How to win the sack race

Article Abstract:

Employees who have changes made to their terms of employment without consultation can choose to either accept the changes and continue to work normally or to leave. If they leave, then they are deemed to be treating the contract as having been unlawfully terminated, a situation known as constructive dismissal. If an employee is able to establish that constructive dismissal has taken place, then there is the potential for a contractual claim or a statutory claim. Either sort of claim must usually be submitted to an employment tribunal within three months of the date of alleged dismissal.

United Kingdom, Personnel administration, Employee Termination, Employee dismissals, Employment terminations, Employment at will

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The short goodbye

Article Abstract:

The issue of large payments, or golden handshakes, made to directors who leave a company that is performing badly has been the subject of considerable controversy in the UK. It is one of the issues being addressed by the Committee on Corporate Governance, chaired by Sir Ronnie Hampel. Preliminary recommendations from this committee state that directors' contracts of employment should contain clear details about compensation if the director is removed from office. The director would receive this payment regardless of whether he found alternative employment immediately or not.

Management Functions, Corporate directors, Compensation and benefits, Management, Corporate governance

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