英国Essay代写范文法律专业：巴斯思巴大学

最近Assignmentgo帮助一位来自英国的留学生完成了4000字的法律Essay代写及指导服务：

国家：英国
专业/学科：Law
服务类型：2:1
文章类型：Essay
文章字数：4000
完成时间：6-4
支付币种：英镑
最终成绩：65

英国Essay代写范文法律专业：巴斯思巴大学 

事实

根据案件中提供的信息，上诉人明确要求前雇主赔偿雇佣合同违约。多年来，雷曾担任赫尔曼公司的保险销售人员。他在公司的成功中发挥了不可或缺的作用，因为他是公司最优秀的销售人员之一。上诉人从未有任何纪律问题。然而，这表明Ray在周末与妻子发生了分歧。后来的论点证明是暴力的。这对夫妇后来解决了他们的问题，并决定采取咨询会议来避免此事的最佳方式。当他打电话给妻子确认案件已经解决，夫妇不再有争论时，问题就得到了证实。

赫尔曼是一位成功的商人，一直在努力建立他的保险业务。受访者已经成功树立了一位诚实诚实的人。他为当地的慈善事业做出了贡献，他在社区的声誉令人钦佩。作为一名个人，赫尔曼热衷于确保公司的良好声誉保持完好无损。在听说周末涉及他的员工的攻击后，被投诉人根据维护公司良好声誉的行为终止了雇佣合同。尽管这对夫妇解决了他们的家庭问题并确认他们处于和平状态，但采取了这一行动。

被诉人采取的行动导致上诉人受到伤害。这是因为上诉人已经习惯了以特定薪水在该组织工作。导致终止雇佣合同的事件是少数人知道的国内问题。从案例来看，调查对象，答辩人，上诉人和妻子只知道这个问题。该行为导致上诉人的妻子提出了各种支持丈夫的方式，直到他开始其业务。该案将反映出实际问题，证明通讯员与上诉人之间违反了雇佣合同。对与案件有关的事实的分析将提出一个法律论据，将决定法院的最终裁决。

没有要求答辩人采取的行动。在受访者看来，他认为事件会导致诽谤。这是导致终止就业合同的关键问题。为了保护上诉人，事件发生在周末，这是一个国内问题。很少有人知道事件的事实说明事件不会导致诽谤。理想情况下，侵权行为是由上诉人完成的。这是因为上诉人的生活方式发生了巨大变化。他必须寻找其他不符合其薪酬等级的就业机会。被申请人可以将事件视为保密事项，而不是试图终止上诉人的雇佣合同。因此，在法院上诉案件的权利是相关的行为。

英国Essay代写范文法律专业：巴斯思巴大学 

Facts

Based on the information that was presented in the case, it is clear that appellant seeks damages from the former employer about the employment contract breach. Ray had worked as an insurance sales person for Herman’s company for years. He has played an integral part in the success of the company because he was one of the best salespeople of the company. The appellant had never had any disciplinary issues. However, it emerges that Ray had a disagreement with his wife over the weekend (Cooke, 2016). The argument, later on, turned out to be violent. The couple later resolves their issues and decides to work on the best way to avoid the matter by taking counseling sessions. The issue is confirmed when he makes a call to the wife to confirm that the case was resolved and the couple no longer had an argument.

Herman is a successful businessman that has worked hard building up his insurance business. The respondent has managed to build up a positive profile as a respectable and honest man. He has contributed to the local charities, and his reputation in the community is admirable (De et al, 2015). As an individual, Herman is keen at ensuring that the positive reputation of his company remains undamaged. After hearing about the assault that took place over the weekend involving his employee, the Respondent took the action of terminating the employment contract based on preserving the positive reputation of the company. The action was taken despite the fact that the couple had resolved their domestic issues and confirmed that they were at peace.

The action taken by the respondent resulted in injury to the appellant. This is because the appellant had gotten used to working at the organization on a specified salary. The event that led to the termination of the employment contract was a domestic issue that was known to a few individuals. From the case, one understands the caller, the respondent, the appellant and the wife only knew the issue (McNamara, 2014). The action led to the appellant’s wife to come up with various ways of supporting the husband until he started up his business. The case would reflect on the actual issues that would prove that there is a breach of an employment contract between the correspondent and the appellant. The analysis of the facts that are related to the case would present a legal argument that would determine the final verdict in the court.

The action that was taken by the respondent was not called for. In the respondent perspective, he assumed that the incident would result to defamation. This is a key issue that led to the termination of the employment contract (Murdoch & Royal Institution of Chartered Surveyors, 2012). In defense of the appellant, the incident took place during the weekend, and it is a domestic issue. The fact that few people were aware of the incident explains that the incident could not have resulted to defamation. Ideally, the tort was done on the appellant. This is because the lifestyle of the appellant drastically changed. He had to look for other employment opportunities that did not suit his pay grade. The respondent could consider the incident a confidential matter instead of seeking to terminate the employment contract of the appellant. Therefore, the right to appeal the case in the court of law is a relevant course of action.