employer of wages in
disparity in the
such notice.
This
lieu of
treatment of a dismissed employee has
been often criticised as unfair, and especially unfair
to ageing employees dismissed through no
through no fault of their
own who have served the same
employer for several
decades. Many older employees after dismissal find it
especially difficult to secure
in particular manual workers.
alternative employment,
The Labour Department has for some time being
considering ways of giving greater security to elderly
long service employees. Unfair dismissal legislation
has been considered but the experience of other
countries, in particular the United Kingdom, in this
field of legislation, has shown that it would be
extremely difficult to define what constituted unfair or
unreasonable dismissal and that the scheme would require
the establishment of a new tribunal or an expansion of
the existing Labour Tribunal to handle the inevitable
disputes which would arise if legislation of this kind
were introduced.
based on the premise
Instead, the present long service payment
proposals have been developed as a practical alternative
to unfair dismissal legislation,
that the dismissal of an elderly long service employee
without some form of provision for his future is itself
C