In the context of a possible liability it is necessary to have a close look at the Directives on redundancy and sex discrimination.

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International Business Law                 Constanze Otto                        

Module 7087                99043825

On the 4th of February Megahard dismissed 20 female employees for the reason that their services ‘were no longer required’. It has to be examined whether this event caused liability for the company out of European Employment Law. This law is applied since it is not clear in which country the dismissals actually take place.

In the context of a possible liability it is necessary to have a close look at the Directives on redundancy and sex discrimination.

The 1975 Directive on collective redundancies was amended by the 1992 Council Directive No. 92/56/EEC. Collective redundancies are defined under Article 1(1)(a) as “dismissals effected by an employer for one or more reasons not related to the individual workers concerned”. This term is among other things used when the dismissal is of a period of 30 days of:

  • at least 10 employees in an establishment with between 20 an 100 employees
  • at least 10% of the employees in establishments with between 100 and 300 employees
  • at least 30 employees in establishments with over 300 employees.

If redundancy is the reason for the dismissal than it should be “[…] wholly or mainly attributable to […] the fact that requirements of that business for employees to carry out work of a particular kind […] have ceased or diminished or are expected to cease or diminish”. However, if a dismissal for redundancy is to be fair, the employer is required “[…] to give advance notification of collective redundancies to their workers and/or their representatives [see Polkey v Dayton Services Ltd] and to consult with their workers about the implementation of the proposed redundancies”. Furthermore, he must provide sufficient information to demonstrate that the selection process was fair and that he took reasonable steps to seek alternatives for his employees which was first enunciated in Vokes Ltd v Bear. These provisions of the 92/56/EEC Directive have to apply always.

Megahard led through this collective redundancies without staying with the procedure required in Directive 92/56/EEC. The company neither gave advance notification nor consulted the workers or representatives nor searched for alternatives. Megahard can be made liable for unfair redundancy.

Additionally it is doubtful whether the selection criteria for the dismissals were made fairly. The Equal Treatment Directive 76/207/EEC provides the law on sex discrimination and states amongst other things that there should be no discrimination in dismissals.

Since Megahard dismissed 20 female but not one male employee it is likely that they will be liable for unfair dismissal due to sex discrimination accordingly to Directive 76/207/EEC.

A further legal liability Megahard and Floppydisc may have is due to the explosion of the visual display unit of a personal computer (make Megahard) purchased by Jim, a British citizen. This explosion on the 21st of February caused serious injury to his daughter and damage to a table and a chair.

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It is necessary to examine whether Megahard and Floppydisc are liable under the Product Liability Directive of the European Community which was implemented into the  Consumer Protection Act of 1987. The following sections refer – if not stated differently – to the Consumer Protection Act of 1987.

Section 1 of the Act “imposes strict liability on producers of goods which prove defective and which cause damage to persons or, in some circumstances, property, subject to certain defences”. Therewith Megahard and Floppydisc are only liable if they are the producers who have manufactured a defected good which caused damage to Jim’s ...

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