1. PRESENT BY : WOE LEE NA 227807 NURUL NABIHAH BT NGAH 225432 NOOR FISHAH RIL BT SHAH FAROUK 226026 NATASYA DEWANTY AYU PUTRI 224958 HUMAN RESOURCE PROBLEM : UNFAIR DISMISSAL AND SEXUAL HARASSMENT

2. UNFAIR DISMISSAL Unfair dismissal is an act of employment termination made without good reason or contrary to the country’s specific legislation.

3. CAN AN EMPLOYEE ASK FOR THE REASON FOR DISMISSAL? Yes, after one years' continuous service, the Employment Rights Act 1996 gives you the right to ask your employer to provide a written statement of the reasons for dismissal within 14 days. If you don't get a statement, or you believe the statement to be inaccurate, seek legal advice.

4. CAN ANYONE BRING A CLAIM OF UNFAIR DISMISSAL? No. To begin legal proceedings, you must: Have a proper contract of employment. If you are a casual or temporary worker, you may not have any protection. Have been employed by your organization for one year without any breaks. Be under retirement’s age.

5. THE QUALIFYING PERIOD OF SERVICE NECESSARY TO MAKE A CLAIM FOR UNFAIR DISMISSAL? Employees are protected from being unfairly dismissed, providing they have been employed with the same employer for at least 23 months and 3 weeks. There are limited exceptions where a qualifying period does not apply, so that you can bring a claim for unfair dismissal without having worked for any minimum time. With these exceptions, the dismissal is deemed to be automatically unfair. There is also no minimum time period where your claim relates to discrimination.

6. REASON FOR DISMISSAL IS CONSIDERED TO BE AUTOMATICALLY UNFAIR Membership or proposed membership of a trade union or engaging in trade union activities, whether within permitted times during work or outside of working hours Religious or political opinions Legal proceedings against an employer where an employee is a party or a witness

7. REASON FOR DISMISSAL IS CONSIDERED TO BE AUTOMATICALLY UNFAIR Race, colour, sexual orientation, age or membership of the Traveller community Pregnancy, giving birth or breastfeeding or any matters connected with pregnancy or birth Unfair selection for redundancy

8. ANY UNWELCOME SEXUAL ADVANCES, REQUESTS FOR SEXUAL FAVORS, OR OTHER VERBAL OR PHYSICAL CONDUCT OF A SEXUAL NATURE. SEXUAL HARASSMENT

9. sexual harassment school workplace

10. hospitality industry coworkers customers

11. WHAT SHOULD YOU DO WHEN FACING SEXUAL HARASSMEMT AT WORKPLACE? 1. Consult your employee policies. If the establishment have the policies then follow it. - write complaints - note the time & place each incident - what was said said & done - witness of action

12. 2. If you feel safe speaking directly to the person harassing you; take these steps: - explain what behavior is bothering you, be specific -ask the harasser to stop the behavior 3. If not; just directly go to human resource department or your supervisor & tell about the harasser. 4. File a complaint with the Equal Employment Opportunity Commision.

13. PREVENTION AND SOLUTION SEXUAL HARRASHMEN T 1.Give employee education, regular training and information about sexual harassment 2. Create a positive workplace environment 3. Minimize night shift for women 4. Develop a clear sexual harassment policy 1.Treat all complaints in a sensitive, fair, timely and confidential manner. 2. Guarantee protection from any victimisation or reprisals. 3. take the action quickly to run the policy to people who do the sexual harassment

14. Unfair Dismissal Prevention and Solution 1.Build good relationship among upward and downward organization 2. Build good communication

15. CONCLUSION Employees should know their right and how to protect themselves from unfair dismissal and sexual harassment. Human Resource manager should always treat every employee fair and regulate the rules to protect the employees safety. Organization should always give training toward the employees and consider about the employees welfare.