DIRECT DELIVERIES EMPLOYMENT LAW

Direct Deliveries Employment Law



Direct Deliveries Employment Law

Introduction

Relationships between employee and employer can be described as walking on a thin sheet of ice, very fragile and usually employers prefer his or her employees to be dedicated to his or her job (Tebbit, 1988). As for the employee finding a job that would meet his or her needs can be complex. Equal opportunity is important to an employee and is fair management in regard to discrimination based on race, religion, sex, color or nation origin, and leave for family medical emergencies. Important employment laws have been established to control every characteristic of business relationships. No matter what type of relationship an employee-employer has employment conflicts, questions, grievances and lawsuits can arise, as a result, employment law is needed in order to operate a business relationship correctly. “Employment law covers all rights and obligations within the employer-employee relationship -- between employers and current employees, job applicants, or former employees (Tebbit, 1988). Because of the complexity of employment relationships and the wide variety of situations that can arise, employment law involves legal issues as diverse as discrimination, wrongful termination, wages and taxation, and workplace safety (Liff, 1995). Many of these issues are governed by applicable federal and state law. But, where the employment relationship is based on a valid contract entered into by the employer and the employee, state contract law alone may dictate the rights and duties of the parties. In this paper we anlysed the case study of Direct Deliveries Limited related to Employment Law.

Legal And Procedural Approaches To Dismissal UK

It is important to distinguish unfair dismissal from the common law remedy for wrongful dismissal. The latter is a civil law remedy essentially based upon breach of the contract of employment. From the point of view of the employee, there are significant deficiencies in this civil law relief as a remedy. Because an employer is generally entitled under the terms of the contract to dismiss upon giving the appropriate period of notice as stipulated by the contract, damages will often be limited to the loss of earnings during that period. The civil law does not provide for a remedy by way of reinstatement (Ekezie, 2009).

There is no remedy based upon breach of contract for failure to follow appropriate grievance and disciplinary procedures prior to dismissal. However, it will be argued below that the development of the concept of unfair dismissal and the range of remedies available in respect of it has perhaps empowered the employee to too great an extent with the ironic result that he may ultimately be less well served as a result of a consequent reluctance on the part of prospective employers to expose themselves to the consequences of employing an individual who will in due course be in a position to pursue such a powerful array of relief against them (Dalton, 1998). Unfair dismissal is a wholly distinct concept first introduced by the Industrial Relations Act ...