THE HARSHNESS OF THE TWO-WEEK RULE
The unfair side effects of this rule far outweigh the questionable advantages gained in reducing the incidence of so called "job-hopping" which could have been curbed by less draconian measures yet, despite the continuing evidence of its ill effects (and the review last year) it has not been altered or adjusted since its inception three years ago when it replaced the "one-year" rule.
(Appendix A
-
Page 7 paras: 3 to 6)
THE GREY AREA OF TERMINATION/RESIGNATION
The rights and wrongs in disputes involving domestic helpers and their employers are far more difficult to assess than those in other employee/employer relationships. There are rarely any witnesses and in such one-to-one domestic situations it is easy (and we believe quite common) for an employer, having dismissed the helper, to later insist that it was the helper who resigned.
(Appendix B - Page 4 paras: 8 & 9)
It is also not very difficult to harass an employee into resigning, so that the employer can side-step or minimize their financial and moral responsibilities.
(Appendix B -
Page 2 para: 5 to 7)
In any event it is the Helper who is at a considerable disadvantage whether she resigns or is terminated on questionable grounds.
(Appendix A - Page 8 paras: 1 to 7)
In our experience, grievances from either side are rarely resolved by any conciliation process so (apart from rare, mutually agreed and accepted terminations or resignations) the breaking of contracts can be divided into two basic categories:
(1)
(2)
Resignation by the employee under mental duress or fear of physical danger.
Peremptory dismissal for some disputed reason.
4
Petition