Roberta Marley applied for an employment position with Dobson Accounting Inc, a medium-sized accounting firm specialising in offshore investment accounting. Two days after being interviewed telephonically, Roberta received an email from the HR Manager informing him that his application was successful, and he was told to commence his duties on the first business day of the following month. He also signed a contract enclosed in the email. Some terms of contract were that he would have flexible working hours, and would be entitled to other benefits such as pension and medical aid. A week before commencing work, Roberta was asked to send a biographical note and a photo of himself for the company’s website. Two days after sending the biographical note, Roberta received another email from the HR Manager to inform him that the Managing Director of the firm has decided that the post for which Robert applied is going to be scrapped, and accordingly he does not have to report for duty as indicated in the previous email. The HR manager also informed Roberta that since he had not yet commenced work, there was no contract between him and the company. Roberta approaches you for advice and tells you that the reason why he was dismissed is that he disclosed in the biographical note that he is a transgender. Question 1) Advise Roberta if he can successfully challenge the Managing Director’s decision on the basis of unfair discrimination. In your response, carefully set out the law, including case law where applicable and apply the law to the facts.
Recruitment in Business Communication
The process of discovering and employing the finest and most competent individual for a work opportunity fairly and cost-effectively is referred to as recruitment in human resource management. It is also known as the act of locating potential individuals and motivating and pushing them to compete for positions within a firm. It is a complete process with a complete life cycle that originates with the assessment of the organizational requirements in relation to the position and continues with the employee's engagement with the organization.
Recruitment
Recruitment is the most important part of Human Resource Management (HRM) which is done by HR (Human Resources) of a company, firm, or industry. To understand the policy, HR needs to understand and analyze the requirement of a profile who can fit into the position as per the company’s objectives and goals. Recruitment involves shortlisting, hiring, and analyzing candidates' skills along with experience and qualifications and comparing them with the organization's requirements or job profile. The objective of the recruitment process is to find the right candidate for the right job.
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Roberta Marley applied for an employment position with Dobson Accounting Inc, a medium-sized accounting firm specialising in offshore investment accounting. Two days after being interviewed telephonically, Roberta received an email from the HR Manager informing him that his application was successful, and he was told to commence his duties on the first business day of the following month. He also signed a contract enclosed in the email. Some terms of contract were that he would have flexible working hours, and would be entitled to other benefits such as pension and medical aid. A week before commencing work, Roberta was asked to send a biographical note and a photo of himself for the company’s website. Two days after sending the biographical note, Roberta received another email from the HR Manager to inform him that the Managing Director of the firm has decided that the post for which Robert applied is going to be scrapped, and accordingly he does not have to report for duty as indicated in the previous email. The HR manager also informed Roberta that since he had not yet commenced work, there was no contract between him and the company. Roberta approaches you for advice and tells you that the reason why he was dismissed is that he disclosed in the biographical note that he is a transgender.
Question 1) Advise Roberta if he can successfully challenge the Managing Director’s decision on the basis of unfair discrimination. In your response, carefully set out the law, including case law where applicable and apply the law to the facts.
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