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Mr John Smith: Relevant Legislation And Employment Law

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Introduction It would be better to deal all issues distinctly before advising mr John Smith in this case. Consequent to lifting up the issues i will apply the relevant legislation and case laws before drawing on a conclusion and advising mr John Smith. 1.smith is clearly an employee with ABC engineering and employment legislation and contract law would cover him. 2.Smith is working with the company for 11 years without having an employment contract will be examined. 3.smith was not getting any payment for his overtime will be examined. 4.smith receives 4 weeks holidays and is paid for public holidays this may be okay with but will be examined. 5.smith was not given any notice of his redundancy it may be breach of law, will be further examined. 6.smith will deduct for the equipment laptop on his last payment of wages, this may be a breach of law and will be examined further. 7.lastly, smith request was refused in is last payment that payment method should be change to cash …show more content…

Under the minimum Notice and Terms of Employment Act, 1973 4. -(1) it states that: “An employer shall, in order to terminate the contract of employment of an employee who has been in his continuous service for a period of thirteen weeks or more, give to that employee a minimum period of notice calculated in accordance with the provisions of subsection (2) of this section.” As John been in employment for 11 years and therefore would be protected under the minimum notice and terms of employment Act, 1973. As John worked more than 10 years he should have been given at least six weeks:”****(2) the minimum notice to be given by an employer to terminate then contract of employment of his employee shall be (d) if the employee has been in the continuous service of his employer for ten years or more, but less than fifteen years, six

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