For advice on the reconciled colonies of Aca, see early conciliation. 8 13. The parties may find it useful to discuss the proposals face to face and such a meeting should take place at an agreed date and place. Although this is not a legal obligation, employers should allow workers to be accompanied by a co-worker, a union official or a union representative at the meeting. Individual coaching is good practice and can help advance conciliation discussions. 14. If a proposed transaction contract is adopted based on the termination of the employment relationship, the worker`s employment may be terminated either with the necessary contractual termination or from the date set out in the agreement. The terms and conditions of payments due to the employee and their date should be included in the agreement. Inconsequentic behavior 15. When a conciliation agreement is discussed as a means of resolving an existing labour dispute, negotiations between the parties can proceed without prejudice. Without prejudice to this, a common law principle (i.e. not imposed by law) that prevents statements (written or oral) that are presented before a court as part of a genuine attempt to resolve an existing dispute, is presented in evidence. However, this protection does not apply in cases of fraud, inappropriate influence or other overt inaccuracies, such as perjury or blackmail.

16. Article 111A of era 1996 provides protection similar to that of the principle of the case without prejudice, since it provides that any offer or discussion of a transaction agreement cannot be used as evidence in a subsequent application by the labour tribunal for unfair dismissal. Unlike what happens, it can be applied where there is no labour dispute. The protection under Section 111A does not apply if there is inappropriate behaviour regarding the conversations or offer of the transaction contract. 17. What constitutes inappropriate behaviour is ultimately a matter for a court to rule on the facts and circumstances of each case. However, inappropriate (but not limited) behaviours are behaviours that, on the principle of impartiality, would be considered obvious incongruities. 18. The following list contains some examples of inappropriate behaviour.

The list is not exhaustive: 6 CODE OF PRACTICE ON SETTLEMENT AGREEMENTS (according to Section 111A of the Employment Rights Act 1996) CODE OF PRACTICE ON ADVISORY AND ARBITRATION PROCEDURES ADVISORY AND ARBITRATION SERVICE MAY 2000 CONTENTS Page Preamble… 3 Introduction… 4 Section 1 – Disciplinary Practices and Procedures The new “protected interviews” rules came into force on 29 July 2013, with the sole aim of facilitating the opening and services of general interest for employers and workers – free discussions on the possibility of terminating the employment relationship if it does not work. 9 (a) all forms of harassment, moral harassment and intimidation, including the use of offensive words or aggressive behaviour; (b) physical assault or the threat of physical assault and other criminal behaviour; (c) all forms of victimization; (d) discrimination on the basis of age, sex, race, disability, sexual orientation, religion or belief, transgender, pregnancy and motherhood, and marriage or partnership; (e) exert excessive pressure on a game.