- •Vіі семестр
- •Добрий день, шановний студенте!
- •Employment law
- •1 Read the text quickly, then match each of these headings (a-g) with the paragraph (1-7) to which it best corresponds.
- •2 Match these key terms (1-4) with the examples (a-d).
- •3 Answer these questions.
- •Eu employment laws mean case bonanza
- •8 Read the whole text and decide whether these statements are true or false.
- •9 Match these words or phrases from the text (1-4) with their synonyms (a-d).
- •10 Тhis email was sent by Gwen to Jane as promised in the telephone conversation. What documents are attached to the email? Underline the sentences she uses to refer to them.
- •12 Match these formal expressions (1-10) from the email on page 110 with their more informal counterparts (a-j).
- •14 Quickly scan the article and decide which is the most appropriate headline.
- •15 Read through the article more carefully and answer the questions below.
- •16 Using the phrases for agreeing and disagreeing presented above, discuss these statements with a partner.
- •17 The article is divided into three parts. Read the three headings. Which of the three sections do you think primarily contains opinions and attitudes?
- •18 Look at the first section of the text. Underline the explanation of how employment tribunals work, as well as the four adjectives describing the new arbitration scheme.
- •19 Read the whole text. Whose opinions of the arbitration procedure are reported? Why does the writer describe the introduction of the new scheme as ironic?
- •20 Read the article again and decide whether these statements are true or false.
- •21 Match these adjectives from the text (1-5) with their synonyms (a-e).
- •22 Match these verbs (1-6) with their definitions (a-f). The verbs are in italics in the article.
- •23 Match the verbs (1-6) with the nouns in the box that they collocate with in the article. Some of the nouns go with more than one verb.
- •24 How does the arbitration procedure described in the text compare with the arbitration system used for handling employment disputes in your jurisdiction?
- •25 Read this email, written in response to the above request. Some of the information it contains is incorrect. Find three factual mistakes and correct them.
НАЦІОНАЛЬНА АКАДЕМІЯ НАУК УКРАЇНИ
КИЇВСЬКИЙ УНІВЕРСИТЕТ ПРАВА
ВІДДІЛЕННЯ ДИСТАНЦІЙНОГО НАВЧАННЯ
Завдання для самостійної роботи
Тестові завдання
Ключі до завдань
Англійська мова
ІV курс
Vіі семестр
Укладач: викл. Гнида Л.Г.
Київ 2009
Добрий день, шановний студенте!
Вас вітає Київський університет права Національної академії наук України. Дякуємо, що Ви обрали для дистанційного навчання саме наш університет.
На четвертому курсі навчання іноземній мові (VІІ семестр) Вам необхідно опрацювати тему Contracts: contract formation, за підручником International Legal English, Cambridge University Press. Грунтовне опрацювання усіх поданих у підручнику завдань допоможе Вам успішно скласти контролні тестові завдання.
Контрольними є завдання під номерами 1, 2, 4, 9, 12, 21, 22.
Employment law
Reading: Introduction to employment law
The following text provides an introduction to concepts related to employment law and recruitment, including factors to be taken into account when drawing up employment contracts, when dismissing employees and when resolving disputes.
1 Read the text quickly, then match each of these headings (a-g) with the paragraph (1-7) to which it best corresponds.
a Termination of employment
b Employment tribunals
с Terms of employment
d Employment legislation
e Labour law
f Protecting the disabled
g Recruitment
1 Employment law entails contracts between employers and employees which are normally controlled by specific legislation. In the UK, certain laws have been enacted regulating the areas of sex discrimination, race relations, disability, health and safety, and employee rights in general. Also, certain aspects of employment contracts are covered by the Trade Union and Labour Relations Act 1992.
2 In the recruiting processes, employers must take into consideration that it is unlawful to discriminate between applicants for employment on the basis of gender, marital status, colour, race, nationality, or ethnic or national origins. It is also unlawful to publish job advertisements which might be construed as discriminatory. It is unlawful for a person to discriminate against another based on sex or marital status in the hiring process and in respect of the terms and conditions of employment. However, there are exceptions to this rule, such as where sex or marital status is a genuine occupational qualification (GOQ).
3 The law protects disabled persons by making it unlawful to discriminate against such persons in the interviewing and hiring process and regarding the terms of the offer of employment. Employers are required to make reasonable adjustments in the place of work to accommodate disabled persons. However, cost may be taken into account when determining what is reasonable.
4 After the employee is hired, protection is provided generally under the Employment Rights Act 1996. In particular, this Act requires the employer to provide the employee with a document containing the terms and conditions of employment. The statement must include the following: identities of the parties, the date of employment, a statement of whether there has been continuation of employment, the amount and frequency of pay, hours of work, holiday entitlement, job title and work location.
5 Matters related to termination of employment, such as unfair dismissal, discriminatory
dismissal or redundancy1 dismissal, are governed by the Employment Rights Act 1996. Also, certain aspects of termination of employment are governed by the Trade Union and Labour Relations Act 1992 when the decision to terminate employment is in some way n activities of a trade union2
6 The protections mentioned above are largely enforced through complaints to an employment tribunal. The tribunal has the power to render decisions and issue orders in respect of the parties' rights in relation to complaints. It may also order compensation for loss of prospective earnings and injured feelings.
7 Employment law relates to the areas covered above, while labour law3 refers to the negotiation, collective bargaining and arbitration processes. Labour laws primarily deal with the relationship between employers and trade unions. These laws grant employees the right to unionise and allow employers and employees to engage in certain activities (e.g. strikes, picketing, seeking injunctions, lockouts) so as to have their demands fulfilled.
i (US) labor law
Key terms: Employment