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Cijc Working Rule Agreement Pink Book

08 Apr Posted by in Uncategorized | Comments
Cijc Working Rule Agreement Pink Book

40 APPENDIX 4a Dismissals, layoffs and partial unemployment There is no automatic right to lay off workers, even if they have no work to do. If an employer wants to be fired, there should be an explicit clause in the contract allowing it to do so. Even if there is a redundancy agreement, it should not be implemented excessively long or workers may have the right to consider themselves superfluous. In many sectors that have been laid off in the past, there may also be some agreement on the remuneration of guarantees above the legal minimum. In accordance with the Labour Rules Agreement (CJC). When workers are asked to work as part-time unemployed, this usually means that they accept a shorter work week for a specified period of time, for example. B of a three-day week for the following month. With the reduction of working time, so are wages. Guaranteed wages or minimum wages are generally frozen for the duration of partial unemployment. While redundancy agreements are usually negotiated in advance, short-term agreements are generally geared towards a given situation and agreements of a different nature at each opportunity that results. There are specific legal provisions that allow a worker who has been placed on short-term leave or redundancy leave to apply for severance pay when he or she has not been dismissed. To assert this right, a worker must: a) be able to prove that he has been dismissed. This means that he or she is employed in an employment contract if the remuneration depends on the work and there is no remuneration when there is no work; or (b) partial unemployment due to a reduction in the work done by the employer, as requested by the worker.

However, an application for dismissal cannot be made if the wages for partial unemployment are half a week or more. Where the worker`s situation is less than a) or b) or b), he/she may apply for dismissal by informing his or her employer that he or she intends to make a severance claim and, if he or she does, has been dismissed or temporarily dismissed for four weeks or more consecutively, the last of which ended before the notice expired or no more than four weeks before the day of dismissal; a series of six weeks or more (including no more than three consecutive weeks) during a 13-week period during which the last week of the series ended no more than four weeks before the day of service or notification. If an employer obtains such a right, it can obtain a counter-notification of challenge to the dismissal liability. This must be done within seven days of notification of the intent. If the employer makes a counter-disclosure, the worker has no right to claim unless he or she seeks a court. 38 9 It should be noted that the proclaimed rates of pay are only minimum rates. That is, an employer is completely free to pay above these rates, but would violate the agreement if the base salary was below the advertised level. Given that wage rates are proclaimed at the national level, one can only expect that the actual rates paid across the UK will vary according to location and market forces. The parties to the agreement negotiate minimum wage rates, not lump sum increases as a percentage.


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