Business Employment Law Essay Example | Topics and Well Written Essays - 2000 words

Business Employment Law - raise ExampleAs it appears, all different employees apart from stigmatise agreed to influence overtime. In his submission, Mark indicated that he was not under any contractual obligation to work overtime. This infuriated Rebecca who decided to require the matter to the manager. However, it is also indicated that there was always bad blood between the two employees, and this looked to be an luck to settle the scores. The dismissal of mark from the work is unacceptable and therefore he has the right of appeal. While the fair play provides the employers with the prerogative to dismiss employees for down-to-earth misconduct and without warning, the case of Mark is different. Firstly, the company should have let the employees sock of the staff shortage. Secondly, such(prenominal) employees ought to have been requested to offer themselves for overtime work to compensate for losses incurred repayable to such shortage of employees. As it stands, the reque st to have Mark work beyond his normal hours appears to be an ambush. In addition to that, the manner in which the information was passed to him is also wanting. It is vital to note that employees just like employers, have their personal rights1. On that material day for instance, Mark had an appointment with his girlfriend. He made such arrangement because he had not been informed of any changes by his boss. Therefore, it seems that the company suffers from lack of good dialogue and relationship with the employees. Thirdly, the dismissal is unjustified based on the fact that when Mark was employed, he signed a contract that indicated the time that he was to be in the job. His decision however mean it whitethorn seem to be was justified. There was no prior complaint that he failed to provide quality work because of unwieldy or any other factor. It therefore seems that he was a dedicated person who understood his rights well. It seems that the counselling failed to conduct its in dependent investigations to ascertain the allegations2. Relying on the information provided to them by a fellow employee was wrong since there could have been other reasons which could have prompted Mark to take the decision he did. Even if this was a gross misconduct according to the management, law requires that investigation is carried out. For instance, it is indicated that Rebecca and Mark had a malfunctioned relationship which affected their parley. It is therefore feasible that this was a malicious act meant to punish Mark by dismissing him. She may have passed communication to other employees about the overtime work and failed to let Mark know in advance. The management therefore was in contravention of the statutes guiding dismissal. There are various unfair grounds by means of which one may be dismissed. They include lack of good reason, being asked for flexible hours and also if one refuse to work overtime. From the case, it is outright that the firm did not have objec tive grounds to dismiss Mark. He was dismissed in a flash even though he was innocent. He had a right to choose either to work or not. Employees have their flexible time which they may choose to offer or not. Depending on prior communication with the company, employees may choose to comply or refuse. From the above mentioned facts, it seems that Mark is entitled to make a usurp of unfair dismissal and get remedies. The law gives him the right to make such a claim through a trade union3. Some of the methods that would be used to address this issue may include intermediation and