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Termination of Employment.

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Termination of Employment Employees leave their organisations in a variety of ways, a number of circumstances and for a variety of reasons. The reasons why employees leave their current job can be split into two categories; voluntary and involuntary. Voluntary reasons include: - * To take up another post * Retirement or voluntary early retirement * Voluntary non-employment, which could be due to a change in circumstances for example, parenting or studying. People taking up another post may be doing so for a number of reasons such as: - * Personal reasons for moving to another geographical area. * Because they have been offered better terms to do the same work with another employer. * Opportunities for promotion. * To escape from uncongenial managers or colleagues. * A desire for a change in career. It is very important for employers to understand why employees leave their organisations so that recruitment and retention plans can be devised to maintain the workforce necessary for them to achieve their goals. Therefore many employers gather information from staff who are leaving for voluntary reasons by conducting an exit interview with them. ...read more.


The contract of employment must give details of notice entitlements, although employers are not required to give notice in cases of gross misconduct. Employee Rights to Time Off Work Employers are required by law to allow employees reasonable time off work for various circumstances, which include: - * Union officials to complete certain duties with a recognised trade union. * Public duties such as acting as a justice of the peace. * Employees selected for redundancy to look for or make arrangements for training. * Antenatal care. * Under new rights which cam into force in December 1999 employees are entitled to take time off to deal with an emergency involving a dependant. * Employees aged 16 or 17, who have few or no qualifications to study or train for approved qualifications which will help them achieve a reasonable standard. This is not a comprehensive list, but gives you some idea of existing entitlements to time off. Lawful Reasons for Dismissal There are five potential fair reasons for dismissal: - * Conduct * Redundancy * Lack of capability * Legal impediment * Some other substantial reason. ...read more.


There is a 1 year service requirement to qualify for this entitlement. Maternity Leave and Parental Leave: a proposed framework After the establishment of new rights to maternity and parental leave in 1999, the government continued to consider this area, and a new framework was announced in the Budget in March 2001. The key features are listed below: - * Ordinary maternity leave extended to 26 weeks, additional unpaid leave for 26 weeks will be available. The qualifying service period was to be reduced from 1 year to 26 weeks. * The flat rate of statutory pay was increased to �100 per week from April 2003. * From 2003 paternity leave of 2 weeks, paid at the enhanced flat rate for statutory maternity pay, and normally to be taken in a block during the first 2 months of the child's birth. Qualifying period of 26 weeks. * 26 weeks of paid leave at the flat rate for an adoptive parent plus 26 weeks unpaid. Plus 2 weeks paid leave for the other parent at the time of adoption. Again, a qualifying period of 26 weeks. ...read more.

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