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elec2020 wrote:^ i hope when they get fired they sue as well as, as stated by several lawyers before, employers cannot change the terms of employment just so. Additionally, employers cannot mandate something that is not law. Its telling that you not hearing about these mandatory vaccines for employment in organizations that are unionized.
Dizzy28 wrote:CSO has not done the Continuous Sample Survey of Population (CSSP) since 2019. This is a quarterly survey with the objective of providing up to date data on the Labour Force characteristics of the population of Trinidad and Tobago on a continuing basis.
We are also overdue on the Census which should have been done last year
Central Bank's Labour Force numbers including unemployment are at Q4 2019
Private sector may very well have more updated figures than our statistical agencies.
Ben_spanna wrote:elec2020 wrote:^ i hope when they get fired they sue as well as, as stated by several lawyers before, employers cannot change the terms of employment just so. Additionally, employers cannot mandate something that is not law. Its telling that you not hearing about these mandatory vaccines for employment in organizations that are unionized.
if employers are smart they know exactly how to get rid of them the legal way.... not hard at all and justified and has absolutely no way it can be taken to a union for them to take seriously!
elec2020 wrote:Ben_spanna wrote:elec2020 wrote:^ i hope when they get fired they sue as well as, as stated by several lawyers before, employers cannot change the terms of employment just so. Additionally, employers cannot mandate something that is not law. Its telling that you not hearing about these mandatory vaccines for employment in organizations that are unionized.
if employers are smart they know exactly how to get rid of them the legal way.... not hard at all and justified and has absolutely no way it can be taken to a union for them to take seriously!
Seeing that you so know. What pray tell way is that? To fire an employee without tying back that it was due to them being unvaccinated. Because, and this may shock you, when you fire someone you have to give a reason why you let them go. So if on my reports, I am recorded as a high performer, reach in office on time, on occasion stay behind to meet last minute deadlines, work well with other colleagues then what can you put on my record as a reason to fire me without opening up yourself to litigation for wrongful dismissal (which can extend now into discrimination if my lawyer can prove that those who perform worse than me are still on the job but the only difference between me and them on paper is our vaccination status).
teems1 wrote:When there's blood in the streets, you buy.2WNBoost wrote:Remember there are people who profit from war and conflict.
There is treasure to be found everywhere if you put your mind to it.
It’s just a question of how far will you go.matr1x wrote:The truly corrupt know how to exploit a disaster
What is your profession?elec2020 wrote:Ben_spanna wrote:elec2020 wrote:^ i hope when they get fired they sue as well as, as stated by several lawyers before, employers cannot change the terms of employment just so. Additionally, employers cannot mandate something that is not law. Its telling that you not hearing about these mandatory vaccines for employment in organizations that are unionized.
if employers are smart they know exactly how to get rid of them the legal way.... not hard at all and justified and has absolutely no way it can be taken to a union for them to take seriously!
Seeing that you so know. What pray tell way is that? To fire an employee without tying back that it was due to them being unvaccinated. Because, and this may shock you, when you fire someone you have to give a reason why you let them go. So if on my reports, I am recorded as a high performer, reach in office on time, on occasion stay behind to meet last minute deadlines, work well with other colleagues then what can you put on my record as a reason to fire me without opening up yourself to litigation for wrongful dismissal (which can extend now into discrimination if my lawyer can prove that those who perform worse than me are still on the job but the only difference between me and them on paper is our vaccination status).
teems1 wrote:What is your profession?elec2020 wrote:Ben_spanna wrote:elec2020 wrote:^ i hope when they get fired they sue as well as, as stated by several lawyers before, employers cannot change the terms of employment just so. Additionally, employers cannot mandate something that is not law. Its telling that you not hearing about these mandatory vaccines for employment in organizations that are unionized.
if employers are smart they know exactly how to get rid of them the legal way.... not hard at all and justified and has absolutely no way it can be taken to a union for them to take seriously!
Seeing that you so know. What pray tell way is that? To fire an employee without tying back that it was due to them being unvaccinated. Because, and this may shock you, when you fire someone you have to give a reason why you let them go. So if on my reports, I am recorded as a high performer, reach in office on time, on occasion stay behind to meet last minute deadlines, work well with other colleagues then what can you put on my record as a reason to fire me without opening up yourself to litigation for wrongful dismissal (which can extend now into discrimination if my lawyer can prove that those who perform worse than me are still on the job but the only difference between me and them on paper is our vaccination status).
If you're a work from home graphic designer then forcing you to be vaccinated has no grounds.elec2020 wrote:teems1 wrote:What is your profession?elec2020 wrote:Ben_spanna wrote:elec2020 wrote:^ i hope when they get fired they sue as well as, as stated by several lawyers before, employers cannot change the terms of employment just so. Additionally, employers cannot mandate something that is not law. Its telling that you not hearing about these mandatory vaccines for employment in organizations that are unionized.
if employers are smart they know exactly how to get rid of them the legal way.... not hard at all and justified and has absolutely no way it can be taken to a union for them to take seriously!
Seeing that you so know. What pray tell way is that? To fire an employee without tying back that it was due to them being unvaccinated. Because, and this may shock you, when you fire someone you have to give a reason why you let them go. So if on my reports, I am recorded as a high performer, reach in office on time, on occasion stay behind to meet last minute deadlines, work well with other colleagues then what can you put on my record as a reason to fire me without opening up yourself to litigation for wrongful dismissal (which can extend now into discrimination if my lawyer can prove that those who perform worse than me are still on the job but the only difference between me and them on paper is our vaccination status).
one where i am part of a union. My occupation, title, etc are irrelevant to the current discussion.
HIV spreads differently but I am certain that you know thatelec2020 wrote:^ i work in finance. The only jobs i think where vaccination is mandated are those in medicine. To require other jobs to have vaccinated staff goes against the terms of employment and you cannot just change terms of employment as you would be breaking the contract. For example, can a chef who becomes HIV positive suddenly lose there job? No unless it was something stated in the terms of employment. Further, how can you prove that having unvaccinated staff is causing you to lose business as, as an employer, you not supposed to divulge the health status of an employee. With covid not existing like this, the average person does not have in there contract any stipulation about employment being dependent on vaccination status. As such, you can't just let go people.
This sound like ah oil company bai...adnj wrote:No company is going to bother firing union employees over refusal to vaccinate.
The days of clubbing workers is long gone - it doesn't make good financial sense.
Management where I come from simply looks the other way. The employee is at the same desk, doing the same job receiving the annual cost of living increases and union wage improvements.
When it's time for innovation, create a new business entity and hire new employees.
elec2020 wrote:
timelapse wrote:HIV spreads differently but I am certain that you know thatelec2020 wrote:^ i work in finance. The only jobs i think where vaccination is mandated are those in medicine. To require other jobs to have vaccinated staff goes against the terms of employment and you cannot just change terms of employment as you would be breaking the contract. For example, can a chef who becomes HIV positive suddenly lose there job? No unless it was something stated in the terms of employment. Further, how can you prove that having unvaccinated staff is causing you to lose business as, as an employer, you not supposed to divulge the health status of an employee. With covid not existing like this, the average person does not have in there contract any stipulation about employment being dependent on vaccination status. As such, you can't just let go people.
elec2020 wrote:timelapse wrote:HIV spreads differently but I am certain that you know thatelec2020 wrote:^ i work in finance. The only jobs i think where vaccination is mandated are those in medicine. To require other jobs to have vaccinated staff goes against the terms of employment and you cannot just change terms of employment as you would be breaking the contract. For example, can a chef who becomes HIV positive suddenly lose there job? No unless it was something stated in the terms of employment. Further, how can you prove that having unvaccinated staff is causing you to lose business as, as an employer, you not supposed to divulge the health status of an employee. With covid not existing like this, the average person does not have in there contract any stipulation about employment being dependent on vaccination status. As such, you can't just let go people.
But they share the same principle. That, unless it is written in contract, you cannot let them go if they get it or refuse some new treatment for it. Else you open yourself to litigation for breaching contract. As i said before, I am a part of a union and thus far, I am yet to read of any financial company nor any unionised group of employees getting notification of a mandatory vaccination program (I wonder why lol). Its only the laborers or those on minimum wage they pushing that on and thats because more often than not those workers unfortunately do not know their rights nor have the financial resources to take their employer to court.
eliteauto wrote:Bluegrass is closing their Trincity Mall branch
eliteauto wrote:Bluegrass is closing their Trincity Mall branch
Mmoney607 wrote:I hear Peter George say it will be a long while until things go back to normal or something so. It seem like he ways saying that the govt is the one pushing the vaccine mandates in business. As I say man is a big republican, so it really didn't seem like he wanted that vaccination policy.
daring dragoon wrote:I finf kfc havin so much special in the last few days since delta announce. Like they want to get rid of stock before the boss close back down food places tomorrow.
A few years ago (maybe 7-8) I was walking past KFC Princes Town, they used the basement as storage. The Arawak chicken were being delivered unseasoned in clear bags. It could have been a one time happening, but I know I saw it.Duane 3NE 2NR wrote:daring dragoon wrote:I finf kfc havin so much special in the last few days since delta announce. Like they want to get rid of stock before the boss close back down food places tomorrow.
As far as I know KFC does not stock chicken.
Local KFC chicken comes exclusively from Arawak from their Mausica processing plant.
Arawak prepares and marinates the fresh chicken and delivers it daily to KFC branches chilled - not frozen.
So there is no stock to get rid of.
agent007 wrote:I purchased a jeans from them less than 2 years ago. The cost was less than $500. I think it was more like $450. if so much. In conversation with the staff, I was saying its difficult to verify if some of the clothing we buy locally are genuine/authentic and a supervisor who heard my conversation with the sales clerk offered to show me a certificate from Levi's recognizing BG as an authorized seller and any questions/concerns can be forwarded directly to corporate for a response. This was reassuring I might add.
Honestly, I found that the jeans fit me well and it looked pretty good so I left satisfied and I still use it up to this day. To me, its cheaper to get something here than to get it in Miami. For those of us who cannot afford to travel often like myself, I appreciate stores like BG. Sorry they had to close that branch down but it is what it is.
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