Page 286 - BA1 Integrated Workbook STUDENT 2018
P. 286
Subject E2: Project and Relationship Management
CHAPTER 7 – HRM APPROACHES TO MANAGING AND
CONTROLLING PERFORMANCE
7.1 A
If the employee’s claim is correct, the employer would be liable for constructive
dismissal, which is a form of unfair dismissal.
A contract with a sub-contractor is subject to contract law, not employment law:
the sub-contractor may be able to claim breach of contract, but not unfair
dismissal.
It is probably considered reasonable to dismiss an employee who can no longer
perform his job, such as a lorry driver who cannot drive (in the UK, on the
assumption that there is no other job that the individual can do).
Dismissal on the grounds of redundancy is also legal, although the employer
must comply with redundancy procedures and legislation.
7.2 The correct answers are A, B and D
Although employers are likely to have insurance to cover the costs of injuries,
the Health and Safety at Work Act 1974 aims to prevent accidents. Option C is
incorrect as although good health and safety training will help to minimise
potential health and safety issues, it is impossible to prevent all accidents.
As well as the legal requirement to comply with the legislation, there are other
benefits to companies of treating their staff and other stakeholders well, such as
reputation benefits.
Enhanced health and safety expenditure can reduce costs as accidents and
absenteeism will be reduced, and any potential claim for legal damages would
also be reduced.
7.3 The completed sentences are:
The purpose of equal opportunities is to remove discrimination within the
workplace.
The responsibility for equal opportunities in an organisation is Human
Resources.
Diversity is relevant to all employees within the organisation.
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