...started as soon as possible. * Job analysis should be made. * Promotions should be concluded. * Safety at workplace issues should be finalized. FreshFirst Canning Company can not force an employee to work more than 38 hours in a week. It is a -must be- to provide a statement that contains all the information about NES, Termination of Employment and Modern Awards to all employees. If request is accepted by employee over time fees must apply. When making an agreement with a employee if the employee has someone who he/she is obligated to take care of, than flexible working agreements should be considered. As a consequence of Fair Work Act FreshFirst Canning Company must give annual paid leaves to its employees or when requested in the name of community service unpaid ten day leaves can be accepted. If necessary when FreshFirst Canning Company needs to terminate a...
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...and transformed them into the traditional holiday meal. When Thanksgiving rolls around in the American tradition it marks the time for the holiday season. Thanksgiving begins the holiday...
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...responsibilities under the national workplace relations system, as well as administering state laws regulating shop trading hours, public holidays and long service leave. NSWIR conducts compliance activities across the State in order to educate the community about New South Wales industrial relations laws as well as educating employers and employees on the Fair Work system. These compliance activities are proving to be an effective and efficient way to assist large numbers of NSW employers and employees to understand their employment rights and obligations. Industrial relations legislation and related laws Employers and employees have certain obligations or duties to each other under common law, statutes and their accompanying regulations. NSW Industrial Relations, part of the NSW Department of Finance and Services, administers the following legislation regulating employment matters: * Annual Holidays Act 1944 No 31 * Associated General Contractors Insurance Company Limited Act 1980 No 38 * Broken Hill Trades Hall Site Act 1898 No 31 * Broken Hill Trades Hall Site Extension Act 1915 No 42 * Builders Labourers Federation (Special Provisions) Act 1986 No 17 * Building and Construction Industry Long Service Payments Act 1986 No 19 * Coal Industry (Industrial Matters) Act 1946 No 44 * Contract Cleaning Industry (Portable Long Service Leave Scheme) Act 2010 No 122 * Employment Protection...
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...provide employees with an itemised pay statement and pay employees with an itemised pay statement and pay employees in full at an agreed time. Employers must provide paid holidays for all workers, and pay men and women equally for equal work. Should a situation arise where an employer can not provide work they must pay ‘guarantee payments’. An employer must provide paid paternity and paid maternity leave to qualifying employees. An employer must pay employees at least the minimum wage prescribed by law. TASK 2 An employer can employ a 15 year old youth but only for certain hours and jobs. A 15 year old can not be employed in places such as a factory or industrial site. There are local bylaws which list the jobs that children can not do. These bylaws may also have other restrictions relating to working hours and conditions or require an employment permit. As an adolescent a 15 year old employee is entitled to two days rest each week and 12 hours rest in any 24 hours hour period. They must not work during school, before 7am or after 7pm, and are entitled to a break of at least 1 hour after working 4 hours. During term time a 15 year old may only work a maximum of 12 hours a week, this includes a maximum of 2 hours per day on school days and Sundays, and a maximum of 8 hours on a Saturday. During school holidays a 15 year old can only work a maximum of 35 hours per week which includes 8 hours per day on weekdays and Saturdays and 2 hours on a Sunday. TASK 3 The following...
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...Activity 1 ------------------------------------------------- 1. Describe the internal and external factors that impact on the employment relationship Internal factors that impact employee relations are Organisational Culture Each Organisation and company has its own culture. Company culture consist of many things, how managers relate to their employees. It also shows how employees are treated. For instance how the company rewards its employees creates an enviornment of loyality and high morale. The company which embraces the attributes of employees tend to improve employment relationship between managers and employees. Wages: is the significant factor influencing employee relations. When company provides employees with pay that are above the market standards employee feel value and employee relations run smoothly. External Factors Family Life Employee’s family life can have a direct impact on their behavior, if there’s a conflict in the family life, it can affect the employee’s relation with the colleagues, they may respond negatively to criticism at work. Economic Environment Economic climate, interest rates, pay cuts and redundancies are few of the factors that affect employee relations. Employee’s worry about the job cuts and losing their colleagues puts extra strain on the morals. ------------------------------------------------- 1.2. Explain Different types of employment status The scope of this easy is to discuss three types of employment status...
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...1 ( 1.1) internal and external factors which impact on the employment relationship Unions try to obtain a higher wage for their members than would be offered in the absence of the union which results in workers taking a greater share of profits at the expense of the firm. This monopoly of unions might lead to deteriorating employee relations where it leads to management adopting anti-union strategies, intensifying conflict, while the union mobilization needed for the union to have monopoly power may lead to anti-management views on the part of the workforce. Pay bargaining may have similar effects in the public sector where wage demands must be satisfied, along with competing claims for resources, from fixed budgets set by officials. On the other hand, unions can lead to improved employment relations through effective communication between management and employees and the resolution of employee grievances. Quits are lower where unions are present and where unions are stronger supporting the idea that effective union voice reduces employee exits and therefore contributes to stability in employment relationships. Diversity in the workforce is normally regarded as a positive for companies that manage it effectively as enhances customer relations, creativity, flexibility and innovation and development, however if not well managed, significant differences in ethnicity, race, religion, gender and other individual traits can produce negative effects. If you have...
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...relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of time. For example, it may have become normal to allow staff to go home early on Christmas Eve and a court might decide that this has now been included in your contract of employment by custom and practice. For customary ways to become contractual a court would have to determine whether custom and practice has met the following conditions: a) It must be widely known and almost...
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...relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of time. For example, it may have become normal to allow staff to go home early on Christmas Eve and a court might decide that this has now been included in your contract of employment by custom and practice. For customary ways to become contractual a court would have to determine whether custom and practice has met the following conditions: a) It must be widely known and almost...
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...QUESTION The gap between the official curriculum and actual curriculum is often as the result of the misuse of available instructional time. Discuss. The term ‘curriculum’, was derived from the Greek word ‘curere’ which literarily means ‘racecourse. As a broad concept, the term ‘curriculum’ does not have a concise or precise definition. However, it can be explained in terms of academic content as the planned interaction of learners and instructors with instructional content, materials, resources and processes for evaluating the attainment of educational objectives. Simply put, it is the set of courses, coursework and their contents offered at a school or educational and training institutions. We have several scenarios of the usage of the term, curriculum. Some of these are official, actual, null, formal, informal, hidden, enacted, experienced and unintended curricula. Nevertheless, the concentration of this work is on the gap between the official and actual curricula. The official curriculum is the administratively and legally documented programme of study and other aspects of school life, subject matter, skills and values that policy makers expect learners to be taught. It usually gives the basic plan of lessons to be followed, including objectives, sequence and materials. Some components of the official curriculum include the syllabus, timetable, official calendars, official list of recommended books, content and style of final and intermediate examination. Difficulties...
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...Conclusion Resource Analysis Thank You for Your Attention Recommendations Cost Analysis CIO Matt Webb had to decide on whether to buy an off the shelf software, or customize and build one. After conducting a cost benefit analysis, and much deliberation, Webb decided that building one would be more efficient. To start off, a cross functional team of 6 people was created to plan the project based on the “build” decision. After defining the teams planning components and requirements, the following resources and tools were required to complete the project. A&D’s Methodology The stores sales reach a peak during the holiday season and the CEO wanted to know if the project could be done in time to jump on the holiday sales. Objective A&D High tech was losing sales potential by not selling online. They wanted to finish implementing the online project before the holiday season and the project, manager Eric that there wasn’t enough time to getting up to speed on the project since they were already late. The loss of potential sales via the internet has led to decreasing margins and a tougher competitive environment due to A&D’s loss of a competitive advantage via Web Services. Missed opportunity of increasing revenues by decreasing costs per internet order. Addressed Issue A&D Tech specialize in selling computer related products and services. They had broken ground with their innovative made to order products and have been growing steadily on a value preposition emphasizing friendly...
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...Can Information Systems Restore Profitability to Restoration Hardware? Restoration Hardware is a retailer of furniture, hardware, and home accessories such as bathroom fixtures and decorative furnishings. The company is based in California; it started operations in 1979 and incorporated in 1987. The company sells through multiple channels: a network of 103 retail stores across the United States and Canada, a print mail-order catalog, and its RestorationHardware.com Web site. Restoration Hardware is a major player in an industry that includes competitors such as Pottery Barn, Pier 1, and Williams Sonoma. Restoration employs 3,500 workers, 1,400 of those full-time. Restoration’s business strategy puts the company in a unique sector of the marketplace. Restoration focused from the start on merchandise that honors classic America. The company’s original furniture and fixtures were designed to match the décor and form of older houses. Today, when you walk into a Restoration Hardware store, the merchandise clearly evokes images of the past. Many products, such as portable record players or wooden toys, are intent on inspiring feelings of tradition, if not nostalgia, in older generations of customers. The younger generations may recognize these products from reruns of old television shows and movies set in the times of their parents and grandparents. Many of these products are difficult to find elsewhere and they are very appealing. Up front, the company knows what it wants to do and...
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...Employment Law: Assignment 1: Question 1: (A)(i) Maternity Leave Employee’s that become pregnant, are entitled to take maternity leave. This entitlement, extends to all female employees, regardless of how long they’ve worked in the organisation, or number of hours worked each week. It is possible to avail of further unpaid maternity leave. The Maternity Protection Act 1994, provides statutory minimum entitlements in relation to maternity at work, including maternity leave. Pregnant female employees, are entitled to 26 weeks’ maternity leave, with 16 further unpaid maternity leave. Entitlement to pay, and superannuation during maternity leave, depends on the terms of the contract of employment. Employers are not obliged to pay women on maternity leave. Maternity Benefit, which is a Department of Social Protection payment, may be paid if the person has sufficient PRSI contributions. An employee’s contract could provide for additional rights to payment during the leave period. An example of this is, the employee could receive full pay less the amount of Maternity Benefit payable. (ii) Parental Leave The Parental Leave Act 1998, allows parents to take parental leave from employment in respect of certain children. Since 8 March 2013, the amount of parental leave available for each child amounts to a total of 18 working weeks per child. Where an employee has more than one child, parental leave is limited to 18 weeks in a 12-month period. This can be longer...
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...Snake Pit – School Holiday Camps Registration Form/Invoice Camps Attending: | * Camp 1 –Wednesday, 24 September 2014 (at Greenway Park) -$60 per attendee * Camp 2 – Thursday, 25 September 2014 (at Madgala Park) -$60 per attendee * $10 sibling discount per camp applied | Name Please complete a separate form for each sibling | Alaqmar Jamnagarwalla | Date of Birth | 06/02/2003 | Contact Tel for emergencies: | +6141278605202 65183414 | Parents Names: | Quraish JamnagarwallaMubaraka Jamnagarwalla | Address | 3 Botanica Drive Lidcombe NSW 2141 | Email | mubarakaqj@hotmail.com | Club for Season 2014/15 | | Division Playing | | Are you registered with your Club for season 2014/15 | Yes / No (circle) | ABF No If Known | Preferred Positions | Throws Right / Left (circle) | Bats Right / Left (circle) | Weight 38 Kgs | Height 141 cms | Shirt Size* (free to all attendees) | Size 12 Size 14 Size 16 Small Mens Medium Mens (circle) | Special Needs or medical issues (injuries) | (Details) | Allergies | (Details) | *Sydney Diamond Sports have a range of casual clothing including hoodies and short suitable for training, if you are interested, limited sizes available at camps but pre-orders can be arranged (see attached order form) Have you attended one of our camps before? Yes / No (circle) Are you interested in private coaching? * Are you...
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...Toward Integrity article by Stratford Sherman, I learned that there are new land-use laws that require all out buildings be a minimum of six feet from the property lines. Sandwich Blitz is in violation of this policy because their enclosure that keeps the trash dumpster is five feet away from the property line; however, the government inspector who was assigned to inspect the Sandwich Blitz has informed the unit manager of that location that he would be willing to overlook this if Sandwich Blitz would cater the department's holiday party for his job. The unit manager later communicated the proposal to Dalman. In the article Eight Steps Toward Integrity, Stratford states that there are, “a combination of factors, including increased reliance on rules, imprecise use of language, and a general coarsening of attitudes about ethics, has resulted in a significant and worrisome decline in the practice of integrity by individuals and organizations alike” (Sherman, 2003, p. 44). In this statement Stratford was explaining the different reasons why there is a decline in the practice of integrity by individuals as well as businesses. With that being said he gave us eight steps business and individuals alike should follow to ensure that integrity is maintained in a business or in an individual. Dalman and Lei started Sandwich Blitz because they wanted to make a difference by providing quality organic sandwiches to the community to give their customers an opportunity to eat healthy. If they...
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...3MER ASSESSMENT CONTENTS | | | |CONTENTS |PAGE NUMBER(S) | | | | |Contents |1 | |Activity 1 | | |Understand the impact of employment law at the start of the | | |employment relationship | | | |2 – 4 | |Activity 2 | | |Understand the main individual rights that the employee has | | |during the employment relationship | | | ...
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