Responses To Three Employment Law Encounters

Responses to Three Employment Law Encounters

Escenary 1

I introduce in this report the functions of the Mrs. Mills and because bids farewell to the company. Ms. Mills works in a call center quick service. Mills is in its fifth month of gestation. Jenny by her State of pregnancy an of more missed as permitted by the company. She says although a missed much, has not neglected his work agenda. But co-workers males still are annoying. They took the decision to notify your supervisor discomfort does Mills follow the absences.

Supervisor understand the discomfort that employees have but did not have prove that Mills for their truancy has neglected its important calls. The company decided to take a look at Miss Mills record since their State of pregnancy represents a problem for the company when it comes to that is going to make the decision to fire her. Ms. Mills can claim under the law No. 3 of March 13, 1942, as amended protects working mothers. Set that women are entitled to four weeks of rest before delivery and four weeks after the birth, the employer has the obligation during that period to pay half his salary. Ms. Mills is protected by their State of pregnancy under the law referred to above in addition there is no evidence showing that his absence has affected its working agenda.

But the company has different reasons to be able to justify the dismissal of Ms. Mills. Fast Serve can dismiss employees for reasons of restructuring so that the first employee is evaluated for immediate dismissal are low performance and contract employees. The company must make a statement to all employees in which specify the economic state of the company, in it you must include to remember the criteria by which the company will let go at the time to dismiss its staff. The company can dismiss the Mrs. Mills under low performance criteria since in the past two years, Mills has not had great achievements for the company and its performance in the enterprise qualifies as critical. Therefore by a low performance you can say goodbye to Ms. Jenny Mills.

The company will review the contract the Mrs. Mills signed between her and the company. To be sure that everything is in order at the time to dismiss it and so that both parties fulfill their obligations. It must be recognized that when you make the decision to dismiss employees who may be protected under any law the company runs the risk of having to lay off employees if working satisfactorily.

In the case of our company as well as having done a cost analysis, we did a good analysis of the performance of our company and thus be able to select precisely to employees who did not meet the metrics of our company. Thanks to that our company did not have to say goodbye to our best employees that if contributed much to our company. Fast Serve prepare our managers to analyze and assess at the time of the decision to dismiss an employee, and at the same time the

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