Friday, March 1, 2019

Employment Law and Employee Relations Assignment

Introduction trade dealings between employers and employees argon managed by several(prenominal) different sources. There atomic number 18 a variety of statutory provisions which govern the acceptability of original behaviours by either party. Key legislative provisions that will be referred to through proscribed this case study include the body of work Rights Act 1996 (ERA) and the equation Act (2010) EqA, amongst otherwises. Each of the three powers here will be tonicityed at one-on-ones although it is noned that each of the three people in question ar employees and at that place is no guide to consider the tests of whether or not the individuals are self-employed or employed for the purposes of statutory hold dearion (although this was not as clear with whirl, see below for analysis). Each employee has as well been issued with a sheer which is presumed to be compliant with the negligible statutory requirements. Each scenario will be looked at in turn.Jim The di scussions associated with Jim and his recent civil partnership indicate that there is a prima facie argument cosmos presented by Jim that he is being discriminated against by virtue of his sexual orientation. Jim has argued that he has been melt downn a little favourable shift pattern and that this is due to his sexual orientation and his description that he is likely to be seeking to take clock time kill to raise a child in the near future. He has also indicated that he has been subject to abuse from a colleague by virtue of his sexual orientation. Jim is now off work ill and has suggested that he whitethorn wish to resign.The danger from the Council point of view is that Jim resigns and states that he was constructively below the belt dismissed by virtue of his treatment due to sexual orientation. Although he has only been employed for a period of 18 months and this would typically remember that he had not get hold of the appropriate limiting period for foul spark. However in concord with section 19 of EqA there is no qualifying period and this thereof presents a danger to the Council. In entrap to potentially argue this, Jim would deliver to show that he had suffered from discrimination, agony or victimisation in the work place as a account result of his sexual orientation. In accordance with the EqA 2010 direct discrimination, indirect discrimination, harassment and victimisation are all outlawed.Jim is seemingly arguing that he is being directly discriminated against as he is being given worsened shifts than his counterparts who are heterosexual. In rules of order to prove this there would need to be a comparator so that he could show that he has been treated comparatively worse than his counterpart, the comparator having circumstances that are not materially different to Jim (Shamoon, 2003). Therefore in this case it would be necessary to look at the treatment of person who is in all ways similar to Jim with the exception of sexua l orientation. The f operations as indicated here are not sufficiently clear to show whether or not on ratio Jim has been treated all differently than other colleagues with the revised shift patterns. There is also an additional fear set about by Malcolm in that in the case of Martin (2006). In this case it was held that the probe of the grievance forge was in itself discriminatory as the manager had failed to give the complainant the necessary time and attention, instead dismissing his grievance as petty. Malcolms response to Jims verbal statement is therefore a concern and although a orb grievance has not been raised the way out ineluctably to be treated with greater concern in order to study the complaint enoughy.In relation to the investigating of victimisation and harassment, the full process ineluctably to be followed in order to coincide with the requirement of the EqA to protect Jim. Section 26 of the EqA deals with the conduct that has the effect of being discr iminatory by virtue of victimisation and harassment. Again the full features have not been observed as yet and although Jim feels the emails are coming from a colleague this would need to be investigated fully.The crucial aspect of this scenario however is to deal with the grievance in an appropriate port. Malcolms previous brushing aside of Jim could in itself shape allegations of discrimination and this needs to be rectified as a matter of urgency.A failure to do so could result in Jim transport a claim for constructive, unfair spark with the possibly of the tribunal honor compensation for injury to feelings. This is aimed at being compensatory and not punitive precisely nonetheless presents a real danger to the Council (Corus, 2005).FrankThis scenario deals with an employee that is known for several misdemeanours over the two years of his employment, most notably going out during the week and weekend and attending work in a manner that is seen to be un refreshing. His late st erroneousness as a result of this exercise has resulted in a potential substantial loss to the Council. There is no indication that his action with the transcription error happened when he was doing anything outside of his pledge within work. It is also noted that he is remunerative a minimum wage or ?5.13 at 19 years of age which does not indicate that he is an apprentice. That said being 19 and recognised to have substantial weaknesses in his mathematical operation which do not seem to have been picked up previously places the Council in a weaker position. Despite this, it is evident that his error has caused a substantial loss and as such it is reasonable for the Council to look towards a disciplinary.The principles of fairness when conducting a disciplinary are contained in the ACAS calculate of Practice on Disciplinary and musical score Produces (2012) as well as the non-statutory guide that is also created by ACAS. More formally, S98 of ERA states that in order for an individual to be dismissed the employer is required to have acted reasonably and side by side(p) a suitable disciplinary process would be a primordial component of this. In the event that the process is not followed and Frank because claims unfair dismissal the failure to follow the process could result in an uplift of any award by 25% (Section 207 of Trade trade union and Labour traffic (Consolidation) Act 1992).Firstly it is necessary for the employer to consider whether formal action is necessary. It is not clear whether previous misdemeanours or poor performance has been dealt with formally or informally and this should be looked at as a matter of priority. However for the purposes of this advice it is suggested that these have not been dealt with formally in any way. Where a discussion is to be volumeed formally on the record of an employee, as is likely to be the case her section 11 of the Employment transaction Act 1999 will become relevant and the statutory maturef ulness to be accompanied needs to be taken into account. It was confirmed in the case of Sarkar (2010) that where the disciplinary could result in dismissal it is not acceptable to use an informal process.The potential loss here is substantial and therefore it is possible that the Council could be looking at gross misconduct. Frank has the qualifying period of 2 years service and could therefore potentially claim unfair dismissal making it vital that the processes are followed correctly. The employer needs to act promptly as if it fails to indicate the gracelessness of the situation to the employee there is a danger that it would be seen to have affirmed the contract and accepted the employees repudiatory break of serve ( train, 2009).A full investigation is necessary which will then potentially lead to the disciplinary procedure. The position of the employer should however be reserved for the while of the investigation. During the investigatory meeting and the disciplinary meet ing (if there is one subsequent) the employee has the right to be accompanied. The level of investigation necessary is dependent on the severity of the accusation (A, 2003). Where an employee is at a serious risk of long marches impact for example being dismissed and receiving a professional impairment a much more thorough investigation is required.Based on this and the underlying need to act reasonably Frank should be hang up in order for the investigation to take place. He should be aware of his rights and obligations during the period and also how long he is likely to be hang for. As the conduct is sufficiently severe that it could result in dismissal this is a crucial step and the investigations should be very thorough. There are concerns that the Council has been aware of performance issues and has not yet dealt with the matter. Furthermore it would seem unreasonable that a junior individual was able to make such a costly error and this will have to be born in mind when d etermining the severity of the disciplinary process to be followed.SallySallys contractual status is questioned initially as she is soon on the job(p) various hours with a weekend on call both month. Sally has been located at the Council office for 3 years with a set desk and specific hours. This level of control is considered to be sufficient to comply with the definition of employee as per section 230 of the ERA 1996. This is a matter of fact and law and it is suggested that as she was required to own(prenominal)ly preform the contract and the Council had a high level of control she would be deemed to be an employee (Carmichael, 2000). Based on this it would be the case that Sally is entitled to the statutory minimum vacation which is 20 days (excluding 8 bank holiday days).Sally has pass on a change to her current working hours which is dealt with a flexile working request and secondly she is likely to be interviewed alongside others for the full time vacancies which have n ow arisen, should she wish to befool and would not want to be discriminated against by virtue of her caring role for her terminally ill mother. Since June 2014, employees with at least 6 months continuous service have been able to apply for flexible working for any reason. The employer is then under a duty to deal with the request in a reasonable manner and be fair in the way that they treat the application (Duncan, 2012). Crucially, in accordance with section 13 of the EqA it is possible for an employer to be directly discriminating against an individual who is treated less favourably due to the check of an associated person (Coleman 2008).This situation is potentially difficult for the Council to manage and there is at least roughly argument that Sally is not in fact an employee. On balance however this is not a valid argument given the prescriptiveness of the hours of work and the physical base in the council as well as the personal nature of the services provided. The Council would therefore be required to provide paid holiday and to provide Sally with her contract of employment. Furthermore any requests for flexible working would need to be dealt with fairly and when looking to fill full time roles, Sharon would have to ensure that she did not discriminate against Sally as this could result in disability discrimination despite the fact that the disability is not suffered by her directly. Conclusions In summary, Jim should be offered a full and intentness grievance procedure to prevent him resigning and later claiming constructive unfair dismissal by virtue of sexual orientation discrimination. Frank should be dealt with formally through the use of the disciplinary procedure with a full investigation and if necessary a disciplinary that conforms with statutory requirements. Sally is, on balance, an employee and needs to be managed with due care to the disability discrimination rules and the need to be fair and reasonable when considering any flexible w orking requests.ReferencesACAS (2012) Disciplinary and Grievance Procedures Available at http// v B 2003 IRLR 405Carmichael v National Power plc 2000 IRLR 43,Coleman v Attridge Law and another 2008 ICR 1128Cook v MSHK Limited and another 2009 EWCA Civ 624,Corus Hotels plc v Woodward and another UKEAT/0536/05,Duncan, N (2012) Employment Law in Practice, City Law School (London, England, Oxford University Press) p.216Employment Relations Act 1999Employment Rights Act 1996Equality Act (2010)Martin v Parkam Foods Ltd ET/1800241/06Sarkar v West London Mental Health NHS Trust 2010 IRLR 508Shamoon v party boss Constable of the Royal Ulster Constabulary 2003 ICR 337 (HL)Trade Union and Labour Relations (Consolidation) Act 1992

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