofEmployment)Regulations1981DisabilityDiscriminationAct1995,4,RIGHTSATWORK?,beclearonwhatisexpectedofyou?knowhowyourmanagerseesyourperformance?getonwithyourjobinyourownways,onceconstraintsobjectiveshavebeenagreed?makemistakesoccasionally?haveasay/vetoinwhoworksforyou?expectworkofacertainstandardfromyourstaff?criticiseperformancewhenitfallsbelowanagreedstandard?beconsultedaboutdecisionswhichaffectyou?takedecisionsonmatterswhichaffectyourdepartment?refuseunreasonablerequests?,5,Employerobligationstoemployee,paycontractuallyagreedremunerationprovidework?givelawfulinstructionsonlytreatreasonablywithrespect,trustconfidenceprovidesoundsupervisionjobinstruction?observeprovisionsrelatingtosickness,holidaypay,hours.permittime-offforpublicduties(statutory)indemnify/insureprovidereferences?provideforemployeehealth,safetywelfareprovidereasonablesafeworkingconditions(seestatutoryprovisions)NotinfringeHumanRights,6,Employeeobligationstoemployer,ready,willingavailabletodoworkworkforemployerinemployerstimeusecare,skill,bereasonablycompetentnottobeundulynegligentobeyreasonable,lawfulinstructionstakecareofemployersproperty(goodwill?)Fidelity:actingoodfaith,respectvaluesconfidencesAbsences?Industrialaction?Responsetooperationalchange?Justifiablerefusaltoobey?exceptionaldangerorderwouldconstitutealegaloffence,7,UnfairDismissal,“Usuallyevidentwhensomeonehasbeendismissed.”Theemployerhasclearlyterminatedthecontract?Alsowhen:fixedtermcontractexpiresbutisnotrenewed-isthisunfair?Plusconstructivedismissalemployeehasreasontoresignbecauseofemployerconduct,8,Automaticinvalidreasons,Employerpreventsaneligibleemployeetoreturntoworkafterpregnancy/childbirth-regardlessofservice(ERA).Sex,race&disabilitydiscrimination/victimisation/detriment-assertionofstatutoryrights&supportHealth&safetys.100rightnottobedismissedorsubjecttodetrimentforactingassafetyrepresentativeandcarryingoutdesignatedactivitiestoprevent/reducerisks&dangersPublicInformationDisclosureAct1998.LegitimateTUmembership(non-membership)&activities,9,NorightNOTTOBEDismissed.,withoutgoodreason(ERA1996)complaint&redresstoEmploymentTribunalPrinciplejobstakecannotbeendedjustbyservingcontractualnotice.Restraintonhire-fireemployerDoesitreallyconstrainemployersfreedomofaction?,10,Eligibility?,1yearcontinuousserviceatdateoftermination.noFT/PTthresholdsnoservicerequirementforinadmissiblereasonsclaimwithintimelimits(reasonablypracticable)Exclusions(HumanRightsAct?),11,Validreasonsfordismissal,EmployermustshowthatreasonorprincipalreasonfallswithinERAs96Conductcommon,leadingtothemostcomplaintsforunfairdismissalCapabilityorqualificationforperformingtheworkemployeeunabletodojob/worksatisfactorilyordoesnothavequalificationsforit.Illness&frustrationofcontractRedundancyGenerallynotgroundsforU/Fdismissalclaim.StatutoryrequirementContinuedemploymentcontravenesstatutorydutye.g.driverslicence,workpermit.Someothersubstantialreason,12,Conduct,refusaltoobeyreasonableinstructionsintroductionofanewworkingsystem?timekeeping,absenteeismbreachofexclusivity,trustandconfidentstealingfromemployer(whatdoesthiscomprise?)breachofsafetyinstructions,negligence,actsandomissions.immorality,drunkennessTheft-whatistheftfromemployer?Communicating,maintaininganddemonstratingbehavioursassociatedwithaCodeofConduct,13,Capability,incompetence,ill-health,othermental&physicalqualityinabilitytodevelopsoundrelationswithothers?reasonableness+reasons?appraisalprocesses,training&supervisiondegreesofincompetence.oneseriouslapse?Doesill-healthjustifyanemployerterminatingthecontract?informedjudgement-circumstances&optionsinvestigatethepermanentlyunfittoworkQualificationsrelatingtoaptitudeandabilityDiploma,tech.certificate,license/permitorprofessionalqualification.mustbesubstantiallyconcernedwithjobaptitudeorability,14,Reasonsinwriting,entitledtobegivenreasonfordismissal.requestwrittenreasonswithin14days(pregnancyexcl.)ButnotifallegingconstructivedismissalemployercanprovidewrittenstatementvoluntarilyEmployeesdissatisfiedwithnotreceivingastatementorbelieveitinaccurate-gotoatribunalWhatwasreasonorprincipalreason?DoesitfallwithinERAorsomeothersubstantialreason?Isthistherealreason(useredundancyasexcuse?)Didemployeractreasonablyorunreasonably?,15,DisciplineGuidelines(ACAS),Whydisciplinaryrulesandprocedures?promotefairness&orderintreatmentofindividuals&conductofemployeerelationsassistorganisationtooperateeffectivelydefinebasicexpectationsandsetstandardsofconductatworkproceduretoensurethatstandardsareadheredtoafairmethodofdealingwithallegedfailuretoobservethemFunctional,normative,prescriptiveconfirmsmanagerialresponsibility/prerogativeaconflictreductionmechanisminbothunitary&pluralisticenvironmentsCodeof“workplaceethics”(moralbehaviours)?,16,ProceduralFairness,Employer-toinformofrules,procedures,consequences,penaltiesFair,objective,nodiscriminationAvailableevidence+probabilityinthecircumstances.Employerhasgenuinebeliefinthemisconduct?reasonableevidenceandinvestigation?SubstantialequityandmeritsofthecaseuniformityoftreatmentNoticeofproceedingsandpreparednessDonotoverlookproceduraldefectsevenif,onbalance,thesamedecisionwouldhavebeentaken.CanstillbeU/FD.Sticktoprocedure.Caught“inflagrantedelicato”e.g.+vedrugstest(airlineoroil-rig)?“Itisallegedthat”employeedidsomethingoutsidework?Establishthetruth.Donotdismissonhear-say.,17,NaturalJustice,“WhatamIbeingaccusedof”Righttobeheard,putmysideofthecase,queryevidenceandhaveownevidenceconsideredevenforgrossmisconduct.Confrontmyaccuser?Witnessstatements?Righttorepresentation.Wherepracticable.Who?Instantvs.summarydismissal(fieldcourt)takeaccountofemployeesinformationbeforedecidingavoidhastyconclusionse.g.assumptionsaboutpriordisciplinarywarnings,say,poortime-keepingAppeals?,18,CompanyPolicyFramework-1,Published,commonknowledgevs.verbale.g.Whatisemployeetheft?Dosvs.Donts?(Positive/negativeculture&valuesfocusoncontractperformance)MINORbreach(correctivefeedback)generalirritations&tolerancesweak-fitbetweenduties/standards,performance/behaviourcompanysvalues&consistentmanagerialexpectations?impliedfromgeneral,routine,common-sensebehaviour?outsideworkplace?Denialofpersonalexpression?MAJORbreach(foreverunderminesrootofrelationship)accumulatedminorbreaches-noimprovement?trustrelationshipcannotbere-builtcriminalaction?outsideworkplace?,19,Verbalwarning-noted,Writtenwarning-maybeFinal,Dismissal-orother,CompanyPolicyFramework-2,Grievousbreach-allstepsRecordedwarnings+guidanceoncorrectiveactionWarningshelf-lifeAppeal?Viagrievanceprocedure?LetthepunishmentfitcrimeRepresentationWhichmanagersinvolvedatwhichstage?Correspondence&documentation,Informaladvice“awordinyourear”,Formalstages,Appeal?Externalmediation?Internalgrievanceprocedure,20,FormalVerbalwarning,Writtenwarning,Dismissal,CompanyPolicyFramework-3,SummaryDismissalwith/withoutnoticesuspension-withorwithoutpay?transfer,demotion,fine?Finalwrittenwarningpullbackfromdismissalnextstepdismissal?Appeal?Writtenwarningformal,recordedduringhearing.clearcommunicationofconsequencesVerbalwarning-Issuedformallyawayfromworkplace-confidentialAidememoir-time,reason,whatwascommunicated,nextstep,response.,Feedback,staffappraisal?Normalsupervision.Separationofroles(controller/friend?),21,Reasonablenessandsufficientreason,Employermustactreasonablyinallthecircumstancesintreatingthereasonasasufficientandvalidreasoncircumstancesincl.employersize&resourcesReasonablenessdependsonHOWthedismissalwascarriedoutandifemployeractedreasonablyleadinguptothedecisione.g.warning,chancetoimprove,consideredforalternativework(redundancy)?,Qualifiersforsmallfirms?,22,Fairnesstest,sufficientreasonbasedonequity+substantialmerits?multiplereasons-whataretheprincipalones!Burdenofproof-neutralbutbalanceweighsonemployerETisNOTanarbitrator-cannotsubstituteownviewsof“reasonable”fortheemployersWhatwouldareasonableemployerhavedoneinthecircumstancestherightcourseofactiontoadopt?ArepresentativebandofemployersWasitfair?teacherslapschildslegs?refusaltowork3monthsofSundays?,23,DisciplinaryInterview,Calling/invitationAdvanc