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    Assignment 1.3

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    patelmuhammad456
    Law

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    © All Rights Reserved
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    Assignment 1.3

    Uploaded by

    patelmuhammad456
    7 views1 page
    Law

    Copyright

    © © All Rights Reserved

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    DOCX, PDF, TXT or read online from Scribd

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    Law

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    7 views1 page

    Assignment 1.3

    Uploaded by

    patelmuhammad456
    Law

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 1

    Legal Opinion on Correcting Employment Terms for Apollo at Compuware

    Dear Apollo,
    After a thorough review of the terms discussed during your probation period at Compuware, it's
    evident that certain aspects may need adjustment to ensure compliance with labor legislation. Below
    is a legal opinion on how these discrepancies can be corrected:
    1. Probation Extension (Point 1): Any extension of your probation period should align with the
    maximum duration allowed by labor law. It's crucial that this extension is mutually agreed
    upon and clearly documented in writing. Additionally, ensure that the reasons for the
    extension are valid and communicated effectively.
    2. Working Hours (Points 2 & 3): The six-day workweek and nine-hour workdays should
    adhere to legal limits on working hours and rest periods. It's essential to verify that these
    schedules comply with applicable labor regulations to prevent any potential violations.
    3. Lunch and Break Time (Point 4): Confirm that the provided lunch break and tea break
    periods meet or exceed the minimum requirements stipulated by labor legislation. Employees
    are typically entitled to adequate break periods to ensure their well-being and productivity.
    4. Overtime Compensation (Points 5 & 6): Establish a fair and transparent overtime
    compensation scheme in accordance with labor laws. Ensure that employees are properly
    compensated for any overtime work performed, either through additional pay or time off in
    lieu, as mandated by applicable regulations.
    5. Sunday and Public Holiday Pay (Point 7): Premium pay for work on Sundays and public
    holidays should align with legal requirements. Verify that the proposed three times the normal
    pay complies with statutory provisions governing premium pay rates for work on these days.
    6. Annual Leave (Point 8): Confirm that the provided annual leave entitlement meets or
    exceeds the minimum requirements set forth in labor legislation. Employees are typically
    entitled to a certain number of paid annual leave days per year, and this entitlement should be
    upheld by Compuware.
    7. Sick Leave (Point 9): Review and adjust the sick leave entitlement to ensure compliance
    with statutory requirements. Sick leave provisions should be fair and reasonable, providing
    employees with adequate support during times of illness while also safeguarding the interests
    of the employer.
    8. Parental Leave (Point 10): Provide parental leave benefits to all employees without
    discrimination based on gender. It's imperative to comply with anti-discrimination laws and
    ensure that all employees have equal access to parental leave benefits, regardless of their
    gender or parental status.
    9. Family Responsibility Leave (Point 11): Ensure that the family responsibility leave
    entitlement meets or exceeds statutory requirements. Employees may require time off to
    attend to family responsibilities, and it's essential to provide adequate support in accordance
    with labor legislation.
    In conclusion, I recommend that Compuware carefully review and adjust the employment terms
    outlined above to ensure compliance with labor legislation. Seeking guidance from legal counsel or
    relevant labor authorities may be beneficial in navigating these matters effectively.
    Sincerely,

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