DOMESTIC INQUIRY 7.1 REASONING FOR DOMESTIC INQUIRY The employer must carry out an investigation before the worker could be dismissed under misconduct which is based on the concept of Domestic Inquiry. The main purpose for this inquiry is to make sure whether the employee was guilty or innocent under the accused misconduct. This is a common principle of industrial relations. The independent body which is the investigation board and the panel will carry out this process. This is basically based
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defendant otherwise‚ as outlined in a statute in section 786 of the Code‚ no person can be charged with a summary conviction offence after six months‚ with the time period beginning “on the date of accrual of the cause of action” (Williams 7). There is a certain restriction concerning the use of the statute of limitation on criminal offences in Canada – it can only be applied to summary conviction offences‚ and not indictable offences. In the Canadian
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and retention. Additionally‚ nor does it explain why the principal’s demonstrable innocence is no defence. For example‚ the principal is still liable even if she/he employed a state of the art monitoring system to prevent and detect her agent’s misconduct. In addition‚ the repressed fault justification fails to consider that if partners individually have duties to monitor fellow partners‚ liability for breach of these duties would be direct and not vicarious. In summarization‚ the repressed fault
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References: Kakuk‚ P. (2009‚ December). The Legacy of the Hwang Case: Research Misconduct in Biosciences. Science & Engineering Ethics‚ 15(4)‚ 546-562. EBSChost.
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When a traumatic event happens‚ a multitude of people are affected. In Picking Cotton: Our Memoir of Injustice and Redemption written by Jennifer Thompson-Cannino and Ronald Cotton‚ the story of Thompson’s rape and Cotton’s conviction is unraveled through the perspective of both authors. The emotions that both Thompson and Cotton endure in the aftermath of the rape are shown with the alternation of speaker. With the change in speaker in each part of the book‚ the read gets to see the most significant
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tribunal effectively expects the employer to show why the decision was made and how it was reasonable. 1.5 Matters known to Employer Can only rely on those matters known at the time of dismissal. Cannot rely on matters subsequently discovered (cf wrongful dismissal claim). W Devis & Sons v Atkins [1977] AC 931 1.6 Size of undertaking Tribunal will take into account the size and administrative resources of the undertaking. 1.7 Does reason justify dismissal ? May be other sanctions that
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Extensive research has explored whether a suspect’s facial features can influence an eyewitness’ identification decision and how this may affect lineup construction. The two main issues are: how particular facial features can influence an identification decision and how the suspect’s features are distinctive compared to other fillers within the lineup. Research has found that identifying members of a different race is more difficult than those of one’s own race (Alley & Schultheis‚ 2001). It also
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Organizational explanations of deviance has various or numerous elements that might cause misconduct since small work groups have their own influences while isolated work groups develop their own climate that might not conform or go along with the organizational ethics. From what I understand a group of individuals in some sort of organization that are using the power that they have in an unethical way. An example of an organizational explanation or defiance is employees using company vehicles for
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EXECUTIVE MASTER IN MANAGEMENT - LEGAL FRAMEWORK FOR MANAGERS Suggested Answer – Question 1(a): Partnership In Malaysia The main law governing partnership in Malaysia is the Partnership Act 1961. Partnership is defined in Section 3(1) of the Partnership Act 1961 as: “Partnership is the relation which subsists between persons carrying on business in common with a view of profit”. One of the essential ingredients of partnership are there must be more than 1 person‚ and shall not exceed 20 persons
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Education history and plans 6. Employment history and sources of income. 7. Ability to pay fines and your fees. 8. Mental and/or physical health and treatment 9. Criminal and/or provincial record of offences (or other relevant governmental record of misconduct‚ with explanations if any.) 10. Bail‚ probation‚ or other court or administrative orders or agreements in effect‚ with contact person to confirm compliance‚ if necessary. 11. Charges outstanding. 12. Character references – does your client want
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