copy and paste this google map to your website or blog!
Press copy button and paste into your blog or website.
(Please switch to 'HTML' mode when posting into your blog. Examples: WordPress Example, Blogger Example)
Input Form:Deal with this potential dealer,buyer,seller,supplier,manufacturer,exporter,importer
(Any information to deal,buy, sell, quote for products or service)
Understanding Termination and Severance Regulations in Papua New Guinea Redundancy is recognized as a legitimate cause for termination when an employer eliminates positions due to changes in operational requirements or restructuring This must be done in compliance with the consultation and notification processes outlined in the law
Employment Termination in Papua New Guinea - Rivermate Termination Without Cause (Redundancy): This occurs when the termination is due to operational requirements of the business, such as restructuring, downsizing, or closure of a specific department or the entire business Redundancy is not related to the employee's fault or performance
General Order 16, REDUNDANCY RETRENCHMENT, 4th Edition, 2012 GENERAL POLICY OBJECTIVES 16 2 Redundancy and retrenchment in the Public Service are administered in accordance with the Agreement and this General Order, and in the event of any conflict of interpretation, as between the Agreement and the General Order, then the Agreement shall prevail
Employment Act 1978 - PacLII (1) Subject to any other law in force in Papua New Guinea, the wages due to an employee to the extent of a sum not exceeding four months’ wages has priority over all other debts of an employer
Roger Baboa v PNG Communication Workers Union (1) The redundancy and retrenchment entitlements, if any, of an employee are determined by the terms and conditions of his or her contract of service; irrespective of whether the agreement constituting the contract is oral or in writing, express or implied
Labour and Employment - Jema Lawyers Labour and Employment Law governs the legal relationship between employers and employees in Papua New Guinea Our team can provide comprehensive legal advice and representation to ensure both employers and employees understand their rights and obligations under Papua New Guinea’s labour laws
Titles_of_Employment_Law_Handbooks_-_2nd_Edition What are lawful and reasonable orders? Can employees lawfully disobey orders of the boss? Place an order with: Papua New Guinea Human Resource Institute (PNGHRI), Employment Law Handbooks, P O Box 2035, Port Moresby, NCD Telephone: 323 5022, Facsimile: 323 5344, Email: pnghri_trn@daltron com pg (NB: we only allow purchase for a set @ K3300)
Library Guides: Papua New Guinea Law: Case law Papua New Guinea Law Reports contain cases determined in the National Court of Justice and the Supreme Court of Justice The Law Library holds this law report series in hard copy from 1990 to 1998 (see catalogue record)
Employment law in Papua New Guinea - Law Gratis Employment law in Papua New Guinea provides a legal framework that ensures fair treatment of employees, including minimum wage standards, working hour regulations, and employee benefits like leave and severance pay
Caution for employers: Redundancy entitlement when employer changes . . . The Federal Court of Australia (FCA) recently considered this issue in Broadlex Services Pty Ltd v United Workers’ Union [2020] FCA 867, 1 holding that an employee who was required to transfer her full-time employment to part-time was entitled to redundancy pay, because the employer no longer required the full-time job to be performed by anyone