PRESENT BY :WOE LEE NA 227807NURUL NABIHAH BT NGAH 225432NOOR FISHAH RIL BT SHAH FAROUK 226026NATASYA DEWANTY AYU PUTRI 224958

HUMAN RESOURCE PROBLEM :UNFAIR DISMISSAL AND SEXUAL

HARASSMENT

UNFAIR DISMISSAL

Unfair dismissal is an act of employment termination made without good reason or contrary to the country’s specific legislation.

CAN AN EMPLOYEE ASK FOR THE REASON FOR DISMISSAL?

Yes, after one years' continuous service, the Employment Rights Act 1996 gives you the right to ask your employer to provide a written statement of the reasons for dismissal within 14 days. If you don't get a statement, or you believe the statement to be inaccurate, seek legal advice.

CAN ANYONE BRING A CLAIM OF UNFAIR DISMISSAL?

No. To begin legal proceedings, you must:Have a proper contract of employment. If you

are a casual or temporary worker, you may not have any protection.

Have been employed by your organization for one year without any breaks.

Be under retirement’s age.

THE QUALIFYING PERIOD OF SERVICE NECESSARY TO MAKE A CLAIM FOR UNFAIR DISMISSAL?

Employees are protected from being unfairly dismissed, providing they have been employed with the same employer for at least 23 months and 3 weeks.

There are limited exceptions where a qualifying period does not apply, so that you can bring a claim for unfair dismissal without having worked for any minimum time. With these exceptions, the dismissal is deemed to be automatically unfair .

There is also no minimum time period where your claim relates to discrimination.

REASON FOR DISMISSAL IS CONSIDERED TO BE AUTOMATICALLY UNFAIR

Membership or proposed membership of a trade union or engaging in trade union activities, whether within permitted times during work or outside of working hours

Religious or political opinionsLegal proceedings against an employer where

an employee is a party or a witness

REASON FOR DISMISSAL IS CONSIDERED TO BE AUTOMATICALLY UNFAIR

Race, colour, sexual orientation, age or membership of the Traveller community

Pregnancy, giving birth or breastfeeding or any matters connected with pregnancy or birth

Unfair selection for redundancy

•ANY UNWELCOME SEXUAL ADVANCES, REQUESTS FOR SEXUAL FAVORS, OR OTHER

VERBAL OR PHYSICAL CONDUCT OF A SEXUAL

NATURE .

SEXUAL HARASSMENT

sexual harassment

school

workplace

hospitality industry

coworkers

customers

WHAT SHOULD YOU DO WHEN FACING SEXUAL HARASSMEMT AT WORKPLACE?

1. Consult your employee policies. If the establishment have the policies then follow it.- write complaints- note the time & place each incident- what was said said & done- witness of action

2. If you feel safe speaking directly to the person harassing you; take these steps:- explain what behavior is bothering you, be specific-ask the harasser to stop the behavior

3. If not; just directly go to human resource department or your supervisor & tell about the harasser.

4. File a complaint with the Equal Employment Opportunity Commision.

PREVENTION AND SOLUTION

SEXUAL HARRASHME

NT1. Give employee education , regular

training and information about sexual harassment

2. Create a positive workplace environment

3. Minimize night shift for women

4. Develop a clear sexual harassment policy 

1. Treat all complaints in a sensitive, fair, timely

and confidential manner.

2. Guarantee protection from any victimisation

or reprisals.

3. take the action quickly to run the policy to people who do the

sexual harassment

Unfair Dismissal

Prevention and Solution

1.Build good relationship among upward and downward

organization2. Build good communication

CONCLUSION

Employees should know their right and how to protect themselves from unfair dismissal and sexual harassment.

Human Resource manager should always treat every employee fair and regulate the rules to protect the employees safety.

Organization should always give training toward the employees and consider about the employees welfare.