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英国工商管理专业留学生硕士课程论文免费下载A Study of the Rights Protection of Dismissed Employees
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近年来，有关员工权益保护的法规和规章已经变得更加完善，同时，员工更重视自己的权利。然而，这并不一定意味着这种权利保护系统运行的真正功能。不过，有一类员工遭受了很多，是需要保护的。他们就是被解雇的员工。无论他们因为什么理由被解雇的，他们是否应该得到适当的补偿，失业保险及其他们解雇后承担不起的治疗。由于判断一个系统，是那些在底层人是否会收到良好的治疗可能是一个最重要的指标。过去在这一领域的研究大多集中在劳工权益保护第三个行业，即，服务业。然而，很少注意被解雇员工的权利保护。因此，本研究试图探讨保护弱势群体的权利：解雇员工。
1. Introduction
In recent years, rules and regulations about the protection of employees’ rights have become much more perfect and, meanwhile, employees attach more importance to their own rights. However, this does not necessarily mean that this rights protection system really functions well. Still, there is a group of employees who suffer a lot and are in need of protection. They are http://www.ukassignment.org/ygkczy/ dismissed employees. Whether they are fired for a good reason, whether they will receive proper reimbursement, unemployment insurance and other appropriate after-dismissal treatment can ill afford negligence. Since in judging a system, whether or not those on the bottom will receive good treatment is probably a most important indicator. Past researches in this field are mostly focused on employee rights protection in the third industry, i.e., service industry. However, little attention is given to the rights protection of the dismissed employees. Hence, this study is attempting to probe into the rights protection of the disadvantageous group: dismissed employees.
2. Research Questions
In order to have a general understanding of the situation of the dismissed employees, the author would like to answer the follow questions. First of all, are the employees dismissed for good reasons? Is there any system to ensure the dismissed employees’ right to challenge their dismissal decision? Second, will the dismissed employees receive reimbursement, unemployment insurance and other appropriate after-dismissal treatment? Last but not the least, will the dismissal be bared and exert negative influence on the employee’s future career development? To answer these questions, the author has reviewed relevant literatures and got his answers in the next parts.
3. Discussion
In this part, the author would mainly talk about the reasons for dismissal, the cases of which are typical and meaning-pregnant, the after-dismissal security system, and most importantly, the dismissed employees’ further career development. In this way, the situation of the dismissed employees will be much clearer.
3.1 Reasons for Dismissal
From various resources, including the media and the literatures, it can be found that most dismissals are reasonable and bear closer examination. However, there exist some immoral, inhuman and unreasonable dismissals, among which typical ones are dismissal because of pregnance, illness and such trivial mistakes as chatting on the phone during working hours, being late for work, eating in the office, etc. All the above reasons seem unwarranted for such a rigid punishment as dismissal. As for the former two reasons, truly speaking, it is very inhuman. Actually, it is the employers who should give extra help to the female employees who are pregnant and to those who are sick in bed. To fire them is like www.ukassignment.org adding insult into injury. How could such employees endure one misfortune after another? In this case, it is not hard to understand why more and more female employees choose not to give birth to a baby. They just cannot bear the frustrating outcome. As for the small mistakes like being late for work, eating in the office and so on, out of question, it is no big deal. It arouses people to think whether it is the superior who uses his position to get even with a specific employee for a private grudge. In such a case, whether there is a system for the employee to say for himself is of importance. Unfortunately, currently this kind of system is still absent in enterprises.
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