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Question 1:
"Constructive Dismissal is inherently different from dismissal in the sense that it is the employee who necessarily takes the initiative in considering the contract as having been repudiated" (per S, Lallah Ag. SPJ and R. Ahnee J. in Raman Ismael v. United Bus Service [1986 MR 182])
In what circumstances can an employee invoke Constructive Dismissal?
Question 2:
(a) What are the procedures that an employer needs to follow before he can effect a reduction of his workforce?
(b) What are the consequences of a failure to follow the procedures?
(c) What are the procedures that an employer needs to follow before he can invoke the defence of abandonment of work?
Main advantages - mergers and winding up: A scheme of arrangement under s.207 offers three main advantages: (a) it can be used in circumstances to which s.210 and s.280
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