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2014年ACCA考试F4公司法与商法第十三章总汇2

来源：高顿网校 2014-07-17

　　以下是高顿网校为大家整理的：F4公司法与商法第十三章，希望对考生们有所帮助。

　　2 Terms

　　2.1 Express terms

　　(a) No requirement for formal written contract.

　　(b) Under Employment Rights Act 1996 (ERA 1996) employer must provide written particulars to employee within 8 weeks of starting employment. Note this is not a contract but will constitute strong prima facie evidence of the contractual terms.

　　Particulars must include inter alia:

　　· Details of remuneration and procedure for calculation.

　　· Hours and place of work

　　· Holidays and holiday pay

　　· Situation if unable to work (sick pay/leave)

　　· Length of notice

　　· Disciplinary and grievance procedures.

　　Any change to the particulars must be notified within one month.

　　2.2 Implied terms

　　Employee is also protected by common law and statutory implied terms. Note that as with any contract terms can be implied by custom and practice.

　　2.3 Employer’s duties to:

　　(i) Provide remuneration:

　　· Amount decided by contract or collective agreement. Common law provides that it must be reasonable now subject to National Minimum Wage Act 1998.

　　(ii) Provide holidays and holiday pay and comply with Working Time Regulations:

　　· Limit average weekly working time to 48 hours. The average is taken over a reference period of 17 weeks. (There is an opt out provision but this does not detract from the overriding duty to provide a safe system of work.)

　　· Limit on night workers average working time to 8 hours.

　　· Minimum rest periods of at least 20 minutes for every 6 hours of work and a break away from work for 11 hours each day.

　　· Right to paid annual leave allowing the worker to be away from work for 4 weeks. The right to leave starts to accrue from the first day of employment.

　　(iii) Provide sick pay:

　　· Employer provides statutory sick pay on behalf of the government

　　· No general duty to provide sick pay from his own funds

　　(iv) Provide a safe system of work: Johnstone –v– Bloomsbury Health Authority

　　(v) Provide work:

　　· No duty to provide work unless employee is paid by commission or on piece work, or where work has to be done to keep skills current.

　　(vi) Indemnify employee

　　(vii) Conduct his business in a ‘trustworthy’ manner. Breach of an implied duty of trust and confidence may give rise to “stigma” damages: BCCI v Malik. Must also treat employees with respect.

　　(viii) Allow women maternity rights: ERA 1996 (see paragraph 2).

　　(ix) Allow time off for union duties

　　(x) Allow time off to seek work to redundant employees

　　(xi) Provide itemised pay slips: ERA 1996

　　(xii) Avoid discrimination:

　　Sex Discrimination Acts 1975 and 1986

　　Race Relations Act 1976

　　Disability Discrimination Act 1995

　　It is unlawful to discriminate:

　　Against an applicant for a job or existing employee.

　　In selection for a post or in access to promotion, training or other benefits.

　　On grounds of sex, marital status, colour, race, nationality or disability.

　　Unless (for sex and race) a genuine occupational qualification ((GOQ) exists:

　　These include selection to preserve decency and privacy, or authenticity in entertainment

　　(xiii) Pay the same rate of pay to men and women engaged in:

　　like work or

　　work rated as equivalent

　　(xiv) Disability Discrimination:

　　· Creates a right not to be discriminated against on grounds of disability in employment. Disability is defined as a physical or mental impairment, which has a substantial adverse effect on a person’s ability to carry out normal day to day activities.

　　· The DDA95 applies to employers who employ 15 or more people. It seeks to protect the disabled employee in all aspects of the employment relationship from recruitment to dismissal. S5 however allows the employer to justify less favourable treatment on grounds that are both ‘material to the particular case and substantial’.

　　· Employers are also now required to 'make reasonable adjustments' to accommodate disabled persons. It should be noted that S5 allows an employer to justify a failure to comply. In effect changes are only required if ‘reasonable’ taking into account cost and practicability.

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