Employment DISMISSAL Actions Quiz

What is a possible cause for termination of employment under the category 'Frustration' as shown in the diagram?

• Misconduct

• Long-term illness

• Lack of qualifications

• Voluntary resignation

How much notice is an employee entitled to after being continuously employed for 1 month to 2 years?

• 1 week for each year

• 12 weeks

• 1 week

• 2 weeks

What is the maximum time limit for seeking remedies for wrongful dismissal through a court?

• 3 months

• 6 months

• 6 years

• 12 years

What are the damages awarded for in a contractual wrongful dismissal case?

• To cover legal fees only

• To put the employee into the position they would have been in had the contract been performed

• To punish the employer

• To cover the cost of finding new employment

In which case was "Redundancy" a key issue discussed?

• Safeway Stores v Burrell [1997]

• British Aerospace v Green [1995]

• Game Retail Ltd v Laws [2015]

• Judge v Crown Leisure Ltd [2005]

Which of the following cases deals with "Remedies & Damages" in the context of employment disputes?

• Private Medicine Intermediaries Ltd v Hodgkinson [2016]

• Isle of Wight Tourist Board v Coombes [1976]

• Holland v Glendale Industries Ltd [1998]

• Horkulak v Cantor Fitzgerald International [2004]

What is the qualifying period of employment required before an employee can claim unfair dismissal?

• 1 year

• 3 years

• 2 years

• 5 years

Where must a claim for unfair dismissal be filed?

• Civil court

• Employment tribunal

• Supreme court

• Arbitration panel

What is the first step in the three-stage test for fair dismissal based on conduct?

• The employer carried out a reasonable investigation.

• The employer had reasonable grounds for belief in misconduct.

• The employee was informed about the misconduct.

• The employer believed the employee was guilty of misconduct.

Which of the following is NOT a part of the three-stage test for determining fair dismissal due to conduct?

• The employer believed the employee was guilty of misconduct.

• The employer had reasonable grounds for that belief.

• The employer provided adequate compensation to the employee.

• The employer carried out as much investigation as was reasonable in the circumstances.