...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Ali Yassen | | |CIPD Qualification undertaken: | |CIPD Membership No: | |Unit code(s): |3MER | |Unit title(s): |Supporting Good Practice in Managing Employee Relations | |Unit tutor: |Mr. Kevin | |Date due for assessment: |08-05-2016 |Date submitted: |05-05-2016 | |Word Count: |3490 | |State number of word used | | |Candidate declaration: ...
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...Optional Unit - 3MER = 6 credits - 2000 words On final submission please enter your total word count (excluding bibliography): [pic] Learning Outcome 1: Understand the impact of employment law at the start of the employment relationship. |Assessment Criteria | |Describe the internal and external factors that impact on the employment relationship. | |Indicative Content | |Context: | |the context within which the employment relationship operates, the impact of internal and external factors. | |Think about your own organisation and consider the internal and external factors that may have an impact on the employment relationship | |Describe at least 2 external factors and explain why they have an impact | |Describe at least 2 internal factors and explain why they have an impact | | ...
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...Recording, Analysing and Using Human Resources Information Activity 1 There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR...
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...agreement. Mode of payment. Amount agreed for payment. Completion of term of employment. Following of set of rules and regulations of employment. Benefits and losses following the employments conditions. Working conditions. Laws related to employment. Terms of employment. Rules and regulations related to employment. Market rate of employment. Inflation. Government directions. Thus, from the above the two major factors that impact the employment relationship are as follows. Internal factors: The two major internal factors that affect the employment relationship are as follows. Place of employment: http://www.uniassignment.com/essaysamples/law/impactofemploymentlawemploymentrelationshipslawemploymentessay.php 1/8 12/20/2015 Impact Of Employment Law Employment Relationships Law Employment Essay If the place of employment is far away from the residence of the employee and also there is lack of efficient transfers to the working place. Then the employee will always keep searching for a nearer place to his home. Thus an employer must keep care of the transfer of the employees to the work place in a proper and efficient manner so that the employees come to the work without feeling tired or getting late. Working conditions: The working...
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...example maternity and paternity leave. New legislation enables couples to share maternity leave meaning men can take more time off work after the birth of a child. Another internal factor that can impact, is the strategy of a business. If a business needs to change its strategy for cost saving purposes it can result in reduction of staff. If a business needs to grow due to new strategy, this can result in an increase of staff, more training can become available to staff to enhance their skill sets and help the business grow. External In some cases, technological developments can destroy jobs, it can blur the separation between existing jobs and can lead to a lower skilled lower paid workforce. In these cases, the bargaining power of the employer becomes increased. In other examples, technological developments can create new jobs and make some industries more capital intensive. This increases the bargaining power of the employees. Political factors can impact on the employment relationship. Countries are now more interdependent than ever due to the reduction of trade barriers. Markets now allow goods, service and capital to integrate, e.g the European union. Companies can more easily become global entities meaning employees may need to travel more, and employers can source personnel from overseas. 1.2. Explain the different types of employment status. Permanent A permanent contract is a position without a pre-determined time limit or unlimited duration. It is...
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...of presenting the ideas or discoveries of another as one’s own. To copy sentences, phrases or even striking expressions without acknowledgement in a manner which may deceive the reader as to the source is plagiarism; to paraphrase in a manner which may deceive the reader is likewise plagiarism. Where such copying or close paraphrase has occurred the mere mention of the source in a bibliography will not be deemed sufficient acknowledgement; in each instance it must be referred specifically to its source. FOR OFFICE USE ONLY | Date Received: | Date sent for Assessment: | | The fundamental starting point when considering the legal relationship between employer and employee is always the contract itself. The main piece of legislation which governs many terms and conditions of employment is the Employment Rights Act...
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...was not a high priority for businesses. Many restraints put on small businesses prevented the growth of private sector corporations (Steiner & Steiner, 2012). Resulting in high unemployment rates and slow economic growth (Steiner & Steiner, 2012). There has been strains placed on the permanent employment system in Japan, because of the larger number of older workers and the increase in the retirement age (Gould, 1984). Historically the U.S government did not interfere in employee relations; employees at times were treated like property, or as a means for production cost. There was decreases in wages and no incentive to improve working conditions. In the 1930s is when the U.S government started to regulate the workplace power imbalance and employee favoritism. There was a substantial difference between the attitude of Japanese and American employers. In America, terminations and layoffs are familiar; there have not been any alternatives to these procedures in times of...
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...parties * Information about disciplinary and grievance procedures * Pension scheme details As the contract is a mutual agreement signed copies should be kept. As permanent contracts are for an indefinite period the employer is obliged to add some flexibility into the contract such as working hours, employee benefits, maternity, paternity, pay rules and also details should they change working hours or location. A permanent employee could be employed in either a full time or part-time capacity and the hours agreed will be written into the contract. Temporary: This refers to an employment situation where the working arrangement is limited to a certain period of time based on the desire of the employer, the temporary worker is hired to assist employers to meet business demands but allows the employer to avoid the cost of hiring a permanent employee, it’s usually the employer that benefits from employing temporary workers. Temporary workers can also be employed on a full time or part time basis dependant on the employer’s requirements. Temporary employees rarely receive any benefits from the employer or the job security afforded to permanent employees, a temporary assignment can end at any time depending on the employer’s needs. Fixed Term: This is a contract with a start and end date fixed term workers are often employed to cover a leave of absence from the...
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...admin and clerical support to the District Nursing Hub, 3 evenings per week working from 4.40pm to 10pm on a rota basis to include weekends and Bank Holidays to cover the service. The post holder may be required to cover more shifts to cover sickness, holidays and meet the needs of the service. MAIN DUTIES The post holder will work alongside the Team Sisters and District Nursing Admin in the District Nursing Hub managing patient referrals into the service across East Lancashire, inputting patient information on to an electronic database, maintaining confidential patient records and staff personal files whilst carrying out general administrative duties. Responsible for maintaining strong working relationships with diverse professional groups. Assist in the provision of a full range of clerical support from the District Nursing service. To create and maintain sensitive and confidential patient records, in accordance with departmental records. Liaison with patient, carers and health care professionals for patient referrals. 1 Working with NHS databases including CPAS, MARS and ICE to input, recall and examine patient information. Daily inputting of data from hard copy onto appropriate electronic system with speed and accuracy To competently use electronic information systems to ensure data is protected against inappropriate use and patient confidentiality is protected at all times To contribute to...
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...maintain sound environmental conditions (Maidin, 2005). I think that the country’s environmental regulation is sufficient. If you think about it every country has room for improvement on the level of environmental regulation. Malaysia has come a long way from where they were a few years ago. They have gotten better at conserving energy and preserving their land. There have been three major legislative acts that have been passed regarding the working hours and wages in Malaysia. The acts are the Employment Act of 1955; Trade Unions Act of 1959, and the Industrial Relations Act of 1967 (Murray, n.d.). In Malaysia their work hours must not exceed eight hours a day, or 48 hours a week (Murray, n.d.). They get paid overtime which is 1.5 times the regular hourly wage for a normal working day, twice the normal wage on rest days and three times the regular hourly wage on public holidays (Murray, n.d.). Their working hours and wages are almost similar to our here in the United States. I feel that Malaysia’s hour and wage legislation is ethical. They seem like they have to follow almost the same rules that we have here in the United States. They get their paid holidays, which are only ten throughout the whole year (Murray, n.d.). With all the laws that they have in place for employees and employers, they seem to have a good...
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... Employment contract a) Permanent contract or fixed contract b) Temporary contract c) Training contract d) Work experience contract e) Part time contract III. Working Conditions a) Salary b) Working time c) Rest time d) Overtime e) Working day and family f) Holidays and leaves g) Unpaid leaves h) Maternity and paternity leave i) Dismissal IV. Employee’s rights V. Social Securities VI. Unions VII. Conclusion I. Introduction As is the case almost in all European countries, Spanish labor law is very understandable and ensure protection for employees. According to the definition labor law is a body of law that govern the employer-employee relation, including employment contract. The relationship between employer and employee is more than the exchange of labor for money it is also covers workplace rights and a large group of regulation on issues such as protection from discrimination, wages hours and health and safety. Labor law also deals with individual and collective relationships between employees and employers. The economic crisis of 2008 showed that the Spanish labor model was not working out. The labor legislation change in 2012 in order to be more suitable in a time of crisis within the labor market, the legislation modifies the institutional framework ( the system of for formal laws, regulation, procedures informal convention, customs and norms that shape socioeconomic activity...
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...16, 2012 CORPORATE COMPLIANCE OF LABOUR LAWS INDEX PAGE No Cover Page with Contents 1 Introduction 2 Conceptual Discussions 3 Implementation of Labour Laws 6 Labour Laws Prevailing in Other Countries 26 Data Analysis & Interpretation 32 Conclusion & Recommendation 38 Bibliography 40 Chapter – 1 INTRODUCTION 1. Labour law also known as employment law is a body of laws, administrative rulings and precedents which address the legal rights of, and restrictions on, working people and their organisations. It mediates many aspects of the relationship between trade unions, employers and employees. In brief, Labour law defines the rights and obligations as workers, union members and employers in the workplace. Generally Labour law covers:- (a) Industrial Relations – Certification of Unions, Labour-management relations, collective bargaining and unfair labour practices (b) Workplace health and safety (c) Employment standards, including general holidays, annual leave, working hours, unfair dismissal, minimum wage, layoff procedures and severance pay. 2. There are two broad categories of Labour law. First, collective labour law relating to the tripartite relationship between employee, employer and union. Second, individual labour law concerning employees’ rights at work and through contract of work. 3. Once an investor sets-up a business in India, whether a liaison office, project office, branch or company, that business needs to comply with Indian...
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...A guidance leaflet to show the main individual rights and needs an employee has during employment, in order to assist in creating a good working relationship and upon termination of the employment, a look at issues to address. The impact of employment law at the start of the employment relationship The internal and external factors that impact on the employment relationship are as follows: Internal 1. Collective Agreement. Collective agreements are negotiated between an employer and a trade union over matters such as: • how negotiations will be organised • who will represent employees • which employees are covered by the agreement • which terms and conditions the agreement will cover These can only be altered if both parties consent and usually apply in unionised workplaces where an agreement has been reached about pay or terms and conditions. 2. Works Rules. Many organisations have a set of rules governing the way in which they require employees to act e.g. not smoking on the site. These rules vary amongst organisations and can differ depending on industry and the needs of the business, the size of the organisation may also play a part in how stringent the rules can be. These rules are unilaterally determined by the employer and can be lawfully changed by management at any time. A refusal to adhere to the revised rules amounts to a breach of contract i.e. failure to obey lawful and reasonable instructions. External 1. Statute. Statutory...
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...Working Conditions as a Determinant of Health This summary is primarily based on papers and presentations by Andrew Jackson, Senior Economist, Canadian Labour Congress, and Michael Polanyi Assistant Professor, Saskatchewan Population Health Research and Evaluation Unit, and Faculty of Kinesiology and Health Studies, University of Regina. The presentations were prepared for The Social Determinants of Health Across the Life-Span Conference, held in Toronto in November 2002. The opinions expressed in this publication are those of the authors and do not necessarily reflect the views of Health Canada. Current Situation Over the 1980s and 1990s, there has been an ongoing restructuring of the labour market and of employment relationships. The intent of these changes has been to promote productivity and competitiveness, as opposed to promoting a worker-centred agenda of “good jobs” (Lowe, 2000). In Canada, only two-thirds of the employed workforce are in “standard” salaried jobs with no defined end date (mostly provided by large firms and the public sector). In this shrinking core job market, workers who have survived layoffs, privatization and contracting-out are generally working longer and harder. Employers have tried to increase profitability and competitiveness and to contain budgets by boosting productivity. This has been accomplished largely by increasing workloads. For example, in the health sector, fewer nurses, social workers and other health professionals must now deal...
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...of employees’ lives and, to that end, to provide employees with minimum entitlements to— (a) annual holidays to provide the opportunity for rest and recreation: (b) public holidays for the observance of days of national, religious, or cultural significance: (c) sick leave to assist employees who are unable to attend work because they are sick or injured, or because someone who depends on the employee for care is sick or injured: (d) bereavement leave to assist employees who are unable to attend work because they have suffered a bereavement. Holidays Act 1981 The Holidays Act 1981 consolidated the existing law but it was not a substantial redraft of the law and the legislation gave rise to difficulties in interpretation and application. Annual holidays: Until 1944, there was no legislation providing for paid holidays or leave. An employee’s entitlement depended on the terms and conditions of employment. The Annual Holidays Act 1944 introduced two weeks paid annual leave for all workers. This was increased to three weeks by the Annual Holidays Amendment Act 1974. It is now four weeks. Public holidays: Public holidays were introduced in the Public Holidays Act 1910 They were not made a statutory entitlement for all workers until 1991 when the Holidays Act 1981 was amended. Sick leave: In 1991, sick leave and bereavement leave were included in the Holidays Act 1981. Until then, they had been a matter for negotiation and inclusion in awards...
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