The legal implications and obligations of employermployee relationship

A thorough appreciation of Employment Law is crucial to the effective the legal implications of that relationship, the contractual obligations and the duties and. There are two acts particularly deal with employment relation in Malaysia, The who has been dismissed, discharged in relation with or as a effect of that dispute . . The common law provides duties of employer are implied into contracts of. covering that whether the employment relation is governed by a collective payments.2 The effect was to reduce the contract of employment from one for a . The only legal obligation of the employer is to pay for work performed in the past.

Employees have obligations as well.

Exemplary Business Ethics & Leadership

Loyalty goes both ways. Employees have moral duties to the organization, co-workers, and customers. When an employee, without any notice to an employer secretly looks for a new job, often covering up interviewing time with deceptions or lies, is the conduct any less untrustworthy? When an employer decides to let an employee go, it is generally thought that the employer should give the employee ample notice or severance pay.

Because of the disparity in power, many employees adopt a double standard that gives them more leeway than they afford the employer.

The Ethics of the Employer-Employee Relationship & Its Effect on Stakeholders

One aspect of this attitude draws on the doubtful assertions of necessity. Another is the implicit belief that if an offer is too good to refuse, there is no moral obligation to refuse. The moral obligations of an employee include loyalty, candor, caring and respect. The mismatch in economic strength between the employer and the employee does not change that.

People of character take into account their moral obligations to their employer before they interview for another job. If they know that their departure will jeopardize the organization, co-workers, or customers they should make it clear at the job interview that they are not available until they have provided a reasonable transition.

If we are not certain how much hardship departure may cause, the principle of respect suggests that the parties most affected be given an opportunity to participate in a discussion to suggest the least harmful alternative. The next step in an ethical employment relationship is to treat employees as important stakeholders. Loyalty Fun Town also is extremely loyal to their employees.

Employee Rights and Responsibilities

They do not lay off employees unless it is absolutely necessary. Only one time in the history of Fun Town did a layoff occur, and the company provided generous salary packages worth six months of employment, continuing health benefits, and help getting a new position elsewhere.

LAWEmployment Law - DIT Programme and Module Catalogue

Loyalty shows that Fun Town values their employees, not just as a means for work to be completed, but as a long-term investment. Openness In order to have happy employee stakeholders, they should not feel intimidated by management.

Instead, there should be openness between employers and employees. Fun Town allows all employees to be empowered to report problems and issues. For instance, just last week, an employee mentioned that the other employees were letting kids too small use the giant cyclone slide, leading to injuries.

The company was able to quickly address this issue and saved themselves future lawsuits and customer injuries. This provides an ethical environment, and in turn, makes employees feel that their ideas and opinions are valuable.

Employee Responsibilities In addition, there are specific responsibilities that employees have in order to maintain the employment relationship in an ethical manner. Employees must have good moral conduct. Fun Town demands employees conduct themselves with high business morals.