Employment Law

Employment Law

Employment Law
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Employment Law
Introduction
In workplaces, sexual harassment is most likely the most publicised issue of Employment Law. Media often cover the news regarding the cases of Employment Tribunal comprising charges of sexual harassment in organizations. In the given scenario, due to Mr. Hewitt has been proved as accused person. Therefore, for him, there are two different options to settle the dispute, the approaches he and his employer or departmental store can reach to a contract which would avert having to go to the procedure of Employment Tribunal. These approaches are binding by law, it entails Mr. Hewitt would not able to face the Employment Tribunal for his case in a long term.
Discussion
In the given case, Mr. Hewitt wants to settle his dispute with the departmental store regarding the charges of sexual harassment before then proceedings of Employment Tribunal. For this purpose, two main approaches are as follows.

Acas conciliation
Acas is a conciliation organization, which provides a conciliation service in these types of cases called “pre-claim conciliation” (Wolkinson & Block, 1996, 212-218). This way could assist him and employer locates a means of resolving the dispute and averts the proceedings of Employment Tribunal. It is important for Mr. Hewitt because he already proved guilty through strong evidences.
Even following the procedures of courts, this service will still be accessible to assist both parties. They may be capable to assist him both resolve the issue before the beginnings of Employment Tribunal procedure. If that takes place, employer should then take out from charges. In this process, any settlement attained through the Acas conciliation is binding by means of law (Mackie, 2002, 101-111).
If employees resolve any dispute within the workplace by the approach of Acas conciliation, they will be developed a written document for agreement known as ‘COT3’ document (Mackie, 2002,...