Questions 15–21. List of headings. Questions 22–28. Workplace dismissals

Questions 15–21

The text above has seven sections, A–G. Choose the correct heading for each section from the list of headings below.

Select the correct number, i–x for questions 15–21.

List of headings
i	How can reflection problems be avoided?
ii	How long should I work without a break?
iii	What if I experience any problems?
iv	When is the best time to do filing chores?
v	What makes a good seat?
vi	What are the common health problems?
vii	What is the best kind of lighting to have?
viii	What are the roles of management and workers?
ix	Why does a VDU create eye fatigue?
x	Where should I place the documents?

Questions

15) Section A

16) Section B

17) Section C

18) Section D

19) Section E

20) Section F

21) Section G

Questions 22–28

Read the text below and answer questions 22–28.

Workplace dismissals

Before the dismissal
If an employer wants to dismiss an employee, there is a process to be followed. Instances of minor misconduct and poor performance must first be addressed through some preliminary steps.

Firstly, you should be given an improvement note. This will explain the problem, outline any necessary changes and offer some assistance in correcting the situation. Then, if your employer does not think your performance has improved, you may be given a written warning. The last step is called a final written warning which will inform you that you will be dismissed unless there are improvements in performance. If there is no improvement, your employer can begin the dismissal procedure.

The dismissal procedure begins with a letter from the employer setting out the charges made against the employee. The employee will be invited to a meeting to discuss these accusations. If the employee denies the charges, he is given the opportunity to appear at a formal appeal hearing in front of a different manager. After this, a decision is made as to whether the employee will be let go or not.

Dismissals
Of the various types of dismissal, a fair dismissal is the best kind if an employer wants an employee out of the workplace. A fair dismissal is legally and contractually strong and it means all the necessary procedures have been correctly followed. In cases where an employee’s misconduct has been very serious, however, an employer may not have to follow all of these procedures. If the employer can prove that the employee’s behaviour was illegal, dangerous or severely wrong, the employee can be dismissed immediately: a procedure known as summary dismissal.

Sometimes a dismissal is not considered to have taken place fairly. One of these types is wrongful dismissal and involves a breach of contract by the employer. This could involve dismissing an employee without notice or without following proper disciplinary and dismissal procedures. Another type, unfair dismissal, is when an employee is sacked without good cause.

There is another kind of dismissal, known as constructive dismissal, which is slightly peculiar because the employee is not actually openly dismissed by the employer. In this case the employee is forced into resigning by an employer who tries to make significant changes to the original contract. This could mean an employee might have to work night shifts after originally signing on for day work, or he could be made to work in dangerous conditions.

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