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ePub Managing Dismissals: Practical Guidance on the Art of Dismissing Fairly download

by Daniel Barnett

ePub Managing Dismissals: Practical Guidance on the Art of Dismissing Fairly download
Author:
Daniel Barnett
ISBN13:
978-0754512554
ISBN:
075451255X
Language:
Publisher:
Butterworth-Heinemann (September 29, 2002)
Category:
Subcategory:
Human Resources
ePub file:
1662 kb
Fb2 file:
1505 kb
Other formats:
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Rating:
4.7
Votes:
323

Managing Dismissals book.

Managing Dismissals book. Details (if other): Cancel. Thanks for telling us about the problem. Managing Dismissals: Practical Guidance on the Art of Dismissing Fairly.

Tolley’s Managing Dismissals contains guidance and advice on dismissing employees and the legal implications of doing so. It also includes troubleshooting guidance for when a dismissal does not go to plan, and for handling an unfair dismissal claim.

Tolleys managing dismissals: practical guidance on the art of dismissing. fairly 2nd ed, Daniel Barnett Croydon: LexisNexis UK, 2004. Statutory disciplinary and grievance procedures

Tolleys managing dismissals: practical guidance on the art of dismissing. Statutory disciplinary and grievance procedures, London: Incomes Data Services, 2004. More information at: ww. anagers.

Managing dismissals fairly is a crucial part of human resources management and one where both practical and legal advice and information are essential. This title contains guidance and advice on dismissing employees and the legal implications of doing so. It includes troubleshooting guidance for when a dismissal does not go to plan.

If you are dismissed from your employment you can, under certain conditions, bring a claim for unfair dismissal .

If you are dismissed from your employment you can, under certain conditions, bring a claim for unfair dismissal against your employer. Apart from a case involving constructive dismissal a dismissal is presumed to be unfair unless your employer can show substantial grounds to justify it. So if you qualify to bring a claim and there was a dismissal, your employer has to prove that the dismissal was a fair one, that is, that there were fair grounds for the dismissal and that fair procedures were followed. If you are dismissed from your job you are entitled to a statutory minimum period of notice.

Dismissals: Practical Guidance on the Art of Dismissing Fairly.

Dismissing an employee may be your best option if their performance is unacceptable, or their position no longer exists. Here are some simple rules. Regardless of length of service, it is unlawful to dismiss any employee on the grounds of: gender or gender reassignment; marital or civil partnership status

Managing Dismissals: Practice Guidance on the Art of Dismissing Fairly (Wiley, 2nd edtn. Avoiding Unfair Dismissal Claims (Wiley, 1999)

Managing Dismissals: Practice Guidance on the Art of Dismissing Fairly (Wiley, 2nd edtn. Avoiding Unfair Dismissal Claims (Wiley, 1999). Daniel has written over 50 articles, published in journals including ELA Briefing, Employment Lawyer, the New Law Journal, the Times Law Supplement, the Solicitors' Gazette and the Solicitors' Journal. He is quoted in national and regional newspapers, including The Times, The Guardian, The Independent, The Herald (Scotland), the Financial Times, the Mail on Sunday, the Sunday Times and the News of the World.

employer to fairly dismiss an employee who has been specifically appointed to provide maternity cover.

Helpfully, there is a special legal provision under the Employment Rights Act 1996 which allows an employer to fairly dismiss an employee who has been specifically appointed to provide maternity cover. This message must be +unequivocal+ and must be given at the outset of the relationship, so as to leave no doubt on the part of the replacement employee as to the circumstances in which the employment relationship would end.

In employment law, constructive dismissal, also called constructive discharge or constructive termination, occurs when an employee resigns as a result of the employer creating a hostile work environment. Since the resignation was not truly voluntary, it is, in effect, a termination. For example, when an employer places extraordinary and unreasonable work demands on an employee to obtain their resignation, this can constitute a constructive dismissal.

Managing dismissals fairly is a crucial part of human resources management and one where both practical and legal advice and information are essential. Recent year have seen an exponential increase in unfair dismissal claims and employment tribunals, with media coverage of these cases drawing attention to organisations that demonstrate bad practice and dismiss unfairly. It is becoming increasingly necessary for those responsible for managing dismissals or providing employment law advice to have access to reliable and up-to-date guidance that can help them with this difficult area. Tolley's Managing Dismissals contains guidance and advice on dismissing employees and the legal implications of doing so. It also includes troubleshooting guidance for when a dismissal does not go to plan, and for handling an unfair dismissal claim. . Features well-structured case scenarios, using a central character to guide you through all potential situations . Brings you up-to-date with the latest legislation and guidance, and includes coverage of the Employment Tribunals (Constitution and Rules of Procedure) Regulations 2001 . Shows how the increase in compensation limits affects dismissal tactics . Organised from a user's perspective to make it easy to find advice on specific situations . Contains practical documents that can be easily adapted for any situation, including sample contracts of employment and a sample compromise agreement Tolley's Managing Dismissals is the complete reference guide to the practical and legal implications of all forms of dismissal. It will enable anyone to confidently handle or advise on any dismissal using best practice and avoid the hazards associated with this critical and daunting area of the law.