This ppt (the author is Dra. Daniela Zabala, from E.T.I.J.) was created to be used in a Legal English Class. Employment law. Ways of termination of a Contract.
This document provides an overview of key concepts in employment law, including:
- The tests used by courts to distinguish between employees and independent contractors, such as the control test and multiple factor test.
- The definitions and examples of unfair dismissal, constructive dismissal, and wrongful dismissal. For unfair dismissal, employees must prove they were dismissed for a discriminatory reason or the reason was unfair.
- The processes for claiming unfair dismissal through the Workplace Relations Commission and the potential remedies of reinstatement, re-engagement or compensation.
- The criteria for claiming constructive dismissal, which requires proving the employer's conduct was serious enough to resign, or wrongful dismissal, which involves dismissal without proper notice.
This document summarizes a presentation on off-duty conduct, management, discipline, and dismissal given by Cody Yorke. It discusses recent cases of employees being disciplined or dismissed for inappropriate off-duty social media posts or other conduct. It outlines considerations for developing social media and other policies, and disciplining or dismissing employees for policy violations or conduct that harms the employer's reputation. The presentation also distinguishes between dismissal with just cause, requiring proven serious misconduct, and dismissal without cause, which provides notice or severance entitlements.
HRPA Hamilton: Managing Off-duty ConductRudner Law
This document summarizes a presentation on off-duty conduct, management, discipline, and dismissal given by Cody Yorke. It discusses recent cases of employees being disciplined or dismissed for inappropriate off-duty social media posts or other conduct. It outlines considerations for developing social media and other policies, and disciplining or dismissing employees for policy violations or conduct that harms the employer's reputation. The presentation also distinguishes between dismissal with just cause, requiring proven serious misconduct, and dismissal without cause, which provides notice or severance entitlements.
This document provides an overview of key considerations for small businesses in organizing their workplace to avoid common pitfalls. It discusses the importance of using written employment contracts that clearly outline terms and limit liability. It also explains how to properly classify workers as employees or contractors to avoid penalties for misclassification. The document notes legal requirements for unpaid internships and an employer's duty to accommodate employees under human rights laws to avoid discrimination claims.
This document offers invaluable help you if you're not sure what do you do if faced with redundancy. Once the initial shock is over, there is a stack of things to consider, including your rights and your future career direction. Don't worry - there's plenty of assistanceout there if you know where to look!
This document discusses three types of employees with health issues and how employers should handle each situation.
1. Good employees who want to work within their health limitations. Employers should accommodate them when reasonable but be careful not to set too lax of standards.
2. Employees who cannot do their job due to health issues. Employers should work to compassionately remove them from the organization when their doctor indicates they cannot return to work within a reasonable time frame.
3. Employees whose health issues impact their work but do not wholly prevent it. Employers must aggressively manage these situations to either get the employee to voluntarily leave because the job demands are too high, or terminate them if leave is exhausted or proper documentation is
What are the legal and HR implications of social netorking? Here is a introduction for CIPD Shropshire Branch - For Information only and not legal advice.
This document provides an overview of key concepts in employment law, including:
- The tests used by courts to distinguish between employees and independent contractors, such as the control test and multiple factor test.
- The definitions and examples of unfair dismissal, constructive dismissal, and wrongful dismissal. For unfair dismissal, employees must prove they were dismissed for a discriminatory reason or the reason was unfair.
- The processes for claiming unfair dismissal through the Workplace Relations Commission and the potential remedies of reinstatement, re-engagement or compensation.
- The criteria for claiming constructive dismissal, which requires proving the employer's conduct was serious enough to resign, or wrongful dismissal, which involves dismissal without proper notice.
This document summarizes a presentation on off-duty conduct, management, discipline, and dismissal given by Cody Yorke. It discusses recent cases of employees being disciplined or dismissed for inappropriate off-duty social media posts or other conduct. It outlines considerations for developing social media and other policies, and disciplining or dismissing employees for policy violations or conduct that harms the employer's reputation. The presentation also distinguishes between dismissal with just cause, requiring proven serious misconduct, and dismissal without cause, which provides notice or severance entitlements.
HRPA Hamilton: Managing Off-duty ConductRudner Law
This document summarizes a presentation on off-duty conduct, management, discipline, and dismissal given by Cody Yorke. It discusses recent cases of employees being disciplined or dismissed for inappropriate off-duty social media posts or other conduct. It outlines considerations for developing social media and other policies, and disciplining or dismissing employees for policy violations or conduct that harms the employer's reputation. The presentation also distinguishes between dismissal with just cause, requiring proven serious misconduct, and dismissal without cause, which provides notice or severance entitlements.
This document provides an overview of key considerations for small businesses in organizing their workplace to avoid common pitfalls. It discusses the importance of using written employment contracts that clearly outline terms and limit liability. It also explains how to properly classify workers as employees or contractors to avoid penalties for misclassification. The document notes legal requirements for unpaid internships and an employer's duty to accommodate employees under human rights laws to avoid discrimination claims.
This document offers invaluable help you if you're not sure what do you do if faced with redundancy. Once the initial shock is over, there is a stack of things to consider, including your rights and your future career direction. Don't worry - there's plenty of assistanceout there if you know where to look!
This document discusses three types of employees with health issues and how employers should handle each situation.
1. Good employees who want to work within their health limitations. Employers should accommodate them when reasonable but be careful not to set too lax of standards.
2. Employees who cannot do their job due to health issues. Employers should work to compassionately remove them from the organization when their doctor indicates they cannot return to work within a reasonable time frame.
3. Employees whose health issues impact their work but do not wholly prevent it. Employers must aggressively manage these situations to either get the employee to voluntarily leave because the job demands are too high, or terminate them if leave is exhausted or proper documentation is
What are the legal and HR implications of social netorking? Here is a introduction for CIPD Shropshire Branch - For Information only and not legal advice.
New and Proposed Regulations: A timely discussion of recently issued and proposed regulations and their impact on employers, including the FLSA "white collar" exemptions, independent contractor misclassification, and the EEOC's new interpretation of Title VII.
Employee Leaves of Absence: A high-level discussion of the issues surrounding employees' extended absences, including a survey of jurisdictions with mandated paid leave and a detailed discussion of the EEOC's position with respect to extended leave as a reasonable accommodation.
FMLA: A practical, scenario-based discussion regarding extended leaves of absence and how they are regulated by application of the FMLA, the ADA and other applicable laws and regulations.
The document summarizes key updates related to employment law, including new DOL guidance on employee misclassification, proposed changes to white collar exemptions under the FLSA, and developments regarding protections for sexual orientation under Title VII. On employee misclassification, the DOL issued new guidance emphasizing the "economic realities" test and noting most workers are employees. Proposed changes to white collar exemptions include increasing the minimum salary level and considering a duties test threshold. Regarding Title VII, an EEOC decision found discrimination based on sexual orientation constitutes sex discrimination.
This document summarizes a presentation on dismissals in Canada. It begins by outlining some common myths regarding dismissals. It then discusses how much notice or severance is required for dismissals without cause, including factors considered for determining reasonable notice periods. The document also covers dismissals for just cause versus without cause, and considerations for conducting dismissal investigations and implementing dismissal policies. It provides examples of dismissals that were found to be for cause or not for cause. The importance of using employment agreements and properly drafting termination clauses is also discussed.
This document provides an overview of unfair dismissal laws in Australia, including:
1. The definition of unfair dismissal and how the laws have changed over time, being introduced in 1994 and amended in 1997 and 2006.
2. The three main aspects of unfair dismissal law: having good reasons for dismissal, providing proper notice, and ensuring procedural fairness in the dismissal process.
3. Examples of cases related to unfair dismissal laws and how they have been interpreted by courts over time.
Employment legislations are laws that shape the relationship between employers and employees by protecting employees from unfair dismissal and discrimination. They prevent discrimination based on characteristics like race, religion, sex, age or disability. Employment legislations also define what makes a dismissal fair or unfair, such as dismissing an employee for deliberately destroying company property versus dismissing them based on their race. While these laws impose constraints on businesses, they also provide opportunities to treat employees fairly. The document discusses employment contracts, different types of employment laws, and gives examples to help understand their purpose and effect on businesses.
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
In this straightened economic climate, redundancy is a threat faced by millions of UK employees. It is important for employees who may face redundancy to understand their rights. Employees should consult their company's redundancy policy to understand the procedure and their entitlements. Reasons for redundancy must be legally acceptable, such as a job becoming obsolete, and employees cannot be selected due to attributes like union membership. Statutory redundancy pay is calculated based on years of service and weekly pay, up to a maximum of 20 years and £350 per week.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Fair Dismissal".
This document provides an overview and agenda for a workshop on core principles of human resources. The workshop will review the duty to accommodate employees with disabilities, staffing basics like recruiting and compensation, and designing human resources policies. It also presents examples of accommodating employees with disabilities and the responsibilities of both employers and employees in the accommodation process. Key topics include when the duty to accommodate applies, types of accommodations and disabilities, and maintaining confidentiality of employee medical information.
014 Best Ideas Of Favorite Place Essay Descriptive AJulie Kwhl
The document discusses the relationship between the British colonies in North America prior to the American Revolution. It notes that the colonies suffered under the despotic rule of the British crown, but the colonists were reluctant to separate due to fears that they could not survive without British support. As a result, many colonists did nothing in response to unjust actions by the British, despite knowing it was wrong, or simply did not care. The document suggests this dynamic ultimately led to the American Revolution and separation from Britain.
This document summarizes an annual employment law update session held by Browne Jacobson LLP. It discusses recent developments and upcoming changes in several areas of UK employment law, including working time regulations, equal pay, restrictive covenants, discrimination, and immigration law. Key cases and implications for employers are highlighted. Looking forward, it also outlines what to expect regarding whistleblowing, gender pay reporting, employment status, and other upcoming legislation.
Australian law prevents unfair dismissal from employment. An employer cannot fire an employee without a valid reason such as poor performance after additional training. Being sick, reporting unsafe work conditions, union membership or legal proceedings are not valid reasons. Employers must provide notice periods ranging from 1-4 weeks depending on tenure or pay in lieu. Valid reasons for dismissal include misconduct, health and safety risks, theft, assault or not following reasonable instructions. Not all workers are protected from unfair dismissal such as casuals or those within probation periods.
The document discusses the costs of labor mistakes and how to avoid them. It promotes a labor law guide service that provides guidance on issues like managing absenteeism, sick leave policies, dismissal procedures, and answering labor law questions. It aims to help businesses understand and comply with complex labor legislation to protect themselves legally and reduce costs associated with labor issues.
The document provides an overview of legal obligations and best practices for recruiting and retaining immigrant employees, including the duty to reasonably accommodate employees, avoiding discriminatory hiring barriers like unnecessary "Canadian experience" requirements, ensuring overqualification does not disadvantage immigrants, and the criteria for legal unpaid internships. It also discusses cases where the duty to accommodate and claims of discrimination based on overqualification were evaluated.
The document provides information about resignation letters, including what they are, their importance, tips for writing them, different formats and samples. It discusses how resignation letters should be used to formally notify an employer of leaving a job and maintain a positive relationship. The document emphasizes keeping the letter brief, professional and free of negative comments. It provides do's and don'ts of resigning, as well as highlighting including an effective resignation date and offering to help with transition. Samples of basic, professional and formal resignation letters are included for reference.
While there is nothing wrong in changing jobs for better career prospects, making too many moves in a short span of time can impact your ability to get a job. Job hopping can be a huge red flag on your resume because it leads employers to question your commitment. It also sends a signal to employers that you have moved because your work was not recognized, you were asked to leave or that you were unable to get along with colleagues.
How to Evaluate a Neurology Practice OpportunityAndy Fadenholz
This document provides guidance on how to evaluate a neurology practice opportunity. It discusses priorities like location, practice development potential, relationships, and compensation. Common mistakes in choosing a job like focusing too much on geography or ignoring politics are outlined. Different compensation models depending on employer type like independent practice versus hospital are compared. The document advises neurologists on questions to ask during interviews and site visits, as well as when to discuss compensation details. Overall, it aims to help neurologists properly assess practice opportunities and choose the best job fit.
The document provides guidance and strategies for former offenders seeking employment. It outlines steps to take in planning a job search such as defining objectives, inventorying skills, preparing a resume, and targeting employers. Specific tips are provided for contacting employers, explaining criminal records on applications, dressing appropriately for interviews, and maintaining a positive attitude. Overall, the document emphasizes the challenges faced by ex-offenders in finding work but notes these barriers can be overcome with preparation, perseverance, and utilizing available resources for support.
Examen de Hebreo nivel 7. ULP San Luis. "Soy Vendedora de Ropas"Adela Perez del Viso
Examen de Hebreo. Imágenes para sostener una conversación en hebreo. Nivel 7. Universidad de La Punta. San Luis.
Se estudia hebreo como idioma extranjero. El nivel 7 equivale a un B 1 o B 2 del marco comun europeo de idiomas.
Tema: "Soy una vendedora de ropas en un Shuk en Jerusalem. Qué vendo." Uso de verbos en presente y en pasado. Colores. preferencias.
New and Proposed Regulations: A timely discussion of recently issued and proposed regulations and their impact on employers, including the FLSA "white collar" exemptions, independent contractor misclassification, and the EEOC's new interpretation of Title VII.
Employee Leaves of Absence: A high-level discussion of the issues surrounding employees' extended absences, including a survey of jurisdictions with mandated paid leave and a detailed discussion of the EEOC's position with respect to extended leave as a reasonable accommodation.
FMLA: A practical, scenario-based discussion regarding extended leaves of absence and how they are regulated by application of the FMLA, the ADA and other applicable laws and regulations.
The document summarizes key updates related to employment law, including new DOL guidance on employee misclassification, proposed changes to white collar exemptions under the FLSA, and developments regarding protections for sexual orientation under Title VII. On employee misclassification, the DOL issued new guidance emphasizing the "economic realities" test and noting most workers are employees. Proposed changes to white collar exemptions include increasing the minimum salary level and considering a duties test threshold. Regarding Title VII, an EEOC decision found discrimination based on sexual orientation constitutes sex discrimination.
This document summarizes a presentation on dismissals in Canada. It begins by outlining some common myths regarding dismissals. It then discusses how much notice or severance is required for dismissals without cause, including factors considered for determining reasonable notice periods. The document also covers dismissals for just cause versus without cause, and considerations for conducting dismissal investigations and implementing dismissal policies. It provides examples of dismissals that were found to be for cause or not for cause. The importance of using employment agreements and properly drafting termination clauses is also discussed.
This document provides an overview of unfair dismissal laws in Australia, including:
1. The definition of unfair dismissal and how the laws have changed over time, being introduced in 1994 and amended in 1997 and 2006.
2. The three main aspects of unfair dismissal law: having good reasons for dismissal, providing proper notice, and ensuring procedural fairness in the dismissal process.
3. Examples of cases related to unfair dismissal laws and how they have been interpreted by courts over time.
Employment legislations are laws that shape the relationship between employers and employees by protecting employees from unfair dismissal and discrimination. They prevent discrimination based on characteristics like race, religion, sex, age or disability. Employment legislations also define what makes a dismissal fair or unfair, such as dismissing an employee for deliberately destroying company property versus dismissing them based on their race. While these laws impose constraints on businesses, they also provide opportunities to treat employees fairly. The document discusses employment contracts, different types of employment laws, and gives examples to help understand their purpose and effect on businesses.
Your Complete Compliance Guide For Hiring EmployeesJustworks
Congratulations are in order – you’re ready to hire your first employee! But growing your team can be complicated to navigate. Hiring new people demands compliance with a long list of laws and regulations: discrimination laws, tax withholdings, background check restrictions.
You can see how hiring might get messy without the help. Justworks’ slide will walk you through the labyrinth of staying compliant while hiring.
Welcome to the Team! Recruiting and Hiring, Including Restrictive CovenantsFinancial Poise
You only get one chance to make a first impression, so you want to make sure your company avoids unnecessary missteps when recruiting and hiring employees. Understanding what you can and cannot say during interviews and how to respond when a candidate volunteers information that may be considered “off limits” is essential. At the same time, there are a host of laws being passed throughout the country that address when and what sort of information you can request from applicants regarding their criminal and financial histories. In the event you decide to protect your organization by requiring certain employees to sign some type of restrictive covenants—non-competition, non-solicitation and/or non-disclosure—there are a host of legal and practical issues to consider. This webinar explores these and other issues so that you can be confident, going forward, that you are starting off on the right foot—legally, at least—when you hire new employees.
Part of the webinar series: PROTECTING YOUR EMPLOYEE ASSETS: THE LIFE CYCLE OF THE EMPLOYMENT RELATIONSHIP 2022
See more at https://www.financialpoise.com/webinars/
In this straightened economic climate, redundancy is a threat faced by millions of UK employees. It is important for employees who may face redundancy to understand their rights. Employees should consult their company's redundancy policy to understand the procedure and their entitlements. Reasons for redundancy must be legally acceptable, such as a job becoming obsolete, and employees cannot be selected due to attributes like union membership. Statutory redundancy pay is calculated based on years of service and weekly pay, up to a maximum of 20 years and £350 per week.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Fair Dismissal".
This document provides an overview and agenda for a workshop on core principles of human resources. The workshop will review the duty to accommodate employees with disabilities, staffing basics like recruiting and compensation, and designing human resources policies. It also presents examples of accommodating employees with disabilities and the responsibilities of both employers and employees in the accommodation process. Key topics include when the duty to accommodate applies, types of accommodations and disabilities, and maintaining confidentiality of employee medical information.
014 Best Ideas Of Favorite Place Essay Descriptive AJulie Kwhl
The document discusses the relationship between the British colonies in North America prior to the American Revolution. It notes that the colonies suffered under the despotic rule of the British crown, but the colonists were reluctant to separate due to fears that they could not survive without British support. As a result, many colonists did nothing in response to unjust actions by the British, despite knowing it was wrong, or simply did not care. The document suggests this dynamic ultimately led to the American Revolution and separation from Britain.
This document summarizes an annual employment law update session held by Browne Jacobson LLP. It discusses recent developments and upcoming changes in several areas of UK employment law, including working time regulations, equal pay, restrictive covenants, discrimination, and immigration law. Key cases and implications for employers are highlighted. Looking forward, it also outlines what to expect regarding whistleblowing, gender pay reporting, employment status, and other upcoming legislation.
Australian law prevents unfair dismissal from employment. An employer cannot fire an employee without a valid reason such as poor performance after additional training. Being sick, reporting unsafe work conditions, union membership or legal proceedings are not valid reasons. Employers must provide notice periods ranging from 1-4 weeks depending on tenure or pay in lieu. Valid reasons for dismissal include misconduct, health and safety risks, theft, assault or not following reasonable instructions. Not all workers are protected from unfair dismissal such as casuals or those within probation periods.
The document discusses the costs of labor mistakes and how to avoid them. It promotes a labor law guide service that provides guidance on issues like managing absenteeism, sick leave policies, dismissal procedures, and answering labor law questions. It aims to help businesses understand and comply with complex labor legislation to protect themselves legally and reduce costs associated with labor issues.
The document provides an overview of legal obligations and best practices for recruiting and retaining immigrant employees, including the duty to reasonably accommodate employees, avoiding discriminatory hiring barriers like unnecessary "Canadian experience" requirements, ensuring overqualification does not disadvantage immigrants, and the criteria for legal unpaid internships. It also discusses cases where the duty to accommodate and claims of discrimination based on overqualification were evaluated.
The document provides information about resignation letters, including what they are, their importance, tips for writing them, different formats and samples. It discusses how resignation letters should be used to formally notify an employer of leaving a job and maintain a positive relationship. The document emphasizes keeping the letter brief, professional and free of negative comments. It provides do's and don'ts of resigning, as well as highlighting including an effective resignation date and offering to help with transition. Samples of basic, professional and formal resignation letters are included for reference.
While there is nothing wrong in changing jobs for better career prospects, making too many moves in a short span of time can impact your ability to get a job. Job hopping can be a huge red flag on your resume because it leads employers to question your commitment. It also sends a signal to employers that you have moved because your work was not recognized, you were asked to leave or that you were unable to get along with colleagues.
How to Evaluate a Neurology Practice OpportunityAndy Fadenholz
This document provides guidance on how to evaluate a neurology practice opportunity. It discusses priorities like location, practice development potential, relationships, and compensation. Common mistakes in choosing a job like focusing too much on geography or ignoring politics are outlined. Different compensation models depending on employer type like independent practice versus hospital are compared. The document advises neurologists on questions to ask during interviews and site visits, as well as when to discuss compensation details. Overall, it aims to help neurologists properly assess practice opportunities and choose the best job fit.
The document provides guidance and strategies for former offenders seeking employment. It outlines steps to take in planning a job search such as defining objectives, inventorying skills, preparing a resume, and targeting employers. Specific tips are provided for contacting employers, explaining criminal records on applications, dressing appropriately for interviews, and maintaining a positive attitude. Overall, the document emphasizes the challenges faced by ex-offenders in finding work but notes these barriers can be overcome with preparation, perseverance, and utilizing available resources for support.
Similar to Employment law- Ways of termination (20)
Examen de Hebreo nivel 7. ULP San Luis. "Soy Vendedora de Ropas"Adela Perez del Viso
Examen de Hebreo. Imágenes para sostener una conversación en hebreo. Nivel 7. Universidad de La Punta. San Luis.
Se estudia hebreo como idioma extranjero. El nivel 7 equivale a un B 1 o B 2 del marco comun europeo de idiomas.
Tema: "Soy una vendedora de ropas en un Shuk en Jerusalem. Qué vendo." Uso de verbos en presente y en pasado. Colores. preferencias.
Derechos y deberes de las partes.
Facultades jerárquicas del empleador.
Poder disciplinario.
Poder de control. Controles médicos
Ius variandi.
Restricciones al poder del empleador.
La Mujer y el derecho laboral. Acoso laboral. Convenio 190 OITAdela Perez del Viso
La Mujer y el derecho laboral. Acoso laboral. Convenio 190 OIT.
Este ppt fue utilizado en la Charla de A.M.J.A. (asociacion mujeres juezas de argentina) el 22-3-2023 por cisco webex, a participantes de todo el país. Trata sobre la mujer y el derecho laboral, cómo se tendría que modificar la Ley 20744 para hacerla acorde a las convenciones internacionales, y el convenio 190 OIT.
Este power point fue utilizado en la Charla realizada por el Ministerio de Trabajo de Perú, sobre trabajo en casas particulares en Perú, Argentina, Mexico y Bolivia, el 31-3-2023. Se habló del origen del empleo doméstico, y cómo se relaciona con la explotacion a los pueblos originarios y la discriminación de género. Adela Perez del Viso
Ponencia de Adela Perez del Viso en las Jornadas iberoamericanas de Derecho del Trabajo y Covid. 15.10.2021. Universidad Catolica de Cuyo sede San Luis.
Este documento presenta los temas a repasar para el tercer parcial de Derecho Internacional Público, incluyendo el Tratado del Espacio de 1967, los principios del Derecho Ambiental Internacional como la Declaración de Estocolmo de 1972 y la Declaración de Río de 1992, y otros temas como el Espacio Schengen y el MERCOSUR. Se provee información detallada sobre el contenido y significado de estas convenciones y principios legales.
Bankruptcy. Part of Toles curriculum. Universidad Católica de Cuyo sede San Luis. Liquidators, Receivers, Administrators. Listening Activity on Bankruptcy.
El documento presenta información sobre los géneros discursivos. Introduce el concepto de género discursivo según Mijail Bajtín, explicando que son tipos de comunicación determinados que se caracterizan por su contenido, estructura y estilo. Luego describe el discurso académico como un género discursivo relevante para la formación universitaria, cuyo objetivo principal es comunicar descubrimientos científicos e informar y convencer. Finalmente, presenta algunas técnicas de lectura y escritura
El fenómeno de la integración en Latinoamerica. Clase en Derecho Internacional Público. Universidad católica de Cuyo sede San Luis. Adela Perez del Viso, adjunta - Mercosur. Unasur
Este documento resume los principales aspectos de la ejecución de sentencias laborales en Argentina. Explica que una sentencia puede ejecutarse una vez consentida o ejecutoriada, y que puede ejecutarse parcialmente si parte de la condena está firme. También cubre los tipos de títulos ejecutables, el procedimiento de liquidación de cantidades ilíquidas, los intereses aplicables y las excepciones admisibles contra la ejecución.
Analisis de Textos. Reglas de puntuación y acentuación. Textos Jurídicos. Universidad Católica de Cuyo sede San Luis. Facultad de Ciencias Jurídicas de Sociales.
Convention on the rights of Persons with disability- U.C.C San LUisAdela Perez del Viso
1) Argentina ratified the Inter-American Convention on Protecting the Human Rights of Older Persons by depositing the instrument of ratification at the headquarters of the Organization of American States in Washington D.C. 2) The convention protects the rights of older persons at all ages and promotes their autonomy and ability to enjoy an active, independent life with health, security, integration and participation. 3) Argentina is the fifth state to ratify the convention, following Uruguay, Costa Rica, Bolivia and Ecuador in adopting this pioneering convention on protecting the rights of older persons.
Este documento presenta una revisión histórica del derecho ambiental internacional a través de cinco etapas: 1) Protección de recursos individuales, 2) Medio ambiente, 3) Medio ambiente en relación con el desarrollo humano, 4) Protección sistémica del ambiente humano, y 5) Posible quinta etapa centrada en los animales humanos y no humanos. También describe conceptos clave como patrimonio común de la humanidad e interés común de la humanidad, y eventos importantes como la Conferencia de Estocolmo de
Child labour: C.R.C. Convention. The Hague Convention and othersAdela Perez del Viso
The document provides an overview of several international conventions related to children's rights:
- The Convention on the Rights of the Child (CRC) was adopted by the UN in 1989 and recognizes children's entitlement to special care and assistance. It is the most widely ratified human rights treaty.
- The ILO Convention No. 182 prohibits the worst forms of child labor such as slavery, trafficking, debt bondage, use in armed conflicts, prostitution, and other illicit activities. It requires states to take action to eliminate these practices.
- The 1980 Hague Convention aims to deter international parental child abductions and ensure the prompt return of abducted children through cooperation between states. It recognizes the importance
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2. How can an employment
contract end?
1. Resignation
2. Retirement
3. Redundancy
4. Dismissal
5. A fixed-term contract ends
3. 1. Resignation
✓ The employee informs the
employer, usually in writing, that
he or she will stop working for the
employer’s business.
✓ Informally known as “handing in
your notice”.
3
4. 2. Retirement
✓ The employee leaves his or her
job with the intention not to work
again because he or she is a
certain age. They must live on the
money they receive from their
pension.
✓ In many countries the age of
retirement is 65 years old.
4
5. 3.Redundancy
✓ The employee is made redundant.
✓ This means that the employer does
not need them. This might be
because business is not good for the
employer or because the business is
closing.
✓ The employee receives a redundant
payment, that sometimes depends on
the number of years that he or she
worked for the employer.
5
6. 4. Dismissal
✓ The employers dismiss the employee.
✓ This means that the employer is
unhappy with the performance or
behavior of the employee and tells
him that they no longer have a job.
✓ The employer must follow a certain
procedure of warning the employee,
except in case of gross misconduct.
6
7. 5. A fixed-term contract ends
✓ The employee stops working for
the employer or leaves his or her
job because his or her contract
was for a specific period of time,
which has ended.
7
8. ACTING FOR AN
EMPLOYEE
The employee has the right to
make a claim against the
employer in a special court called
a tribunal.
8
9. Acting for an employee
When an employee makes a claim he or
she must state the grounds for the claim.
Here some reasons:
✓ Grievance: is a complaint, that
employers must listen and help the
employee. Employees often leaves
their jobs because employers has not
followed the correct procedure for
dealing with a grievance.
9
10. Acting for an employee
✓ Discrimination: It means to act towards
someone in a different, more negative way
from other employees. This could be
because of their age, sex, color of their
skin, or because they have some physical
or mental disability.
✓ Harassment: It means to act towards
someone in a way that makes that person
feel uncomfortable or distressed. The
employer has a duty to stop the
harassment, if he does not and the
employee leaves work, it is constructive
dismissal. 10
11. Acting for an employee
✓ Unfair dismissal: it means that the
employer fired the employee without
a good reason. Most employers do
appraisals, this is an evaluation of
how the employee is doing. If an
employee gets two or three bad
appraisals the employer might not
want to continue employing that
person.
11
13. Acting for an employer
✓ Often the job involves non-
contentious work. This means that the
employer is not involved in a dispute
with anyone.
✓ The job involves doing work such as
drafting contracts of employment or
giving employers some advice about
the latest legislation. It is very
important that employers comply with
employment law.
13
14. Acting for an employer
✓ Sometimes this might involves
contentious work.
✓ This is because an employee makes a
claim against the employer.
✓ Some employees make very serious
allegations and the job is to defend
our client at an employment tribunal.
14
15. Let’s do a listening
activity
An Employment Tribunal Claim
(ILEC Book, Unit 8)
15
16. 16
A sex discrimination case
Solicitors are not immune from employment law cases being brought against
them; in what is being heralded as a landmark case, a tribunal has awarded
two female former employees of the London firm Sinclair, Roche and
Temperley awards totaling £900.000. The employees successfully claimed
that they were victims of sex discrimination and, in particular, that the
discriminatory culture pervading the firm prevented women from becoming
senior equity partners.
An interesting feature of the case is that the tribunal found that the way in
which a partner at the firm behaved during the litigation was malicious and
designed to discredit one of the applicants without having any real
foundation. In consequence, the tribunal imposed £3.000 extra aggravated
damages. Such awards encourage caution in the way in which proceedings
are defended.
17. Let’s discuss the following questions
✓ What do you think the text was written for?
✓ What was the case about? Who were the claimants,
and who were the defendants?
✓ What is a landmark case?
✓ According to the claimants, what prevented them from
becoming senior partners at their firm?
✓ Why were extra damages imposed on the defendants?
✓ What does the text say about the effect that the
award of extra aggravated damages would likely have
on future proceedings of this kind?
✓ Explain what you think is meant by a discriminatory
culture at a law firm. 17
18. Thanks!Any questions? Please write to:
daniela.zabala26@gmail.com
adelamperezdelviso@gmail.com
Sources: Mason Catherine. “The Lawyers English Language Coursebook”,
Second Edition, Global Legal English LTD, 2014, England.
Krois-Lindner Amy. “International Legal English”, Cambrigde University Press,
2008, UK. 18