QUESTION 1: HOW WELL DOES EMPLOYMENT TERMINATION BY TEXT

MESSAGE MEET THE PRINCIPLES OF JUSTICE DESCRIBED IN THIS

CHAPTER?

Principles of Justice are based on outcome fairness (considering consistency,

knowledge and behaviours), procedural justice (includes bias avoidance, accuracy of details,
ethical standards, methods to correct the mistakes made, consistent procedures) and
interactional justice (which explains the decision in respectful and with lot of considerations
inclusive of empathy).

Hence, by considering all the three factors, firing by text is not fair for the behaviour
because it does not meet the principles of justice outlined and it also not the correct way to
convey the termination news no matter however polite it might seem. Termination through a
text does not give the employees a clear transparent reason for the dismissal and it shows the
lack of sympathy from the employer. This process of termination also leaves the employee
without the option to challenge the reason behind their dismissal and it does not provide the
right for them to fight to get their job, like in this case. The employees were fired because of
the Bistro closure. Though outcomes fairness, firing by text is not fair for the behaviour. The
bistro fired employee due to closure not because of the employees’ behaviour and not
respectful for the employee. In this case, the employees feel it’s not fair to them because they
not don’t reserve to be treated like this because the problem not come from them but it causes
from the employers. Next under procedural justice, is their judgement that fair methods were
used to determine the consequences an employee receives. All bistro workers received a text
so therefore it was consistent but a twitter employee was the only one to receive an email so
therefore it was not consistent. So it’s not consistent from one employee to another. Then
under interactional justice, terminating via phone and email did not take the feeling of the
employees into consideration. It’s very impersonal and hurtful because the employer not treat
their employee with dignity, respect and not even empathize employee feeling. The employer
should deliver the termination news politely and state the reason of the termination by using a
correct channel and also in professional way. Termination by the text message can be
considered as totally unethical as most of the time text messages get messed and this type of
critical information should not be provided over and unusual form of communicational
method. Last but not least, a termination should be done by using a proper channel and in a
professional way for employee fairness and the to ensure all the termination employee
welfare is cover properly by employers.
QUESTION 2: HOW WELL DOES IT RESPECT THE BASIC HUMAN RIGHTS
DESCRIBE IN CHAPTER 1?

Human rights are rights that exist to all human beings, regardless of race, sex,
nationality, ethnicity, language, religion, or any other status. Its include the right to life and
liberty, freedom from slavery and torture, freedom of opinion and expression, the right to
work and education, and many more.  Everyone is entitled to these rights, without
discrimination. It is regarding the moral principles or norms that describe certain standards
of human behavior and are regularly protected as natural and legal
rights in municipal and international law.

Regarding the basic human right that described in chapter 1 shown that it is a right of
free consent which is they have a right to be treated only in a way that they consent to be
treated. An example that applies to employee would be that employee should know the nature
of the job they are being hired to do, the employer should not be deceived them. Free consent
talk about two parties both consenting to an agreement, including the whole of its terms and
conditions, at their very own will. This indicates neither one of the parties was constrained,
tricked, or constrained into the agreement. This agreement can be an avoidable contract when
one party has the option to uphold or cancel the agreement. If the party doesn't cancel the
agreement, at that point it stays as a considerable agreement and must be performed like a
legitimate agreement. An understanding when seen as brought about by coercion, fraud or
misrepresentation becomes voidable at the option of the party whose consent was caused. On
the other hand, if consent is caused by a bilateral mistake, the agreement becomes void, and
there is ‘no consent’.

From a view of human right is this case shows that it does respect this basic human
right because the employee was treated with disrespect. At least the owner of Barducci’s
contacted the employee directly. The employer should give a detail notice when something
urgent happen that involve their employee. Perhaps that employers that dismiss employees
through impersonal channels such as text messages believe that they are sparing the
employees an awkward conversation. Because treated with disrespect is a rude, inappropriate
and unprofessional behavior. It can cause a hurt feelings and offends other.