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【正文】 ne has been dismissed.” The employer has clearly terminated the contract? ?Also when: ? fixed term contract expires but is not renewed is this unfair? ?Plus constructive dismissal employee has reason to resign because of employer conduct Chris Jarvis 9 HRM Automatic invalid reasons ? Employer prevents an eligible employee to return to work after pregnancy/childbirth regardless of service (ERA). ?Sex, race amp。 dangers ?Public Information Disclosure Act 1998. ?Legitimate TU membership (nonmembership) amp。 physical quality ?inability to develop sound relations with others? ?reasonableness + reasons ? ?appraisal processes, training amp。 conduct of employee relations ? assist anisation to operate effectively ? define basic expectations and set standards of conduct at work ? procedure to ensure that standards are adhered to ? a fair method of dealing with alleged failure to observe them ?Functional, normative, prescriptive ? confirms managerial responsibility/prerogative ? a conflict reduction mechanism in both unitary amp。 consistent managerial expectations? ?implied from general, routine, monsense behaviour? ?outside workplace? Denial of personal expression? ?MAJOR breach (forever undermines root of relationship) ?accumulated minor breaches no improvement? ?trust relationship cannot be rebuilt ?criminal action? outside workplace? Chris Jarvis 20 HRM Verbal warning noted Written warning maybe Final Dismissal or other Company Policy Framework 2 ? Grievous breach all steps ?Recorded warnings + guidance on corrective action ?Warning shelflife ?Appeal? Via grievance procedure? ?Let the punishment fit crime ?Representation ?Which managers involved at which stage? ?Correspondence amp。 natural justice ?Equitable procedures ?Formal, systematic interview ?Neutral, calm, measured ?Representation ?Corrective versus punitive action ?Interview tension and reaction – the afront ?Recording, munication and confirmation Chris Jarvis 25 HRM Disciplinary Handling Beyond the Interview ? Constructive dismissal ?Appeals ?Intraanisational bargaining amp。ve got you, you SOS ?Neutral processing. ?Rescue the managers and establish KARMA Chris Jarvis 27 HRM Complaint/Grievance Interviews ? Verifying the claim rights ?Importance of shared, agreed information ?Safeguards in procedure ?Formality of the interviews ?Recognising the person perception of self and acting on the problem ?Equity – the plainant and the plained about – the discrimination issue
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