30 mins, 2012        [password required] Key Topics Redundancies Dismissal Gross Misconduct Employment Law Rights At Work Whether it's making people redundant or sacking someone for theft, terminating someone's employment is a big step. This film highlights the legal issues involved and shows what happens in the real world. INTRODUCTION 12 mins If a company wants to terminate someone's employment, it must follow set procedures - or risk being taken to an employment tribunal. Employees made redundant are entitled to statutory redundancy payments. Employers are supposed to offer the employer alternative forms of employment and PROVE they have no other job the person being made redundant can do. What about dismissing or sacking people? Employees must be given three warnings. And a company can't sack someone on the spot - except for gross misconduct. But what's the difference between unfair, wrongful and constructive dismissal? CASE STUDY 1: GROSS MISCONDUCT 11 mins Jo, a supermarket worker, is dismissed - but has her employer treated her fairly? Jo was caught on CCTV taking money from a fellow worker's bag and is sacked for gross misconduct. But she claims the company didn't deal with her case fairly. For example, she claims, they didn't take into account her previously good record and misinformed her about her the time she had to appeal in. But has she got a case to take to an employment tribunal? CASE STUDY 2: REDUNDANCY 7 mins Blakeway Ltd, a manufacturing company, is going to close a factory, making many people redundant. But the redundancy process they have to go through is much more complicated than boss Stephen Maynard had bargained for. For example, he can't just go ahead and sack the workforce - he must enter into a consultation process and try to offer them alternative forms of employment.

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