Unfair dismissal

Has your employment been concluded and you are aiming to know whether you’ve been unfairly dismissed? Unfair dismissal is the phrase in many cases used in the place that you work at, yet a number of people don’t completely understand what unfair dismissal really entails.

To clear out any probable misunderstanding, let’s study the different sorts of employment termination. A particular can’t be blamed for believing that every time a staff member is terminated, it is an illegal termination. In order to fully understand unfair dismissal, allow me to share the terms and definitions and several of the motives and circumstances when a staff member is terminated.

Termination of employment

From 1st January, 2010, the National Employment Standards (NES), overtaken the non pay rate procedures of the Australian Fair Pay and Conditions Standards (this was known as ‘the standard’ previously). With the introduction of NES, the legal guidelines related to redundancy that include redundancy payment, have been changed. NES currently embody notice period each time worker is terminated.

So what this implies is that it is legal for hiring managers to dismiss an employee i.e. proceed with the ‘termination of employment’ if:

– It is due to true redundancy; in other words the position has been made redundant, i.e. no longer required inside the corporation or

– Termination of employment is not thought hard, unmerited or unreasonable or

– Dismissal is categorized as the Small Business Fair Dismissal Code; This basically is valid for corporations having 15 or a smaller amount of employees.

Anytime an employment is terminated, the firm is compelled to accommodate the notice period. Notice period is part of NES and its amount is dependent upon the period of continuous service of employment. The scale is as follows:

– 1 week if a person was employed for less than twelve months,

– 2 weeks for time of employment of in between one and three years,

– 3 weeks if employed for the duration of between 3 and 5 years and

– 4 weeks if the period of continuous service was 5 years and over.

What exactly is redundancy?

Under National Employment Standards (NES), redundancy can take place whenever an organization either:

– employer chooses that they don’t require a worker’s position to be completed by anyone else and terminates his or her employment or

– employer declares liquidation or becomes out of business.

Possible redundancy environments incorporate:

– There is a merger, acquisition or takeover of the enterprise

– The corporation has restructured and reorganised the business and no longer demands the position

– The organization relocates

– Industry output is lowered resulting from smaller trade, current market place condition or another reason

– A job a worker has been doing is replaced because of the employer presenting new solutions or completely new work procedures. Example of this is that the selected job might be done by a computer or another machine.

Unlawful Termination

The definition of unlawful termination is when a worker’s job function is terminated for a discriminatory ground or another reason that is contrary to the present-day employment laws. Fortunately, there are actually protections in place for workers who have been unlawfully terminated.

So exactly what is unfair dismissal?

Unfair dismissal is when the employee is terminated and it is not because of the actual redundancy and Fair Work Australia (FWA) detects that the dismissal was in fact harsh, unjust or otherwise unreasonable.