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Breach and Termination of Contracts Paper

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Business
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Research Paper
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Running Head: EMPLOYMENT LAW 1
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Institutional Affiliation
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Termination of Employment Contract 2
Termination of employment contract
Most of the world’s states contain industrial regulations that protect the unfair dismissal
of employees (Rilley, 2006). As long as the employees do not fall into certain exempted classes,
these regulations should protect them from unlawful termination from their job positions. These
laws apply to all the employees (those under trade unions and those who are not part of the trade
unions), public sector employees, and the employees in private sectors who operate at global
trade and commerce. Those employees who are unable to make their claims under the Workplace
Relation Act 2005 have the chance to bring unlawful dismissal claims under common law or
Trade Practice Act 1974. Employees who have a higher income and who are not covered by
statutory schemes can also seek justice for unlawful dismissal under the general law provided
they can prove that the employer promise of long term employment which they did not meet.
According to Rilley (2006), discrimination, absence from work due to temporary illness
or whistleblowing should not lead to employee dismissal from their posts in a business
organization. In cases where an employee suffers an injury in the line of work and is unable to
attend to their jobs as a result of the damage should seek absence leave from the firm
management to allow them to recover from their illness, however, the firm should not dismiss
them because of their temporary illness. Discrimination grounds for employment dismissal may
include racial, sex, mental or physical disabilities, sex preferences, marital status, religion, social
origin, and political views.
Workplace Relation Act is only applicable to those employees engaged for a specified
period. The law distinguishes workers who employed under contracts of service and those who

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Running Head: EMPLOYMENT LAW 1 Title Name Institutional Affiliation Course Title Date Termination of Employment Contract 2 Termination of employment contract Most of the world’s states contain industrial regulations that protect the unfair dismissal of employees (Rilley, 2006). As long as the employees do not fall into certain exempted classes, these regulations should protect them from unlawful termination from their job positions. These laws apply to all the employees (those under trade unions and those who are not part of the trade unions), public sector employees, and the employees in private sectors who operate at global trade and commerce. Those employees who are unable to make their claims under the Workplace Relation Act 2005 have the chance to bring unlawful dismissal claims under common law or Trade Practice Act 1974. Employees who have a higher income and who are not covered by statutory schemes can also seek justice for unlawful dismissal under the general law provided they can prove that the employer promise of long term employment which they did not meet. According to Rilley (2006), discrimination, absence from work due to temporary illness or whistleblowing should not lead to employee dismissal from their posts in a business organization. In cases where an employee suffers an injury in the line of work and is unable to attend to their jobs as a result of the damage should seek absence leave from the firm management to allow them to recover from their il ...
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