Employment Law Essay Example for Free

booking Law auditionEarly this course of study, on that point are reports that the number of employees calling in sick has risen to staggering levels. fit in to an absence seizure management company, there are about 3. 6 million employees who called in sick the head start week of January (Pitcher, 2008). The United Kingdom ranked as second as having the most number of employees with bulky call sickness in a survey conducted by the European Community (Tehrani and Rainbird, 2005). The level of absence for UK was 27. 2% as against an average of 16. % of the European Union (Tehrani and Rainbird, 2005). An approximate figure of 14. 1 million old age were lost to stress and anxiety in 2001 (Tehrani and Rainbird, 2005). Absences due to stress and mental problems significantly affect twain the employer and the employees. This matter on the face of it has been taken for granted and unaddressed for sometime until the enactment of the Dis big businessman Discrimination knead 1995 (DDA), practice present 2002, Employment Rights Act 1996, and the Health and Safety at Work etc Act 1974.This written report shall show the manner by which the pertinent provisions of these pieces of legislation are applied to a suppositional case and it shall also seek to identify and explain the remedies of an employee in case of violation of the provisions. Disability indisposition Absence The Disability Discrimination Act 1995 defines disability as bingle having a physical or mental impairment which has a substantial and long-term adverse effect on his ability to delight out normal solar day-to-day activities (Section 1(1), Part 1, DDA 1995).The Industrial courtroom has applied the definition to the different cases brought forward it. For instance, in the case of Greenwood v. United Tiles Limited the employee concerned was suffering from diabetes and was held to be disabled by the Tribunal (Greenwood v. United Tiles Limited 1101067/97/C). In the case of ONeil v Symm f ellowship Limited, the Tribunal considered ME or chronic fatigue syndrome as a disability (ONeil v Symm Company Limited, 2700054/97).Even abdominal effort which had no medical examination diagnosis with respect to its origin was declared as a disability by the Tribunal in the case of Howden v Capital Copiers (Edinburgh) Limited (400005/97) (Thompsons Solicitors nett site, 2007). Anent mental disability, Walton v LI Group Limited case involved an employee who had learning difficulties. The Tribunal obtaind that the employee is considered disabled under the DDA basing its determination on the testimonial evidence of the employees parents and the fact that the employee was receiving disability living allowance (Walton v LI Group Limited, 1600562/97).The increased awareness for mental wellness and issues associated with it has accelerated in time, clinical depression is in fact already considered as a disability. Clinical depression is a common mood perturb in psychology and psyc hiatry in which a persons enjoyment of life and ability to function socially and in day-to-day matters is disrupted by intense sadness, melancholia, numbness or discouragement (Farlex Free Dictionary wind vane site, n. d. ).In the recent compendiumed case of OHanlon v Commissioners for HM Revenue Customs, the Employment Appeal Tribunal rationaled that clinical depression is considered a disability and therefore falls within the coverage of the DDA 1995 OHanlon v Commissioners for HM Revenue Customs (2007) EWCA Civ 283. Applying the above handleed sub judice principles to the disposed hypothetical case, Vangeer has been diagnosed to be suffering from clinical depression. This was brought about by the incident when she accidentally pricked herself with a needle which she picked up bit tonicing a bus in the depot of her employer.This ca social functiond panic attacks and anxiety and for which she was given a year off from rub down. At this juncture, it is important to stre ss that the Health and Safety at Work etc Act 1974 requires the employers to discipline the health and safety of its employees in the place of work. Towards its realization, the law imposes upon the employer the duty to progress the provision and maintenance of correct and systems of work that are, so far as is reasonably practicable, safe and without risks to health (Section 2 (2)(a), HSWA 1974).This means that garner Pace Bus Company should have provided a system of work including protective gear for those who clean their buses (Health Safety Executive, 2006). In addition, the employer is also supposed to take measures to protect their employee who whitethorn return to work considering that there is more likelihood that the employee may be weak because of the injury or disability (Health Safety Executive, 2006). Vangeer went on sickness absence for about a year. Sickness absence may be short term or long term.A long term sickness absence connotes serious medical reasons suc h(prenominal) as in the case of Vangeer. Long-term absence is usually defined as a flow of absence in excess of two weeks (Corcoran, 2006). When she returned for work, a new group leader made prejudiced remarks about her race. In hindsight, this may be considered as a violation of the run Relations Act 1976. It may be shown that there is direct dissimilarity of Vangeer because she is black such as when she is hardened slight favourably than another (Thompsons Solicitors, n. d. ).Moreover, it may be shown that there is some form of harassment under the Race Relations Act 1976 as amended by the New Regulations of 2003 (Thompsons Solicitors, n. d. ). Harassment is broad as to implicate abusive language, excessive monitoring of work, excessive criticism of someones work etc. (Thompsons Solicitors, n. d. ). It may be submited that Vangeer suffered by because she was degraded, intimidated and her dignity violated. The violation of her dignity is subjective and the Tribunal would need to rule using the reasonableness standard (Thompsons Solicitors, n. d.In this case, the effect of Bobs conduct has caused Vangeer to go on sickness absence for three weeks more based on the recommendation of her psychiatrist. Her transfer to another team was also suggested. Even ahead the full stop of sickness absence has lapsed, Snail Pace Bus Company was bought by decelerate Coach Ltd. and Vangeer was called to a meeting about her absence. Thereafter, she was dismissed from her utilisation with pay. Her acquittance is illegal. In relation to long-term sickness absence, the employer who dismisses an employee faces three potential legal risks (Lemon Co. 2008).Vangeer may file for a claim for un clean kindling, for disability discrimination and for violation of her urge on of employment. It is axiomatic that there exists amidst the employer and the employee, a contract of employment. It is an agreement whereby the rights and obligations of both the employee and the emp loyer are specified (Direct. Gov web site, 2008). When the employee accepts employment, there is an automatic contract of employment that is created heedless of whether this has been reduced into committal to writing (Direct.Gov web site, 2008). Generally, employment contracts contain the following clauses commencement, term, job title and duties, place of work, hours of work, pay, holiday entitlement, pension, sickness absence, intellectual property, confidentiality, termination disciplinary, dismissal and grievance executions, and collective agreements(Clickdocs web site, n. d. ). The terms of employment in respect of hours of work, pay, termination of employment and other benefits are provided by the statutes.This being the case, the employer is mandated to comply with the provisions of the statutes. For instance, dismissal procedures should be observed. In the twinkling case, Vangeer was invited to a meeting to discuss her absence and after a day she was dismissed from empl oyment with pay. The Employment Act 2002, Part 3, Section 30 (1) provides that, Every contract of employment shall have effect to require the employer and employee to comply, in relation to any matter to which a statutory procedure applies, with the requirements of the procedure (EA 2002).The law requires that the employer observe the procedure in cases of dismissal as provided for under section 29, agendum 2 Statutory Dispute Resolution Procedures, Chapter 1 and 2. Substantially, the employer is required by law to put into writing the circumstances and acts of the employee which he led him to initiate disciplinary or dismissal steps and invite him to discuss it in a meeting. The employee moldiness have notice and reasonable prospect to be apprised of the selfsame(prenominal). After the meeting, the employer must(prenominal) inform the employee of his last and inform him of his right to appeal.Should the employee opt for an appeal, another meeting should be scheduled before the dismissal or the disciplinary penalty shall have been effective (Section 29, Schedule 2, Chapter 1, EA 2002). In the instant case, Vangeer apparently may have been given an unfairly short notice and was not informed of her right of appeal if she was not satisfied with the decision. In retrospect, the jurisdiction over wrongful dismissal cases were lodged in courts until 1994 when jurisdiction was given to the Employment Tribunals which were authorised to grant only up to GBP25,000 (British Employment web site, 2007).A contrary rule is observed with respect to unfair dismissals and discrimination cases, where the courts can award greater amounts of monetary damages. Wrongful dismissal results when employer fails to give the employee notice in accordance with the employment contract and without appropriate pay (British Employment web site, 2007). It has been observed though that it is better for the employee to sue if the contract provides a fairly long notice period (British Employm ent web site, 2007).Monetary damages in these cases are computed based on the amount of dismission in terms of compensation and other benefits. Unfair dismissal occurs when the employee is terminated from employment and the employer in doing so had no valid and justifiable reason (Direct. gov web site, 2008). The Employment Rights Act 1996, specifically Part X sections 111 to 132 provide for the remedies in case of unfair dismissal. In a nutshell, there are three options an purchase order for reinstatement, an order for re-engagement or an order for compensation.Reinstatement is when the Tribunal orders the employer to put the employee back to work with the same position and delegate tasks. There is re-engagement when the employee is placed back to work with a new post and tasks but under the same employer ((British Employment web site, 2007). In cases where the Tribunal issues an order for reinstatement or re-engagement, it cannot also order compensation Wilson (HM inspector of Taxes) v Clayton (2003) EWCA Civ 1657. In the instant case, Vangeer was illicitly dismissed because of her long absence.The Employment Rights Act 1996 provide for the employers responsibilities in case sickness absence and dismissal are due to ill-health (Mace Jones web site, 2007). Bad health may be considered a good basis for dismissal of an employee because it affects the ability and capacity of the employee to perform his delegate duties and tasks. The law mandates that in order for a dismissal based on ill-health can be considered as fair, the employer must observe and comply with the legal requirements (Mace Jones web site, 2007).The employee must be given the reasonable opportunity to recover and return to work before they can be dismissed (Lemon Co. web site, 2008). In the instant case, Snail Pace Bus Company gave Vangeer about a year to recover from her clinical depression. A return to work programme was drawn up for her. Her relapse was instigated by her new manager. S he was given a three week off from work and before the lapse of that time she was dismissed after the word of honor with Slow Coach Ltd. Vangeer apparently was not given a reasonable opportunity to even use her three week off when in fact, the relapse was caused by management.However, it should be pointed out that not in all cases shall the employer be liable even if he partly or wholly was responsible for the stupidity of the employee. In the case of McAdie v Royal Bank of Scotland 2007 EWCA Civ 806, the Employment Appeal Tribunal reversed the decision of the Employment Tribunal when it ruled that the dismissal was justified even if the employer, partly or wholly caused the employees incapacity because based on the medical evidence obtained there was no prospect of the employee returning to work McAdie v Royal Bank of Scotland (2007) EWCA Civ 806.Another requirement would be is for the employer to seek evidence of the medical experimental condition of the illness of the employee . The employer must request for medical reports from the employees physician upon the authorisation of the former (Lemon Co. web site, 2008). The employer may also request for the examination of the employee by the employers own physician. The meeting should be for purposes of assessing the current medical state, the existing medical advice and medical evidence. In the case of Vangeer, Slow Coach Ltd. ailed to request the medical reports from her physician.Moreover, the employee must be consulted through a series of meetings for purposes of exploring ways and issues for alternative options and reasonable adjustments (Lemon Co. web site, 2008). Albeit, there is one meeting conducted with Vangeer, no exhaustive discussion seemed to have been made. Finally, The employer must consider the possibility of making adjustments to the work environment in order to permit the employee to return to work (Lemon Co. eb site, 2008).When Vangeer was ill the first time, the employer made a progra mme which allowed her to start work late and go home early. However in the case of relapse, the pinch that she be re-assigned to a different team was not deliberated upon and carried out by Slow Coach Ltd. It is the debt instrument of the employer to seek and accept suggestions from the employee on how she can work when she returns.In a complaint for unfair dismissal, the Employment Tribunal shall take the following brokers into consideration nature of the employees illness, the likely duration of the illness, the nature of the job, the needs of the employer, the employees distance of service, the type (and amount) of sick pay paid to the employee and alternative employment (Lemon Co. web site, 2008). The most important factor that will be considered is whether the employer took measures in gathering information and ascertaining medical reports from which he would base a fair and reasonable conclusion and decision.There must be recent, comprehensive and competent medical findin gs (Direct. gov web site, 2008). He must also comply with the procedures in dismissing an employee in accordance with the Employment Act 2002 and the Dispute Regulations 2004 (Direct. gov web site, 2008). Failure to follow the statutory minimum dismissal and disciplinary procedure shall make him liable to a minimum basic award of 4 weeks pay. Furthermore, any compensation awarded by an Employment Tribunal may increase by 10-50% (Direct. gov web site, 2008). There is no distinction between sickness absence and disability.In the case of Clark v Novacold (18901661/97) the Industrial Tribunal concluded that there should be no distinction between the two, and dismissal for sickness absence does in fact relate to the disability and accordingly is prima facie unlawful (Thompsons Solicitors web site, 1997). According to Solicitor Michael Corcoran, if the disability is the cause of the long term sickness absence and the employee was in fact dismissed, such dismissal is tantamount to discrimi nation unless it is shown that dismissal is justifiable (Corcoran, 2006).The lack of knowledge of Slow Coach Ltd. may have on the disability would be irrelevant and immaterial to the issue of whether Vangeer was treated less favourably (Corcoran, 2006). Under Section 20 of the Discrimination Disability Act 1995, direct discrimination is committed when the employee is treated less favourably than another not suffering from such disability and that such treatment is by reason of the employees disability (DDA 2005).Moreover, the employer shall also be liable if he failed to make reasonable adjustments so that the disabled employee can continue his or her employment (HSE, n. d. ). The law requires that the employer go an supernumerary mile for the disabled employee, albeit the law does not set parameters of its extent. However, case law has laid down legal principles based on each of the precedent-setting case (HSE, n. d. ).