- •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.
2 Match these key terms (1-4) with the examples (a-d).
1 discriminatory dismissal
2 redundancy dismissal
3 unfair dismissal
4 genuine occupational qualification
a An employee is laid off because his employer had insufficient work for
him to do.
b Only female applicants are hired for jobs at an all-women hostel.
с An employee is fired when she becomes pregnant.
d A worker's employment is terminated because he took part in lawful
union activities.
3 Answer these questions.
1 What does the phrase construed as discriminatory in paragraph 2 mean? What do you think would be involved in proving that a job advertisement could be construed as discriminatory?
2 What do you understand by the phrase reasonable adjustments in paragraph 3? What factors do you think might be taken into account when deciding if an adjustment is reasonable?
3 What do you think compensation for [...] injured feelings in paragraph 6 refers to? What kinds of work-related situations do you think could result in such a claim for compensation?
4 Match the words to form collocations as they appear in Reading 1.
1 sex |
a origins |
2 marital |
b dismissal |
3 ethnic |
с discrimination |
4 holiday |
d status |
5 unfair |
e entitlement |
5 What laws govern employment in your jurisdiction? Do they regulate the same areas (sex discrimination, race relations, disability, health and safety, and employee rights in general) that the UK laws regulate?
Reading : EU directives on employment
The following text, which appeared in an online gazette for lawyers, deals with changes that would likely result from the implementation of planned EU directives on employment.
6 Look at the title and read the first paragraph of the text. What do you think case bonanza means? Why will there be a case bonanza?
7 Read the first two paragraphs. What does each of the three planned directives deal with?
Eu employment laws mean case bonanza
Employment lawyers will soon experience a major boom in work after the European Commission last month published plans to outlaw discrimination in the workplace on the basis of age, religion and sexual orientation. At present, UK domestic legislation only allows for claims against employers on the grounds of race, sex and disability. The proposed directive would also cover, inter alia, discrimination based on age and religion.
Further directives are also planned. A second one would deal with outlawing discrimination on the grounds of race and ethnicity more generally, while a third envisages a 'programme of action', providing practical support and funding for education on race-discrimination issues and for groups which target race discrimination.
Once passed, the directives would place a deadline on transposition into the national laws of the member states and might allow people to bring claims against governments and other state employers, such as local councils.
The directives would add to a large number of other European measures already enshrined in UK law, such as those covering maximum working hours and entitlement to parental leave, which were enacted last year, and have led to a huge growth in work for employment practitioners. It is only since the Amsterdam Treaty was passed last summer that European law-makers have had the ability to introduce anti-discrimination legislation on any basis other than sex.
David Cockburn, the former chairman of the Law Society's Employment Law committee, said: 'The whole discrimination industry will take off in the next four or five years because of so much legislation in the pipeline.' He said advising employers on how to avoid claims and increased awareness amongst the public of their rights would give rise to more work for solicitors. Mr Cockburn added that the scope of discrimination would also be opened up by a broader definition of indirect discrimination in the directive which would 'remove any artificial hurdles claimants currently have to cross'.
Elizabeth Adams, chair of the Employment Lawyers Association's international committee, said the directives would mean 'more legislation for employers to tackle, more claims and more work for lawyers' as well as a 'simpler route for claimants'.