FDA RETAIL MANAGEMENT
Retail Law – LO3 Jake McBride

CLC ID: 106639
UW ID: 1091947288421

Table of Contents TERMS OF REFERENCE 3 FINDINGS 3 CONTRACTS OF EMPLOYMENT 3 IMPLIED AND EXPRESS TERMS IN AN EMPLOYMENT CONTRACT 4 DISMISSAL 5 UNFAIR DISMISSAL 6 ELIGIBILITY TO CLAIM UNFAIR DISMISSAL 7 WAS A FAIR PROCEDURE FOLLWED? 8 DISABILITY DISCRIMINATION 8 REMEDIES 9 UNFAIR DISMISSAL CLAIM 9 DISABILITY DISCRIMINATION 9 CONCLUSION 10 RECOMMENDATIONS 10 BIBLIOGRAPHY 11

TERMS OF REFERENCE
I work as legal advisor for a national toy chain, Playtime. I am going to produce a report examining common law and statutory issues raised by a former employee who may pursue a case for constructive dismissal. I hope to advise Playtime of any action Miss Parry may take in light of her departure from the company and will give recommendations and remedies which may apply to this scenario.

FINDINGS
CONTRACTS OF EMPLOYMENT

An employment contract, or ‘contract of employment’, is an agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. These are called the ‘terms' of the contract.
(DirectGov, Online, Accessed 18/12/2010)

Employment contracts do not have to be in writing, they can be word of mouth. However, every employee is entitled to a written statement containing employment terms and conditions within 2 months of starting work. The statement must contain a number of relevant details such as Hours, Rates of pay, holidays etc, and must comply with Section 1 of the Employment Rights Act 1996.
The contract itself is made as soon as a job offer is accepted, and both the employee and employer are bound to the terms of the contract until it ends. If there is an amendment or change to an employment contract / statement, then the employee/s must be notified within one month of the change