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Difference between revisions of "Employment Law Issues (9:V)"
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Employment Law Issues (9:V) (view source)
Revision as of 20:56, 27 September 2022
, 20:56, 27 September 2022→1. Termination of Employment Checklist
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*If the worker was dismissed at the end of a fixed-term contract of employment, then their contract has simply been completed and there is generally no further entitlement to severance pay (unless their contract specifies otherwise). | *If the worker was dismissed at the end of a fixed-term contract of employment, then their contract has simply been completed and there is generally no further entitlement to severance pay (unless their contract specifies otherwise). | ||
☑ Determine whether the worker was dismissed or if they resigned. Sometimes a worker may have been forced to resign or may have had their pay or working conditions changed significantly, a practice known as constructive dismissal. See [[Section V.C: Termination of Employment (V.C) | Section V.C: Termination of Employment]] to determine whether your situation would be considered a constructive dismissal or | ☑ Determine whether the worker was dismissed or if they resigned. Sometimes a worker may have been forced to resign or may have had their pay or working conditions changed significantly, a practice known as constructive dismissal. See [[Section V.C: Termination of Employment (V.C) | Section V.C: Termination of Employment]] to determine whether your situation would be considered a dismissal, constructive dismissal or resignation. | ||
*If the worker was dismissed or constructively dismissed, continue to the next step of the checklist. | *If the worker was dismissed or constructively dismissed, continue to the next step of the checklist. | ||