政府 has recently issued a new “Call for Evidence”, 处理爆大奖和“Compensated 没错 dismissal”适用于微型企业。 本文的主要目的是从企业那里收集证据,以确定可以采取什么措施来鼓励小型雇主招募更多雇员,同时确保对雇员权利的某种保护。 该文件还旨在收集有关爆大奖程序的证据,尤其是在因表现不佳而被爆大奖的情况下,2009 Acas规则的效果如何。 

小型企业

政府’的论文着眼于《澳大利亚小型企业公平爆大奖守则》– a one page document which provides a very basic set of guidelines to follow when a business 与 fewer than 15 employees dismisses an employee for conduct or capability. Views are sought as to whether, as regards 小企业, a code such as this could replace the 阿卡斯代码 which currently applies to all employers, irrespective of size, in relation to discipline and performance matters. The paper also seeks 证据 on whether 小企业 should be able to dismiss employees on a “no fault”基础,相反,员工会收到自动“compensation”付款,无论原因为何。 The Government is examining how other countries deal 与 dismissals in the case of 小企业. 例如,在德国,雇用10名或10名以下雇员的企业可免于不公平爆大奖的法律。 

小型雇主的立即反应可能是欢迎这种变化, 还必须考虑无过错爆大奖的更广泛含义。 看来,该提议实际上将等于赋予这些雇主豁免不公平爆大奖法律的权利,除非爆大奖是出于歧视性原因,或与举报或主张法定权利有关。 这是否可能会阻止小型雇主雇用更多员工,如果这意味着超过“small businesses”? 由于工作保障将减少,因此小型雇主可能更难竞争最佳人才。 此外,在不诉诸不正当爆大奖要求的情况下,受屈的员工可能会提出歧视要求或声称爆大奖的真正原因与举报有关(无论有没有实质内容)。 但是,可以通过加强就业法庭系统清除无功求偿的能力来解决这一风险。 

在为多家小型企业和慈善机构服务之后,我们的观点是,希望使用不太复杂的代码,尤其是对于雇员少于10人的企业。 但是,是否应有效地将其从不公平爆大奖法中豁免是一个更具争议的问题。 政府固有的争议领域’的建议是对无过错爆大奖的雇员进行补偿的建议。如果补偿金太高,雇主将不鼓励雇用员工。 如果太低,员工几乎没有爆大奖权。政府要求就适当赔偿提出意见。 可能的折衷办法是将员工满2年后的法定最低通知期延长2-4周’连续就业(即2012年4月5日之后对雇员实行不公平爆大奖条款的新的最短雇用期限),并确保立法规定雇主可以自由支付代替通知的费用,以免他们负担雇员不要。

政府不清楚这一点’本文的内容是小型雇主是否能够选择 to make a no-fault dismissal 补偿金 payment on termination of employment in circumstances such as gross misconduct. It is unclear as yet, whether, if no 补偿金 payment is made, the employee would be entitled to make an unfair dismissal claim, or would their remedy simply be for payment of the statutory no-fault dismissal 补偿金 amount? It would seem sensible that small employers should 不 have to pay an employee 补偿金 where it has followed a fair dismissal route in such circumstances but if this option is chosen, it also seems fair that the employee should have full recourse to usual unfair dismissal rights. It will be necessary for any legislation to define the concepts clearly and provide for this type of situation to be addressed. 

阿卡斯代码

政府 is also seeking views on the 阿卡斯代码, which was already substantially revised and reduced in length in 2009. As well as having a concern that it is 不 suitable for 小企业, the Government also considers that it may 不 deal adequately 与 cases of poor performance. 批评是,《守则》更多地关注与纪律问题更相关的前瞻性行动(例如进行调查),而不是将来要做的事情。

毫无疑问,废除以前的法定纪律和爆大奖程序对雇主是有益的一步,并且简化了就业法庭的要求,但我们认为,修订《阿卡斯法典》在实际爆大奖过程中没有太大的不同。 如果绝对清楚地指出,不健康爆大奖不属于《守则》的范围,那将很有用。但是,根据我们的经验,该准则不会妨碍绩效管理流程,并且使该准则变得更加复杂或更具规范性当然也无济于事。

里德·史密斯(Reed Smith)将回应政府的《证据征集》,为此,我们很想听听您对这份文件或我们在上文中发表的任何评论的看法。 请随时通过我们的博客发送您的评论,或者通过联系Ruth Bonino([email protected]). 或者,您可能希望亲自回复。 磋商会于2012年6月8日结束。