A protected maintenance takes place when a transaction contract offer is made. However, if the employer acts inappropriately,. B, for example, by unduly putting pressure on workers or misrepresenting the circumstances, the employer loses protection and the worker can avail himself of an unjustified right of dismissal to the transaction agreement. The alternative is to make a reasonable counter-offer, with a space between the two positions, to allow for further compromises. The key word is “sensitive.” As much as a weak offer can end a negotiation, as much a very high offer could be. Placing the offer at a level that is useful for both parties is the art of a good negotiation of agreements. If they have not yet done so, the employer will submit the formal agreement and the worker will have to provide independent legal advice. If the worker is not interested in reviewing regulations, the employer should stop negotiating and try to address the underlying problem. For a free confidential consultation with our team of expert experts on your transaction contract, call 0800 088 4022 or request a reminder.
If you are concerned about the validity or applicability of a transaction contract you have signed, you should seek further advice before any new steps. A worker who is faced with the possibility of summary dismissal for gross misconduct may be prepared to enter into a cashless transaction contract – a contract that gives the worker a neutral job during the investigation phase, instead of seizing his or her chances of obtaining disciplinary action within a week or two. It doesn`t matter if most of the claims mentioned don`t apply to you. The important point to understand is that you must not assert rights against your employer once the contract has been signed. Transaction agreements offer the benefit of security and a clear break between a worker and his employer. A staff member is guaranteed a termination document detailing the financial severance pay he or she receives, as well as other aspects of dismissal, such as . B of a job reference. For its part, the employer is guaranteed that it will not have to face a future demand from this employee.
For these reasons, many employers and workers use the transaction contract, even if an employer has gone to a fair trial and/or terminated the employment by mutual agreement. In simple terms, yes, as long as you think sexual harassment can be a crime (for example, an attack).