Human Resources in Organisation Essay Example | Topics and Well Written Essays - 2250 words

Human Resources in Organisation - Essay Example Had the management drafted a detailed employment contract where a proper notice period was outlined, the process of dismissing Karen would have been very easy. However, upon reasonable notice, the human resource manager can always terminate the employment of an employee should the employee become a bother within the company (Henry, 1999). In any company, a reasonable notice period for an employment to be terminated will depend on how senior the employee is, the length of service, their age, remuneration, etc (John, 2008). Catastrophe Concepts can use the statutory minimum notice period where for the case of Karen who have worked with the company for eight years, two weeks for the first three years and a week every year for the remaining five years are the minimum time that the company can give to Karen as the notice period. This sums to a total of eight weeks notice period that the company must give to Karen in order to successfully terminate the employment. If the employment is term inated without this period on notice, Karen has a right to sue the company for wrongful dismissal. The company may be required to pay compensation for wrongfully dismissing her.Instant DismissalIf Catastrophe Concepts want Karen to stop working immediately, instant dismissal is the most effective. The reason for this could be that the management is worried that Karen may not work effectively in the company if she is allowed to remain in the company knowing that she is just about to leave not willingly but being dismissed by the company. The management could also be worried that Karen may be disruptive in the work place and may even disrupt the operations of the machines so that poor quality products may be produced. However, for instant dismissal, the company will have to pay a particular amount of money for compensation for their failure to give notice. This payment is also known as a sum in lieu of notice. Since there was no detailed employment contract for the case of Karen, the payment made will be tax-free and will be up to a limit of '30,000 and national insurance deductions will not be included (John, 2008). When the calculations for the amount will be made, Karen's benefits such as the car will have to be included in addition to her salary