債務(wù)、合同、紀律和申訴處理課件

Obligations,Contracts,DisciplineandGrievanceHandlingObligations,Contracts,DiscipBackgroundcontract-centraltoEr-Eerelationship(offer,acceptance,consideration)negotiated/agreedpluscommonlaw/statutoryregulationsocio-econ.exchange-open-endedunlikecommercialcontractsjobcontracts&managerialpower/authorityanequalbalanceinservicerelationship?subordinationtoreasonable&legitimateauthorityemployerdeterminesorganisationofworkandstandards(reasonable)deliveryofperformance,motivation+loyalty,commitmentcommonlawdutiesofemployer&employeeExpressandimpliedterms(generalobligations)Backgroundcontract-centraltexpressorimplied,verbalorinwriting“usuallyconcludedorallybypeoplewhorarelythinkoutstillmorerarelyexpress,anyterms”1940subjecttostatutoryregulationChangestotheContract?mutualconsent?withinscopeofeffort-rewardrelationship?withinemployer’s(reasonable)operationaldiscretion?Vicariousliability&Negligenceemployerliablefornegligent/wrongfulacts&omissionsofemployeeincourseofemployment.Formationofcontractofemploymentexpressorimplied,verbalorEmploymentRightsAct1996ConsolidatedearlierActsrepealedinwholeorinpartUnaffectedEqualPayAct1970SexDiscriminationAct1975RaceRelationsAct1976TransferofUndertaking(ProtectionofEmployment)Regulations1981DisabilityDiscriminationAct1995EmploymentRightsAct1996ConsRIGHTSATWORK?beclearonwhatisexpectedofyou?knowhowyourmanagerseesyourperformance?getonwithyourjobinyourownways,onceconstraintsobjectiveshavebeenagreed?makemistakesoccasionally?haveasay/vetoinwhoworksforyou?expectworkofacertainstandardfromyourstaff?criticiseperformancewhenitfallsbelowanagreedstandard?beconsultedaboutdecisionswhichaffectyou?takedecisionsonmatterswhichaffectyourdepartment?refuseunreasonablerequests?RIGHTSATWORK?beclearonwhaEmployerobligationstoemployeepaycontractuallyagreedremunerationprovidework?givelawfulinstructionsonlytreatreasonablywithrespect,trustconfidenceprovidesoundsupervisionjobinstruction?observeprovisionsrelatingtosickness,holidaypay,hours.permittime-offforpublicduties(statutory)indemnify/insureprovidereferences?provideforemployeehealth,safetywelfareprovidereasonablesafeworkingconditions(seestatutoryprovisions)NotinfringeHumanRightsEmployerobligationstoemployEmployeeobligationstoemployerready,willingavailabletodoworkworkforemployerinemployer’stimeusecare,skill,bereasonablycompetentnottobeundulynegligentobeyreasonable,lawfulinstructionstakecareofemployer’sproperty(goodwill?)Fidelity:actingoodfaith,respectvaluesconfidencesAbsences?Industrialaction?Responsetooperationalchange?Justifiablerefusaltoobey?exceptionaldangerorderwouldconstitutealegaloffenceEmployeeobligationstoemployUnfairDismissal“Usuallyevidentwhensomeonehasbeendismissed.”

Theemployerhasclearlyterminatedthecontract?Alsowhen:fixedtermcontractexpiresbutisnotrenewed-isthisunfair?Plusconstructivedismissal

employeehasreasontoresignbecauseofemployerconductUnfairDismissal“UsuallyevideAutomaticinvalidreasonsEmployerpreventsaneligibleemployeetoreturntoworkafterpregnancy/childbirth-regardlessofservice(ERA).Sex,race&disabilitydiscrimination/victimisation/detriment-assertionofstatutoryrights&supportHealth&safetys.100rightnottobedismissedorsubjecttodetrimentforactingassafetyrepresentativeandcarryingoutdesignatedactivitiestoprevent/reducerisks&dangersPublicInformationDisclosureAct1998.LegitimateTUmembership(non-membership)&activitiesAutomaticinvalidreasonsEmploNorightNOTTOBEDismissed.withoutgoodreason(ERA1996)complaint&redresstoEmploymentTribunalPrinciple

jobstakecannotbeendedjustbyservingcontractualnotice.Restraintonhire-fireemployerDoesitreallyconstrainemployer’sfreedomofaction?NorightNOTTOBEDismissed.Eligibility?1yearcontinuousserviceatdateoftermination.noFT/PTthresholdsnoservicerequirementforinadmissiblereasonsclaimwithintimelimits(reasonablypracticable)Exclusions(HumanRightsAct?)Eligibility?1yearcontinuousValidreasonsfordismissal EmployermustshowthatreasonorprincipalreasonfallswithinERAs96Conductcommon,leadingtothemostcomplaintsforunfairdismissalCapabilityorqualificationforperformingtheworkemployeeunabletodojob/worksatisfactorilyordoesnothavequalificationsforit.Illness&frustrationofcontractRedundancyGenerallynotgroundsforU/Fdismissalclaim.StatutoryrequirementContinuedemploymentcontravenesstatutorydutye.g.driver’slicence,workpermit.SomeothersubstantialreasonValidreasonsfordismissal EmConductrefusaltoobeyreasonableinstructionsintroductionofanewworkingsystem?timekeeping,absenteeismbreachofexclusivity,trustandconfidentstealingfromemployer(whatdoesthiscomprise?)breachofsafetyinstructions,negligence,actsandomissions.immorality,drunkennessTheft-whatistheftfromemployer?Communicating,maintaininganddemonstratingbehavioursassociatedwitha"CodeofConduct"ConductrefusaltoobeyreasonaCapabilityincompetence,ill-health,othermental&physicalqualityinabilitytodevelopsoundrelationswithothers?reasonableness+reasons?appraisalprocesses,training&supervisiondegreesofincompetence....oneseriouslapse?Doesill-healthjustifyanemployerterminatingthecontract?informedjudgement-circumstances&optionsinvestigatethepermanentlyunfittoworkQualificationsrelatingtoaptitudeandabilityDiploma,tech.certificate,license/permitorprofessionalqualification.mustbesubstantiallyconcernedwithjobaptitudeorabilityCapabilityincompetence,ill-hReasonsinwritingentitledtobegivenreasonfordismissal.requestwrittenreasonswithin14days(pregnancyexcl.)ButnotifallegingconstructivedismissalemployercanprovidewrittenstatementvoluntarilyEmployeesdissatisfiedwithnotreceivingastatementorbelieveitinaccurate-gotoatribunalWhatwasreasonorprincipalreason?DoesitfallwithinERAorsomeothersubstantialreason?Isthistherealreason(useredundancyasexcuse?)Didemployeractreasonablyorunreasonably?ReasonsinwritingentitledtoDisciplineGuidelines(ACAS)Whydisciplinaryrulesandprocedures?promotefairness&orderintreatmentofindividuals&conductofemployeerelationsassistorganisationtooperateeffectivelydefinebasicexpectationsandsetstandardsofconductatworkproceduretoensurethatstandardsareadheredtoafairmethodofdealingwithallegedfailuretoobservethemFunctional,normative,prescriptiveconfirmsmanagerialresponsibility/prerogativeaconflictreductionmechanisminbothunitary&pluralisticenvironmentsCodeof“workplaceethics”(moralbehaviours)?DisciplineGuidelines(ACAS)WhProceduralFairnessEmployer-toinformofrules,procedures,consequences,penaltiesFair,objective,nodiscriminationAvailableevidence+probabilityinthecircumstances.Employerhasgenuinebeliefinthemisconduct?reasonableevidenceandinvestigation?Substantialequityandmeritsofthecase>uniformityoftreatmentNoticeofproceedingsandpreparednessDonotoverlookproceduraldefectsevenif,onbalance,thesamedecisionwouldhavebeentaken.CanstillbeU/FD.Sticktoprocedure.Caught“inflagrantedelicato”e.g.+vedrugstest(airlineoroil-rig)?“Itisallegedthat”employeedidsomethingoutsidework?Establishthetruth.Donotdismissonhear-say.

ProceduralFairnessEmployer-NaturalJustice“WhatamIbeingaccusedof”Righttobeheard,put"mysideofthecase",queryevidenceandhaveownevidenceconsidered–evenforgrossmisconduct.Confrontmyaccuser?Witnessstatements?Righttorepresentation.Wherepracticable.Who?Instantvs.summarydismissal(fieldcourt)takeaccountofemployee’sinformationbeforedecidingavoidhastyconclusionse.g.assumptionsaboutpriordisciplinarywarnings,say,poortime-keepingAppeals?NaturalJustice“WhatamIbeinCompanyPolicyFramework-1Published,commonknowledgevs.verbale.g.Whatisemployeetheft?Do’svs.Don’ts?

(Positive/negativeculture&valuesfocusoncontractperformance)MINORbreach(correctivefeedback)generalirritations&tolerancesweak-fitbetweenduties/standards,performance/behaviourcompany’svalues&consistentmanagerialexpectations?impliedfromgeneral,routine,common-sensebehaviour?outsideworkplace?Denialofpersonalexpression?MAJORbreach(foreverunderminesrootofrelationship)accumulatedminorbreaches-noimprovement?trustrelationshipcannotbere-builtcriminalaction?outsideworkplace?CompanyPolicyFramework-1PuVerbalwarning-notedWrittenwarning-maybeFinalDismissal-orotherCompanyPolicyFramework-2Grievousbreach-allstepsRecordedwarnings+guidanceoncorrectiveactionWarningshelf-lifeAppeal?Viagrievanceprocedure?LetthepunishmentfitcrimeRepresentationWhichmanagersinvolvedatwhichstage?Correspondence&documentationInformaladvice“awordinyourear”FormalstagesAppeal?Externalmediation?InternalgrievanceprocedureVerbalwarningWrittenwarningDFormalVerbalwarningWrittenwarningDismissalSummaryDismissalwith/withoutnoticesuspension-withorwithoutpay?transfer,demotion,fine?Finalwrittenwarningpullbackfromdismissalnextstepdismissal?Appeal?Writtenwarningformal,recordedduringhearing.clearcommunicationofconsequencesVerbalwarning-Issuedformallyawayfromworkplace-confidentialAidememoir-time,reason,whatwascommunicated,nextstep,response.Feedback,staffappraisal?Normalsupervision.Separationofroles(controller/friend?)CompanyPolicyFramework-3FormalWrittenwarningDismissalReasonablenessandsufficientreasonEmployermustactreasonably

inallthecircumstancesintreatingthereasonasasufficientandvalidreasoncircumstancesincl.employersize&resourcesReasonablenessdependsonHOWthedismissalwascarriedoutandifemployeractedreasonablyleadinguptothedecisione.g.warning,chancetoimprove,consideredforalternativework(redundancy)?Qualifiersforsmallfirms?ReasonablenessandsufficientFairnesstestsufficientreasonbasedonequity+substantialmerits?multiplereasons-whataretheprincipalones!Burdenofproof-neutralbutbalanceweighsonemployerETisNOTanarbitrator-cannotsubstituteownviewsof“reasonable”fortheemployer’sWhatwouldareasonableemployerhavedoneinthecircumstancestherightcourseofactiontoadopt?ArepresentativebandofemployersWasitfair?teacherslapschild’slegs?refusaltowork3monthsofSundays?FairnesstestsufficientreasonDisciplinaryInterviewCalling/invitationAdvancedwarningImportanceofevidenceDefendant'srights–law&naturaljusticeEquitableproceduresFormal,systematicinterviewNeutral,calm,measuredRepresentationCorrectiveversuspunitiveactionInterviewtensionandreaction–the"afront"Recording,communicationandconfirmationDisciplinaryInterviewCalling/DisciplinaryHandling-BeyondtheInterviewConstructivedismissalAppealsIntra-organisationalbargaining&authorisationManagerialpowerlessnessConsistencyofsupervisionandcommunicationThetrust/separationpuzzleDisciplinaryHandling-BeyondComplaint/GrievanceInterviewsMoan,gripe,complaintGrievance-aformalcomplaintmadebyanemployeeagainstacolleagueortheorganisationProblemsofformal"policyandprocedure"Problemperception,informationandpower/statusI'mOK,You'renotOK."NowI'vegotyou,youSOS"Neutralprocessing.RescuethemanagersandestablishKARMAComplaint/GrievanceInterviewsComplaint/GrievanceInterviewsVerifyingtheclaimrightsImportanceofshared,agreedinformationSafeguardsinprocedureFormalityoftheinterviewsRecognising"theperson"-perceptionofselfandactingontheproblemEquity–thecomplainantandthe"complainedabout"–thediscriminationissueComplaint/GrievanceInterviewsObligations,Contracts,DisciplineandGrievanceHandlingObligations,Contracts,DiscipBackgroundcontract-centraltoEr-Eerelationship(offer,acceptance,consideration)negotiated/agreedpluscommonlaw/statutoryregulationsocio-econ.exchange-open-endedunlikecommercialcontractsjobcontracts&managerialpower/authorityanequalbalanceinservicerelationship?subordinationtoreasonable&legitimateauthorityemployerdeterminesorganisationofworkandstandards(reasonable)deliveryofperformance,motivation+loyalty,commitmentcommonlawdutiesofemployer&employeeExpressandimpliedterms(generalobligations)Backgroundcontract-centraltexpressorimplied,verbalorinwriting“usuallyconcludedorallybypeoplewhorarelythinkoutstillmorerarelyexpress,anyterms”1940subjecttostatutoryregulationChangestotheContract?mutualconsent?withinscopeofeffort-rewardrelationship?withinemployer’s(reasonable)operationaldiscretion?Vicariousliability&Negligenceemployerliablefornegligent/wrongfulacts&omissionsofemployeeincourseofemployment.Formationofcontractofemploymentexpressorimplied,verbalorEmploymentRightsAct1996ConsolidatedearlierActsrepealedinwholeorinpartUnaffectedEqualPayAct1970SexDiscriminationAct1975RaceRelationsAct1976TransferofUndertaking(ProtectionofEmployment)Regulations1981DisabilityDiscriminationAct1995EmploymentRightsAct1996ConsRIGHTSATWORK?beclearonwhatisexpectedofyou?knowhowyourmanagerseesyourperformance?getonwithyourjobinyourownways,onceconstraintsobjectiveshavebeenagreed?makemistakesoccasionally?haveasay/vetoinwhoworksforyou?expectworkofacertainstandardfromyourstaff?criticiseperformancewhenitfallsbelowanagreedstandard?beconsultedaboutdecisionswhichaffectyou?takedecisionsonmatterswhichaffectyourdepartment?refuseunreasonablerequests?RIGHTSATWORK?beclearonwhaEmployerobligationstoemployeepaycontractuallyagreedremunerationprovidework?givelawfulinstructionsonlytreatreasonablywithrespect,trustconfidenceprovidesoundsupervisionjobinstruction?observeprovisionsrelatingtosickness,holidaypay,hours.permittime-offforpublicduties(statutory)indemnify/insureprovidereferences?provideforemployeehealth,safetywelfareprovidereasonablesafeworkingconditions(seestatutoryprovisions)NotinfringeHumanRightsEmployerobligationstoemployEmployeeobligationstoemployerready,willingavailabletodoworkworkforemployerinemployer’stimeusecare,skill,bereasonablycompetentnottobeundulynegligentobeyreasonable,lawfulinstructionstakecareofemployer’sproperty(goodwill?)Fidelity:actingoodfaith,respectvaluesconfidencesAbsences?Industrialaction?Responsetooperationalchange?Justifiablerefusaltoobey?exceptionaldangerorderwouldconstitutealegaloffenceEmployeeobligationstoemployUnfairDismissal“Usuallyevidentwhensomeonehasbeendismissed.”

Theemployerhasclearlyterminatedthecontract?Alsowhen:fixedtermcontractexpiresbutisnotrenewed-isthisunfair?Plusconstructivedismissal

employeehasreasontoresignbecauseofemployerconductUnfairDismissal“UsuallyevideAutomaticinvalidreasonsEmployerpreventsaneligibleemployeetoreturntoworkafterpregnancy/childbirth-regardlessofservice(ERA).Sex,race&disabilitydiscrimination/victimisation/detriment-assertionofstatutoryrights&supportHealth&safetys.100rightnottobedismissedorsubjecttodetrimentforactingassafetyrepresentativeandcarryingoutdesignatedactivitiestoprevent/reducerisks&dangersPublicInformationDisclosureAct1998.LegitimateTUmembership(non-membership)&activitiesAutomaticinvalidreasonsEmploNorightNOTTOBEDismissed.withoutgoodreason(ERA1996)complaint&redresstoEmploymentTribunalPrinciple

jobstakecannotbeendedjustbyservingcontractualnotice.Restraintonhire-fireemployerDoesitreallyconstrainemployer’sfreedomofaction?NorightNOTTOBEDismissed.Eligibility?1yearcontinuousserviceatdateoftermination.noFT/PTthresholdsnoservicerequirementforinadmissiblereasonsclaimwithintimelimits(reasonablypracticable)Exclusions(HumanRightsAct?)Eligibility?1yearcontinuousValidreasonsfordismissal EmployermustshowthatreasonorprincipalreasonfallswithinERAs96Conductcommon,leadingtothemostcomplaintsforunfairdismissalCapabilityorqualificationforperformingtheworkemployeeunabletodojob/worksatisfactorilyordoesnothavequalificationsforit.Illness&frustrationofcontractRedundancyGenerallynotgroundsforU/Fdismissalclaim.StatutoryrequirementContinuedemploymentcontravenesstatutorydutye.g.driver’slicence,workpermit.SomeothersubstantialreasonValidreasonsfordismissal EmConductrefusaltoobeyreasonableinstructionsintroductionofanewworkingsystem?timekeeping,absenteeismbreachofexclusivity,trustandconfidentstealingfromemployer(whatdoesthiscomprise?)breachofsafetyinstructions,negligence,actsandomissions.immorality,drunkennessTheft-whatistheftfromemployer?Communicating,maintaininganddemonstratingbehavioursassociatedwitha"CodeofConduct"ConductrefusaltoobeyreasonaCapabilityincompetence,ill-health,othermental&physicalqualityinabilitytodevelopsoundrelationswithothers?reasonableness+reasons?appraisalprocesses,training&supervisiondegreesofincompetence....oneseriouslapse?Doesill-healthjustifyanemployerterminatingthecontract?informedjudgement-circumstances&optionsinvestigatethepermanentlyunfittoworkQualificationsrelatingtoaptitudeandabilityDiploma,tech.certificate,license/permitorprofessionalqualification.mustbesubstantiallyconcernedwithjobaptitudeorabilityCapabilityincompetence,ill-hReasonsinwritingentitledtobegivenreasonfordismissal.requestwrittenreasonswithin14days(pregnancyexcl.)ButnotifallegingconstructivedismissalemployercanprovidewrittenstatementvoluntarilyEmployeesdissatisfiedwithnotreceivingastatementorbelieveitinaccurate-gotoatribunalWhatwasreasonorprincipalreason?DoesitfallwithinERAorsomeothersubstantialreason?Isthistherealreason(useredundancyasexcuse?)Didemployeractreasonablyorunreasonably?ReasonsinwritingentitledtoDisciplineGuidelines(ACAS)Whydisciplinaryrulesandprocedures?promotefairness&orderintreatmentofindividuals&conductofemployeerelationsassistorganisationtooperateeffectivelydefinebasicexpectationsandsetstandardsofconductatworkproceduretoensurethatstandardsareadheredtoafairmethodofdealingwithallegedfailuretoobservethemFunctional,normative,prescriptiveconfirmsmanagerialresponsibility/prerogativeaconflictreductionmechanisminbothunitary&pluralisticenvironmentsCodeof“workplaceethics”(moralbehaviours)?DisciplineGuidelines(ACAS)WhProceduralFairnessEmployer-toinformofrules,procedures,consequences,penaltiesFair,objective,nodiscriminationAvailableevidence+probabilityinthecircumstances.Employerhasgenuinebeliefinthemisconduct?reasonableevidenceandinvestigation?Substantialequityandmeritsofthecase>uniformityoftreatmentNoticeofproceedingsandpreparednessDonotoverlookproceduraldefectsevenif,onbalance,thesamedecisionwouldhavebeentaken.CanstillbeU/FD.Sticktoprocedure.Caught“inflagrantedelicato”e.g.+vedrugstest(airlineoroil-rig)?“Itisallegedthat”employeedidsomethingoutsidework?Establishthetruth.Donotdismissonhear-say.

ProceduralFairnessEmployer-NaturalJustice“WhatamIbeingaccusedof”Righttobeheard,put"mysideofthecase",queryevidenceandhaveownevidenceconsidered–evenforgrossmisconduct.Confrontmyaccuser?Witnessstatements?Righttorepresentation.Wherepracticable.Who?Instantvs.summarydismissal(fieldcourt)takeaccountofemployee’sinformationbeforedecidingavoidhastyconclusionse.g.assumptionsaboutpriordisciplinarywarnings,say,poortime-keepingAppeals?NaturalJustice“WhatamIbeinCompanyPolicyFramework-1Published,commonknowledgevs.verbale.g.Whatisemployeetheft?Do’svs.Don’ts?

(Positive/negativeculture&valuesfocusoncontractperformance)MINORbreach(correctivefeedback)generalirritations&tolerancesweak-fitbetweenduties/standards,performance/behaviourcompany’svalues&consistentmanagerialexpectations?impliedfromgeneral,routine,common-sensebehaviour?outsideworkplace?Denialofpersonalexpression?MAJORbreach(foreverunderminesrootofrelationship)accumulatedminorbreaches-noimprovement?trustrelationshipcannotbere-builtcriminalaction?outsideworkplace?CompanyPolicyFramework-1PuVerbalwarning-notedWrittenwarning-maybeFinalDismissal-orotherCompanyPolicyFramework-2Grievousbreach-allstepsRecordedwarnings+guidanceoncorrectiveactionWarningshelf-lifeAppeal?Viagrievanceprocedure?LetthepunishmentfitcrimeRepresentationWhichmanagersinvolvedatwhichstage?Correspondence&documentationInformaladvice“awordinyourear”FormalstagesAppeal?Externalmediation?InternalgrievanceprocedureVerbalwarningWrittenwarningDFormalVerbalwarningWrittenwarningDismissalSummaryDismissalwith/withoutnoticesuspension-withorwithoutpay?transfer,demotion,fine?Finalwrittenwarningpullbackfromdismissalnextstepdismissal?Appeal?Writtenwarningformal,recordedduringhearing.clearcommunicationofconsequencesVerbalwarning-Issuedformallyawayfromworkplace-confidentialAidememoir-time,re