...P1- Outline the rights and responsibility of employers in an organisation. INTRODUCTION In every work place in the UK, both employers and employees have rights and responsibilities towards one another. However, in this section we will learn about these Rights and Responsibilities. Rights and responsibilities of employers Many of the employer’s right relate to their responsibilities. Rights are legal, social, or ethical principles of freedom or entitlement; that is, rights are the fundamental rules about what is allowed of people or owed to people. Responsibilities is a duty or obligation to satisfactorily perform or complete a task (assigned by someone, or created by one's own promise or circumstances) that one must fulfil. Rights of Employers Responsibilities of Employers An employer has the right to set disciplinary action. Employer’s musts observe duty of care to employees. Employer has the right to supports the business aims. Must observe employments law and codes of practice. Employers have full rights of getting health and safety welfare. Employee must provide a safe work place. Appropriate use of company equipment. Employers must provide public liability insurance. Employers have the rights to set conditions of services. Must observe employees contracts. P2- Outline the rights and responsibilities of employees in an organization...
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...intense competition and ongoing global crisis’. As a rule, privacy rights are established by explicit regulations, laws or rules. Some privacy rights are relevant in the workplace and some don't. And even if there is no particular law, a right to privacy can be based on the legal common law notion of having a "reasonable expectation of privacy”, (Lippke, 1998). For employers and employees in the business industry, privacy concerns have become progressively more widespread in the workplace, and with the increased use of electronic resources, privacy at work is even more compound. Consequently, it is imperative that both supervisors and managers have a fundamental understanding of some of the more common privacy rights and issues that can arise, as well as the restrictions that may apply. Some of the more prevalent privacy issues that employees face are drug testing, email monitoring, personnel records, social security numbers, monitoring and eavesdropping, back-ground screening, and medical records. Because of these issues, there are quite a few areas of human capital management in which privacy rights are recognized. Whether these laws put in place by state, federal or local authorities, both employers and employees should be attentive to the issues and how to protect themselves from infringing on other’s rights to privacy or having their rights to privacy being infringed upon (Gross). The use of email by employees during business hours is a normal occurrence in the 21st century...
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...Executive Summary The main purpose of this report is to help the employees find out the problems associated to the topic “should companies monitor their employees’ social media?” and come up conclusions and recommendations. We have separate the report into four parts to discuss, they are employees’ rights, employers’ rights, the impact of social media and the importance of social media. At the end we think employers should only monitor employees if employers have enough reason to believe their employees engaged in illegal posting with inappropriate information about their job. Table of contents Contents Honestly Declaration 1 Executive Summary 2 Table of contents 2 1.0 Introduction 3 2.0 Procedure/methodology 3 3.0 Findings and Analysis 3 3.1 The importance of social media 3 3.2 The impact of social media 5 3.3 Employees’ rights 5 3.4 Employers’ rights 6 4.0 Conclusions 7 4.1 The importance of social media 7 4.2 The impact of social media 7 4.3 Employees’ rights 7 4.4 Employers’ rights 8 5.0 Recommendations 8 5.1 The importance of social media 8 5.2 The impact of social media 8 5.3 Employees’ rights 9 5.4 Employers’ rights 9 6.0 Referencing 10 1.0 Introduction Carole Chamberlain request on March 16, 2015 on research the topic of “should companies monitor their employees’ social media” by written. The report is due on April 7, 2015. 2.0 Procedure/methodology The sources of the report were...
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...Employee Rights: Something Every Employee Should Know and Understand Jessica Rivera Western International University COM 110/Effective Persuasive Writing Lisa Hughes November 27, 2005 Employee Rights: Something Every Employee Should Know and Understand Currently, many employees take for granted the fact that they have more rights then just minimum wage, overtime pay, safe workplace, and equal opportunity rights. Many people do not take the time to access the resources needed to educate themselves on the rights they are entitled. By not knowing and understanding the importance of the employee rights, the employee in turn gives up their rights. Employees need to ask themselves, before reading this essay, do they fall into this category. If so, those employees should read further. If not, those employees should seek the necessary information about their rights to ensure that they know the rights that they are entitled. Employees must always acquire the knowledge concerning which rights they are entitled for their type of employment. There are so many valuable resources but too few really know where the search begins. When a person begins a new job, they must sign an acknowledgement stating that they understand the rights that they are granted as a condition of employment with their perspective employer. In many cases though, they do not fully understand that their signing of this document is an acknowledgement and an agreement of their...
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...You are an HR practitioner in a medium-sized company that will soon be hiring 20 summer interns. You have been directed to provide a 1500-word briefing for all line managers outlining the legal obligations that your company has to these new employees. Write a memo that outlines the most important legal requirement that managers must know about when hiring and managing these employees. You may wish to make specific reference to your jurisdiction’s laws addressing employment standards, occupational health and safety, and human rights. * Personal Information Protection and Electronic Documents Act * Managers must make sure that they comply with this act’s ten principles in regard to maintaining the standards for privacy. According to this act, the human resource department and the company are responsible for safeguarding the privacy of employees. According to this Act, employer can barely keep anything from an employee. Employers are allowed to gather information about employees such as performance, attendance, and possibility of advancement. * Employee Standards Legislation: * There are minimum standards that employers are required to meet * Human rights employment standards in Ontario: * Protects people in Ontario from employment discrimination * The protected grounds of discrimination in employment in Ontario are: race, national or ethnic origin, colour, religion or religious creed, age (18 and over), sex (including...
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...Running head: EMPLOYEES RIGHTS AND RESPONSIBILITIES Employees Rights and Responsibilities Abstract This study examined five articles on how the relationship between and employer and employee can be effected as a consequence from the of lack awareness that the employers and employees have statutory and contractual rights, as well as responsibilities. Every employment relationship is governed by an employment contract. Many employees believe that if a written contract or agreement was never signed, an employment contract does not exist. Research shows that an employment contract can take the form of a verbal understanding or a well written document between the employer and the employee. All employment contracts basically cover the same essential elements in either case. The questions that poses and interest will be concluded in my research on the topic does employers and employees understand the essentials of an employment contract. Apparently an employment contract is probably one of the most important legal relationships that an individual will be obligated to fulfill. Therefore, it is important that employees have a clear understanding as to what the terms of that relationship are so that each party is properly protected. Employees Rights and Responsibilities In recent years an increasing amount of attention has been paid to laws pertaining to protecting employee’s rights. The strongest protection in the area of employee’s rights and responsibilities...
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...Association; as employees are free to join a trade union or employees’ association, employers are free to do the same. This question, ‘can we stop this person from joining?’ tends to arise when someone in the management or supervisory team seeks to join a union or association, the answer is no, as this would be depriving that individual of their rights. The employer can however insist that the individuals be part of a separate bargaining unit. It is important to note that the Barbados Employers’ Confederation is a registered trade union, and that employers can exercise their right of association by becoming a member of the Confederation. Employers also have the right to loyalty from their employees. With loyalty also comes the corresponding right to confidentiality of employees. Therefore, employees caught divulging company secrets or bad mouthing their employers are in breach of their implied, contractual obligation of loyalty and confidentiality, and can be terminated. It must be noted and understood that these rights to loyalty and confidentiality do not apply in those situations where the employee is reporting illegal or inhumane activities to the relevant authorities. The right to direct the internal operations of the organization lies with the employer, therefore you are the one who leads, operates, delegates and ensures the financial viability of your organization. While you may discuss certain aspects of the operations with employees or their...
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...Electronic Surveillance of Employees LEG500 – Law, Ethics, and Corporate Governance Instructor: Dr. C. William Dean Hasan Cayli Strayer University Abstract Explain where an employee can reasonably expect to have privacy in the workplace. In the office workplace there are typically two types of workspaces, an open area, in which there are several desks and where conversations can be overhead, or an enclosed office, in which—when the door is closed—conversations cannot be heard and where one would expect virtually total privacy. Explain whether it makes a difference if an employee is in an open area or in an enclosed office. Explain if Herman’s need to know whether his salespersons are honest is a sufficient ground for utilizing electronic surveillance. Explain to what extent an employer can engage in electronic surveillance of employees. Explain to what extent the inclusion of innocent, unaware third-parties in such surveillance determine whether it is legal. 1. Explain where an employee can reasonably expect to have privacy in the workplace. For employees there are a few legal protections regarding privacy in the workplace. However, employers can and should take proper steps to ensure that employees do not assume that they have unwarranted expectations. It has been decided by the Virginia General Assembly and upheld by the Virginia Supreme Court that it is prohibited to use another’s name or image for commercial advantage...
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...Employee Privacy Rights in the Workplace Employee Privacy Rights in the Workplace Employees must have the right to phone security, application confidentiality, the right to no sexual harassment, and the right to not have any personal questions asked that do not pertain to work. Employee privacy laws are limited, which makes it easy for employers to invade the privacy of its employees. Some things are personal and should remain that way. In today’s working environment, employers need to reevaluate their techniques, approach this ongoing situation, and find alternative solutions to this problem. There are limits to everything in life, and there needs to be limits set on employee privacy laws. Employee privacy laws are limited; they are not set up to protect employees. Someone needs to do something to protect employee privacy. Many Americans accuse their employers of violating their privacy. Employers are becoming more vicious on how they screen new candidates as well as their current employees. Normally employers will conduct background checks, random drug testing, and maybe even a credit check. The question that needs addressing here is “How much are we willing to give up satisfying our employers”? Employees need to become more aware of this situation. Employers have the upper hand in this situation. Everyday they find a new way to invade their employees’ privacy. In today’s world of ever-changing technology, the court and legislature systems...
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...9, 2011 The legality of employers monitoring the actions of employees outside the workplace and reprimanding or firing individuals based on any findings. Introduction What an employee does outside of the workplace and working hours should not put him at risk for termination, right? Not necessarily. Today, employees are meeting up in bars to have bash sessions about their terrible boss or awful working conditions, they are updating their Facebook status to reflect their aggravation towards their boss who never listens and they are creating online forums for other employees to join, as a place to express their issues as well. Not only do employees engage in work related discussions outside of the office but also many engage in what they see as private activity. Private activities may include, cohabitating with a co-worker, having a few drinks with their spouse on their vacation in the Bahamas or campaigning for Rudy Giuliani. In today’s ever changing working world privacy and the actions of individuals are becoming a more popular topic as people try and protect themselves, whether it be from wrongful termination or the right to terminate an employee. Company’s, rightfully so, want to monitor their employees actions both inside and outside the workplace to prevent potential problems from arising. They don’t want potential customers overhearing the distaste about the company from employees in a bar nor have those potential customers see employees getting intoxicated and out...
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...Your basic rights as an employee There are minimum rights and entitlements set out in law, which apply to ALL employees, whether it is written in your employment agreement or not. Your employment agreement cannot trade off or provide for less than these minimums. The law protects you at work by setting the minimum rights you have as an employee with paid time off work the minimum you can get paid public holidays sick leave bereavement leave giving you the right to refuse to do work that would likely harm you making sure that all workers, including young people, are safe at work and not unlawfully discriminated against. Your employer must: * Pay you at least the minimum wage * Provide you with annual leave * Provide or compensate you for public holidays if you work, or normally work the day the public holiday falls on * Provide you with a written employment agreement * Not deduct money from your wages, without your agreement in writing * Provide a safe workplace for you to work in * Not discriminate against you. One of the main principles of the law on employment is called “good faith”. This means that employers, employees and unions must deal with one another honestly and openly. Minimum terms and conditions vs negotiable terms and conditions All employees, regardless of the type of work they perform or whether they are full time, part time or casual, are entitled to an employment agreement in writing. These may be either individual or collective...
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...Smokism: The Right to Smoke Out Side the Workplace Smoking has been around as long as civilization has existed. Many people in this country look forward to smoking leisurely. Leisurely meaning when a person feels like smoking a cigarette they just pull the cigarette out, light it up, and smoke it. Although smoking in the United States has decreased in recent years cigarette smoking is legal and is enjoyed by many people. Smoking cigarettes has presented problems to many people in the United States. It has presented problems for those who choose to smoke as well as for those who do not. Many employers are allowed by law to ban smoking at the work place. Many employees won’t smoke at the workplace but will smoke off duty. Employers are closely monitoring employee’s lifestyle behaviors outside of the workplace. Employees are faced with many stresses as to what they can’t do outside of the workplace. Smoking outside of the work place has created tensions between anti-smoking employers, nonsmoking employees, and employees who do smoke. Many employers want to control and monitor the behaviors of employees who smoke during personal time away from work because of health insurance costs, frequent illnesses, and for the Maldonado 2 implementation of a healthier work place resulting in possible discrimination to employees civil rights. Although some employers may want to control employee behavior outside of the workplace, it may interfere with employees civil rights to privacy...
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...Employer Branding - How To Reach The Unreached Savita B. Email : savita_b19@ymail.com Abstract: Employer Branding is the process of creating reputation and image of being a ‘great place to work’ in the minds of the present as well as target employees. It is the process of attracting, recruiting and retaining best talent in the organization. It is a process of applying the branding principles to the Human Resources Management in the organization. By building a strong employer brand organization can get best, talented, efficient and excellent employees in the organization. It also reduce the cost of recruitment, increase bargaining power of the organization, make capable the organization to face the problem of shortage of talented employees, increase the profitability and make organization more compatible with young employees. For building a strong employer brand organizations should have best strategic business plan having effective workforce plan with strong Employer Branding Plan. For becoming an ‘Employer of Choice’ organization have to go though the three step employer branding process: Know Yourself, Test Yourself, Select the Proper Channel to Reach the Unreached. By this process organization come to know the strengths of organization as an employer which helps in increasing profitability of organization. This paper aims at explaining the importance & benefits, of employer branding. It also explains the process of reaching to the unreached employees and becoming...
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...Assignment #1- Electronic Surveillance of Employees Tiffany Robinson Dr. Barr Law, Ethics, and Corporate Governance January 24, 2010 1. Explain where an employee can reasonably expect to have privacy in the workplace. Employees can reasonable expect to have privacy in the workplace when it comes to telephone calls, voicemail, e-mail, text messaging on employer provided cell phone, and their company assigned computer. For example, employers may monitor calls with clients or customers for reasons of quality control purposes; however, under federal case law, when an employer realizes the call is personal, he or she must immediately stop monitoring the call. (Watkins v. L.M. Berry & Co., 704 F.2d 577, 583 (11th Cir. 1983). Employees are given some protection from computer and other forms of electronic monitoring under certain circumstances. Union contracts, for example, may limit the employer's right to monitor. Also, public sector employees may have some minimal rights under the United States Constitution, in particular the Fourth Amendment which safeguards against unreasonable search and seizure (www.privacyrights.org). In cases where there is no specific statute or code that creates a right to privacy, privacy is determined by the “reasonable expectation of privacy”. This is a concept which basically asks if, in the particular circumstances, it was reasonable to expect that certain conduct or communications would be considered private. Determining whether there...
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...2014 Cost Club Scenario 3 Introduction Every employee has fundamental rights in the workplace that include their right to privacy, fair compensation and free from discrimination. Even applicants have rights before they are hired as an employee. Some of those rights include discrimination that is based solely on a person’s race, gender, age, religion, national origin, or during the hiring process (FindLaw, 2014). Employee Privacy * Employees have the right to privacy with regards to their personal possessions * This includes their purses, handbags. Briefcases, lockers. * Employees have limited rights with respect to e-mail messages and internet usage while using Cost Clubs computer system * Employers do not have the right to conduct a credit checks or background checks on an employee or perspective employee without the express written permission of the employee (FindLaw, 2014). Employee Unions Under the National Labor Relations Act (NLRA), employers are forbidden from interfering in an employee’s right to organize, or to join or assist in a labor organization for collective bargaining purposes, or prohibit working together to improve terms and conditions of their place of employment. Union employer’s may not coerce their employees in exercising any of their rights such as (National Labor Relations Board, 2014): * It is illegal for an employer to threaten their employees with the loss of their jobs or benefits if they choose to join or vote for...
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