#unfair dismissal

[skidaddleskidoddle]

Hashtag protest at 9/3 19:00-21:00 KST on Project Moon's unfair dismissal over its main CG artist's deleted feminist retweets from six years ago

you can use [https://www.timeanddate.com/worldclock/] to convert KST(Seoul) to your timezone.

The english hashtags are

# Protect_Moon

# FreeVellmori

If you want to keep engaging in limbus content guilt-free here's your chance to make your voice heard. By keeping silence you let the incels on twitter speak for you. A company is nothing without its consumers, especially when it need to pay rent, pay its workers, run a restaurant, develop new games, and is run by an incompetent CEO.

[thecrankiestofgremlins]

Aight imma go on a rant about employment law because that's what I'm studying and planning to put my career into. I should note this is UK law, however *some* of this shit is pretty universal. Also, obvious disclaimer, this isn't legal advice.

1. EMPLOYMENT LAW IS WRITTEN IN FAVOUR OF EMPLOYERS. THIS CAN MAKE THEM ARROGANT. UK employment law gives them a huge amount of leeway and is largely written in their favour, and they STILL regularly manage to go over the line to the point of absolute absurdity, to the point of accidentally creating beautifully complete evidence trails for employees to use in tribunal. Why do they do this? Because UK employment law is entirely enforced by individual employees and between the costs of a lawyer and the implied threat that if you take your employer to tribunal you'll never work in your field again (not universally true BTW), they assume they will never be taken to task for it. Employees are generally reluctant to take their employers to tribunal because of the above. What this means though, is if an employee *does* take them to tribunal, the evidence trail is usually extensive AS LONG AS the employee has taken steps to preserve it.

2. SAVE YOUR EMAILS. Any email sent to you by an employer regarding your employment in any way belongs to you. Send that shit to your personal email address, whether or not you think it's sketchy. For every employer. Keep your paper trail. You don't know when you might need it. This goes extra for things like performance reviews/flexible working/reasonable adjustment requests/etc.

3. NOT EVERYTHING IN YOUR CONTRACT IS ENFORCEABLE BY THE EMPLOYER. Employers *love* to stick exclusion clauses in or try to say that handbooks don't form part of your employment contract. They also like to do things like try to classify you as a self employed contractor when really, if you apply the relevant law, you are an employee and have the rights of an employee. Just because your contract says a thing doesn't mean it is the be all and end all. Think of it this way: if you only did what your employer required in writing in the contract, would they be pissed? If so, your contract is probably shit.

4. READ THE DAMN CONTRACT. Make sure you know the ins and outs of your job description, what's expected of you, your pay, overtime policy, where you're expected to work, etc. Just because you might not be able to negotiate it doesn't mean you shouldn't know what it says. This also goes for any employment handbooks. Know what the limits are, know what your hours are, know what your benefits are. Chances are good the employer will ask you to go above and beyond them, or try to pretend you don't have a contractual right to something when you absolutely do. Also, you *can* negotiate on more than you think. For example: employers are not allowed to make deductions from your pay beyond PAYE and National Insurance, UNLESS they have been contractually agreed beforehand. Check to see if they're trying to add a bunch of extra permitted deductions and *challenge* that shit if you feel able to. (My favourite is requiring supposed independent contractors to pay for a uniform. Highly unlikely that you're actually an independent contractor at that point plus fuck you if you want to control what I wear pay for it your damn self).

5. DO NOT OPT OUT OF NATIONAL WORKING TIME REGULATIONS. This is a pretty standard extra inclusion in most people's employment contracts in the UK. It shows up as an extra page of the contract with a separate signing line because they're not allowed to include that requirement as a contractual obligation (in most cases: the big exception is emergency workers) National Working Time Regs limit the amount of hours an employer can require from an adult (over 18) employee to 48 hrs on average, that average being taken over a period of 17 weeks. However, employees can opt out of this, hence the extra piece of paper. The employer cannot dock your salary/terminate your employment/treat you in any negative way if you do not sign this piece of paper. They include it with the contract so that people *assume* they have to sign it. If you're employed and have already signed it, you can opt back in by notifying your employer in writing. Generally this will mean a 3 month period before the regs apply to you again. But *do it*.

6. IF YOUR HOURS ARE VARIABLE, KEEP TRACK OF THEM INDEPENDENTLY. If you don't have a 9-5 contract, this applies to you. This is to make sure that if there's a dispute, you have a record that *you* made of those hours. Ya know, in case the employer decides to conveniently forget about them. I watched OXFORD UNIVERSITY try this shit in a tribunal and they got absolutely wasted because a) it was so obvious (they'd deleted hours spent on marking) and b) the employees had kept an independent record.

7. IF YOUR EMPLOYER DOES SOMETHING SHITTY, YOU HAVE 3 MONTHS FROM THE DATE OF THAT SHITTY THING TO SUE THEM FOR IT. It's one of the shortest time limits in UK law (remember when I said the law is written in employers' favour?), and that time is *only* paused when you involve ACAS (I'll explain ACAS in a sec) and the timer starts again once ACAS issues their certificate. It does NOT stop if you're trying to resolve the issue through internal grievance processes, and attempting to resolve the issue internally is not an acceptable argument if you're trying to extend that time (which you can, under specific circumstances, but try not to rely on that bc it's iffy at best) (yes you can also argue that there have been continuing acts but at that point you need to talk to a lawyer because there are specific rules around that too). There are. So many cases. That I've come across personally. That would be an absolute slam dunk EXCEPT they're out of time.

8. IF YOU WANT TO SUE YOUR EMPLOYER YOU HAVE TO GO THROUGH ACAS FIRST. Employment law is the only area of law where you are legally required to try to do mediation first. How much you engage with the mediation is up to you, however the more you do, the better it looks. Mediation does not mean you have to agree with the employer! It just means you get to ask them the questions you want to ask them in official channels. That said, if they roll over and give you what you want during these negotiations, you kind of have to take it: English law says that civil courts can only give you money as a remedy. As much as you might want to have your day in court, civil courts are legally only for getting money out of people, not primarily for the public administration of justice. Yes I hate this too. If you don't take it, the court won't like it and there is a potential that the court *could* award your employer their costs. ACAS can also give you help explaining how the process works etc. Make sure you contact them and start the process ASAP as soon as you decide the thing is worth suing over.

9. READ THE EQUALITY ACT 2010. There are 9 protected characteristics under UK law: age, disability, gender reassignment, marriage/civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Broadly speaking, your employer cannot treat you negatively because of any of these characteristics. There are qualifications and limits to how far this goes, obviously, but broadly speaking, this is the case. I'll do another post later going into some of this in more detail because the topic is huge but taking a look at the sections that may apply to you is a good start.

10. NOT BEING ABLE TO AFFORD A LAWYER OUTRIGHT DOESN'T NECESSARILY MEAN YOURE OUT OF OPTIONS. First, you *can* represent yourself. It's not an option I'd suggest before you've exhausted all your other options but it is possible. The issue is that you probably don't speak legalese or have access to legal databases, but there is still research you can do on Google. Don't trust everything you read though. Law firm websites are a good place to start, as they tend to write decent articles on the basics of a given issue and they can point you towards some case law. You can also call Citizens Advice for a jumping off point. If you're representing yourself though, the only things you can really reference in court are a) legislation, b) case law, and c) practitioners texts. Remember, case law explains how legislation actually works: it doesn't apply to every situation you might think is covered by it.

Second, most solicitors firms offer free 15-30 minute consultations, where you go in, give them the basics of the situation, and they give you some advice and can signpost you to somewhere you can get more information. This can be really, really helpful and I'd suggest it even if you're planning on repping yourself.

Third, a lot of firms also offer something called a no-win-no-fee agreement, which is about what it says on the tin: if you don't win, you don't pay. Each firm will have different stipulations regarding these, so you should ask what these are. The problem though, is if the firm doesn't think you have a winnable case, they are unlikely take it on that basis (because that means they don't get paid and that's a lot of work not to get paid for). If you do win, they generally take a piece of your winnings as payment (so sometimes they won't do it because you're not claiming enough). It's not a guarantee, but IMHO it's a good option if you have a good case.

Last, there are the pro bono organisations. A lot of places will have a regional pro bono law clinic. These may or may not be able to take your case all the way to tribunal, but if not they should be able to refer you to an org that can. London and its immediate surrounding area has the Free Representation Unit, for example (your case has to be referred to them by another org, usually one of the clinics) but if they can take up your case, they can take it all the way to tribunal and even appeals. Since Legal Aid isn't a thing in employment law (except for discrimination), a lot of these organisations have an absolutely fucking massive caseload though, so there isn't a guarantee that they'll be able to take your case.

I'm sure I'll think of more to add to this later, but this is just the bare bones basic shit that *everyone* should know. A lot of cases don't get brought because people don't know that they a) have rights, b) they don't hold onto documents, c) they don't start the claim in time, or d) all of the above. Given that employment law is only enforceable by the individual, the only way to get employers to play by the rules more often is if people start enforcing it. It's a shit way to do it, but it's what we've got at the moment.

If people find this useful and would like this to be a regular thing, lmk.

[sophsweet]

Harnessing contributions from a diverse workforce

Communication and thought are at the root of accessiblity, fairness and inclusivity. The bottom line is this costs nothing and can increase profit. It also reduces the costs of compensating unfairly dismissed employees. Image by Markus Winkler from Pixabay As new laws come in, dinosaurs lash out, it seems. I have been working with two honest, contienscious employees who were dismissed suddenly…

[kazifatagar]

New: Maxis Broadband ordered to pay RM703,664 to former staff for unfair dismissal

The Industrial Court of Malaysia ordered Maxis Broadband Sdn Bhd to pay RM703,664 to former project manager specialist Ng Keng Seng for unfair dismissal. Chairman Mohammad Zulbahrin Zainuddin found that Ng was terminated without a warning or a show cause letter, despite having a clean record and no prior disciplinary actions. Read More LM News Investment offers in Telegram groups are scams.…

[ryanwclement]

Human Resources

by Ryan Clement TODAY, 20 May 2024, is International HR Day. I have the pleasure of working with a wide range of people who have a wide range of skills. As I am instructed by both claimants and respondents, I inevitably work closely with and alongside many Human Resources Managers. Something that has struck me over the years whilst working with numerous HR Managers is the width and breadth of…

[davidhencke]

Judge holds hearing to decide whether Dr Usha Prasad unfair dismissal case can go ahead

Dr Usha Prasad Dr Usha Prasad, the whistleblower cardiologist sacked by the Epsom and St Helier University Hospital Trust, was back at an employment tribunal yesterday to fight for a hearing that she had been unfairly dismissed. The public hearing was delayed for nearly two hours because 400 pages of legal papers from the trust could not be immediately accessed to be read by the judge. So both…

[whats-in-a-sentence]

Less than twenty-four hours after I refuse to make the statement, I receive an email from my boss. It says nothing but contains two disciplinary warnings as well as my dismissal note:

Unprofessional Conduct – Refusal to Follow Chief Executive's Instructions

[. . .] you have had two weeks to think about the written statement requested from you. [. . .] You have left me with no alternative but to write to you this second disciplinary letter. It seems from the conversation at today's meeting your view on the area of work conflicts with those of this organisation, and once again you have left me with no alternative other than to take the following course of action.

"Going Dark: The Secret Social Lives of Extremists" - Julia Ebner

[justrelations]

Navigating Unfair Dismissal: Expert Guidance from Just Relations

In the intricate realm of employment law, grappling with unfair dismissal issues can be a daunting task for both employees and employers alike. Just Relations, leveraging its profound expertise in employment relations, serves as a beacon of guidance in such situations. This article explores how Just Relations excels in assisting with unfair dismissal cases, providing invaluable advice and steadfast support.

Understanding Unfair Dismissal

Unfair dismissal arises when an employee faces termination in a manner deemed harsh, unjust, or unreasonable. The Australian Fair Work Act establishes the framework for evaluating these dismissals, and Just Relations stands out in navigating this complex industrial relations landscape. Specializing in fair work unfair dismissal cases, their expertise ensures clients receive knowledgeable and effective representation.

Unfair Dismissal Advice

In the face of unfair dismissal, having the right advice is paramount. Just Relations takes pride in delivering expert unfair dismissal advice tailored to the unique circumstances of each case. Their approach is not only informed by deep industrial relations knowledge but also marked by a commitment to understanding the personal and emotional aspects of each client's situation. This empathetic and comprehensive approach ensures clients receive not only professional support but also personal reassurance.

Filing an Unfair Dismissal Claim

The process of filing an unfair dismissal claim can be overwhelming. Just Relations streamlines this journey, guiding clients every step of the way. From determining eligibility to file a claim to representing clients in Fair Work Commission proceedings, their team ensures that each facet of the claim is handled with professionalism and expertise.

Just Relations: Your Partner in Employment Matters

Beyond providing professional assistance, Just Relations offers a true partnership. Their commitment extends beyond the typical advisor-client relationship, acknowledging that dealing with unfair dismissal can be a tumultuous time in one’s career and life. They stand by their clients with unwavering support, guidance, and empathy.

In conclusion, the impact of unfair dismissal on an individual’s career and well-being can be substantial. With Just Relations, those facing such challenges find a reliable ally. Their expertise in fair work unfair dismissal and unfair dismissal claims positions them as the foremost choice for anyone seeking justice and resolution in employment disputes. Explore more about how they can assist you in these complex waters by visiting their website at https://www.justrelations.com.au/.

[jypsyvloggin]

Angelo Mathews: A first of its kind dismissal in international cricket

Angelo Mathews: A first of its kind dismissal in international cricket On November 6, 2023, Angelo Mathews of Sri Lanka became the first batter in international cricket to be given out “timed out”. This happened during the World Cup match between Bangladesh and Sri Lanka at the Arun Jaitley Stadium in New Delhi. Mathews was on strike when the umpire signaled for drinks. He walked off the pitch…

[unfairdismissalustralia]

Constructive Dismissal in Employment Law | Unfair Dismissals Australia

Are you forced to leave your organisation without your own consent? If yes, the Unfair Dismissals in Australia provides you the justice under the constructive dismissal employment law Our team provides you the justice under this law. You can reach out to us anytime.

[feckcops]

The workers who say their migrant status has been ‘weaponized’ against them

“More than one million workers in California are undocumented, making up 6% of California’s workforce and contributing $3.7 bn towards the state’s tax revenue, according to a University of California, Merced, report released in March. They also play a crucial part in the labor force, filling one in 16 jobs, especially in manufacturing, food service, construction and agriculture. Yet these workers are not eligible for unemployment benefits, making it more likely that they’ll end up working in exploitative or high-risk environments.

“The UC Merced report found that undocumented migrants in California were eligible for $1,700 in state and federal assistance in the first year of the pandemic, compared with $35,000 for residents who were also US citizens. Immigrants made up 58% of pandemic-related deaths in California’s deadliest industries – agriculture, landscaping and food processing – between March and December 2020.

“The data is not broken down for undocumented migrants, but activists who work with them say they have been especially vulnerable – particularly women, whose Top 10 occupations in the US all involve in-person work, such as cleaning, childcare and hospitality work.”

[little-lanterns]

Please help by giving good reviews on the game

Edit : post is cancelled, please check the notes

[ragazziamagix]

the most overhated winx characters (and they don't deserve it)

they could never make me hate you my loves!

everyone is free to like or dislike any character in the world for sure but I do feel there is SO MUCH unfairness with those 2 guys, specially with leaks people are already jumping on the hate train yikes... It's not easy being a Sky and Riven stan 🤣, sometimes so many things about those 2 are taked out of context or outright misinfo it bugs me but I won't tell you "you have to love them!" what I will say for me however is that for both there's more good than bad way more good than bad, won't deny they are flawed characters but so what everyone on winx has flaws and that's what makes them human and interesting.

Sky is selfless he always fight for the good and so is Riven in a magic world where there's so many evil they are on the good side. even tho so many nasty characters gets a pass idk why lol as I said anyone can like any character but when there's hypocrisy and unfairness on the play... It's a no, also this only applies for the hypocrite discourse around those characters so its not a general thing.

Even having much more limitations than the girls on fighting they still face it sometimes even getting kidnapped (lol!) but what matters is their intention

Sky saved Domino (not alone, but he did saved it)

Riven went on a break to better himself specially for Musa, how many people do that? (s 8 he comes back as a better version of himself)

Sky is a very good boyfriend he always listen to Bloom and trusts her plans and trusts her power their relationship have some communication issues but overall I do think theres way way more sweetness than not, I do think theres unfairness when it comes to how some people view their relationship but that's not exactly the point of this post.

Riven and Musa are both people who might be troublesome for some part, but in the end they are always there for each other and their attraction is so clear! I know they have way more drama than the other couples but this does not make them any less good idk if I am used to it but I feel they are

Riven learned guitar for musa <3 (season 5)

Sky faced major danger in order to save Bloom in the finale of s 2

Sky would protect Bloom with his life! Literally putting his life on lane for her (season 6, but not just on this season obviously)

Yeah this is long and could be way better but I love them.

[lunar-wandering]

it's okay, to be upset if your fave show gets cancelled because of the strike. it's okay to feel frustrated, sad, or outright angry, to have something you love get unfairly taken away from you.

but don't blame the writers.

the writers strike, should it work, will lead to more good shows- possibly continuations of your faves, or more shows of amazing quality that you'll love. the writers are doing that for you, to let there be future writers to tell great stories down the line.

so don't get mad at them

get mad at the studios, the people in charge, the ones who refused to meet the writers reasonable demands. the writers didn't go right into strike- they tried to make a deal first- and the studios said no. if the studios hadn't refused, there wouldn't be a strike right now.

so if you're going to vent your understandable tears and frustrations with the situation at anyone- direct it at the studios.

[funhouse-mirror-barbie]

I’ve seen people discussing whether the portrayal of sexual assault and abuse in Hazbin was handled well or not, and whether it’s an accurate portrayal of sex work and trauma.

While I’ll give my in-depth personal opinion later after I’ve actually seen the full episode, I think it’s important to remember that survivors of abuse, like any group of people with shared experiences, are not a monolith. I’ve seen survivors saying they thought it was handled well and some saying that they don’t.

I’m not saying this to “defend” the scene (short opinion—I don’t think I’ll like the way it was handled but am waiting to see the full episode to give a final judgment/feelings on it) and I’m not saying this to condemn it forever as the worst thing in the world (although I may change my mind after the episode. It’s very up in the air, we’ll have to see.)

I think it’s just important to remember that victims of sexual assault and abuse have multiple points of view and opinions and feelings about the portrayal of these things, and I don’t necessarily think it’s anyone’s business to try and like. disprove their feelings and opinions.

Someone’s feelings on this subject aren’t really up for debate, especially someone who has gone through what’s being depicted.

[ryanwclement]

"WHISTLEBLOWING" IN EMPLOYMENT AND THE WORKPLACE

by Ryan Clement IN THIS ARTICLE, I am going to discuss, ‘Whistleblowing,’ from an employment perspective.  FIRST THING to make clear are two things. It’s not about actually blowing a whistle to one’s employer, although, of course, there is nothing in law preventing a worker from doing so when disclosing information about a wrongdoing. Second, which might come as a surprise to some people. If…