employer as physically fit to serve the employer ; Mohsen Jute Mills Ltd vs Labour Court ‚ Khulna (1999) 4 BLC (AD) 172 23. Punishment for conviction and misconduct: (1) Notwithstanding anything regarding lay-off‚ retrenchment‚ discharge and termination of service as provided elsewhere in this Act‚ a worker may be dismissed without prior notice or pay in lieu thereof if he is- (a) convicted for any criminal offence; or (b) he is found guilty of misconduct under section 24. (2) Any worker
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References: Walsh‚ D. (2013). Employment law for human resource practice. (4th ed.). Mason: South-Western.
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Re-organization and Layoff: Decision Making Evaluation Paper Christine Erickson‚ Loretta Campbell‚ Amie Evans‚ Candace Valek PHL/320 November 3‚ 2014 Richsarod Hudson Re-organization and Layoff: Decision Making Evaluation Paper All businesses at one time or another will have to deal with employee layoffs due to a re-organization or changes in the economy. Employee layoffs can have a damaging impact to the remaining employee and management staff. There are several solutions that can be done to alleviate
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Cited: Cascio‚ Wayne F. “If You Must Downsize‚ Do It Right” Employment Policy Research Network 24 December 2010 Web. 30 April 2013 Cenedella‚ Marc “Life Truly is Grand” The Ladders n.d.Web. 30 April 2013 Glink‚ Ilyce “Where is the housing market going in 2013” CBS Moneywatch 10 January 2013 Web. 30 April 2013 Michalowicz
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manager does not have to provide a reason for the termination of the employees that he discharged as part of his downsizing initiatives. Although the downsizing is legally acceptable and does not violate the WARN Act for mass layoffs‚ according to the information presented‚ the general manager should make sure that he has the proper documentation on file to support the need to downsize since he stated downsizing as the reason for the termination. (Bennett-Alexander & Hartman‚ 2007) Since all
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LETTER OF APPOINTMENT --------------------------------- «First_Name» «Middle_Name» «Add1» «Add_2» «Phone»(:+ 91 (: «Email» Dear «First_Name» ‚ With reference to your application and subsequent interview‚ we are pleased to offer you an appointment in this company on the following terms and conditions: 1. Our Value‚ System and Culture: As communicated to you during our discussions‚ we value competence‚ performance‚ discipline‚ and integrity above every thing else and that
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excellent evaluations and received multiple pay raises‚ she also received the Employee of the Year award in 1989. Last week she was given a job termination notice effective in two weeks. The issue is whether Mabel can be terminated without just cause. Rule: Employment-at-will is‚ “Being an at-will employee means that your employer can terminate your employment at any time for any cause –with or with out notice” (At- Will Employee). Application: Mabel was at Vandalay Industries over 40 years‚ over
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in nursing at the Center. Dr. Morgan‚ the staff doctor for a state funded health project‚ has confronted Lawson about the attitude and overall unapproachable demeanor of Wilson towards his staff. Dr. Morgan would like Lawson to terminate Wilson’s employment at the Center and would like it done as soon as possible. Though Lawson has a supervisory position at the center she does not have the authority to terminate Wilson and was able to convey her limitations to Dr. Morgan while giving assurance that
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For instance‚ in terms of termination: “the employer must provide the employee with either written notice of termination‚ termination pay or a combination (as long as the notice and the number of weeks of termination pay together equal the length of notice the employee is entitled to receive)”(Ontario Ministry of Labour 1). Also‚ Wrongful Dismissal charges play a role
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4. Former Countrywide employee and whistleblower Eileen Foster legally challenged her termination from Countrywide/Bank of America in 2008 and the Department of Labor ruled in her favor. As a government investigator for this case‚ offer objective observations to either support or criticize the Department of Labor’s decision in this case. The first impression when reading into the Eileen Foster case was that she was not wrongfully dismissed because it appeared that her actions were slightly overboard
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