Code of ethics to be effective for a company must be in writing and is agreed on by all employees, executives, managers, and directors and must be signed each year to comply with changing laws and policies and to be certain they are still in agreement with the laws (Business Code of Ethics, 2009). A standard set of rules, values and guidelines, code of ethics rule behaviors in ethical business in companies, professions and employee organization and interactions with the public and employees (Code of Ethics, 2009). According to section 406 of the code, written standards are made to discourage wrongdoing and works to promote: • Truthful and ethical
Identify four main points that would be included in a contract of employment. If possible, use an example contract to support your answer (feel free to obscure any confidential information). -Employer’s name: xxxxxxxxxx -Employee’s name: wolverine This is Me -Date of commencement of employment: 01\01\2022 -Main place of work: My Home xxxxxxxxxxxxxx 2a) List three key points of legislation that affect employers in a business environment. -Contractual Employment Rights (Ex Health and safety) -Data Protection -Pay and Pensions 2b) List three key points of legislation that affect employees in a business environment. - Contractual Employment Rights and Responsibilities - Health and safety - Pay and pensions - Equality Act 2010 - The National Minimum Wage Act 1998 3.
Along with each step being identified, the characters claims, reasoning and conclusion will be evaluated against the book, Asking the Right Question. What are the issue and conclusions? An Examination into Critical Thinking Mr. Anil Ravaswami , who is the Vice-President (VP) of Human Resources (HR) at Cliffside Holding Company of Massapequa (CHCM), is drafting a confidential proposal to his CEO, Ms Cynthia Castle, in regards to a request, spawned from Ms. Forsythe, to have funding for a leadership development program for all junior insurance executives. His memo crops up interesting declarations and inclusions about his views toward
In other words, competencies can be regarded as behavioral dimensions, which affect job performance. The indicators should take into account a range of key factors/ competencies considered essential to the performance of the job, such as: • Quality of work • Responsibility • Accuracy • Attendance/ time-keeping • Comprehension ability • Job knowledge • Skills demonstrated through work • Organizing ability • Prioritizing ability • Concern for impact of actions • Service to customers/users • Quantity of work • Initiative • Speed of work • Commitment/ attitude to work • Development potential • Reliability • Cost control • Contributions to teamwork • Achievements of outputs • Self-development • On-the-job behaviour However, performance indicators consist of more than competencies, performance standards are also involved. Whilst competencies describe what needs to be done, performance standards explain how well something
| Employer’s Duty of Care | And Issues of Compensation | | Tohcia J. Taylor | 2/19/2012 | LEG500 Law, Ethics and Corporate Governance Professor Lisa Armonda, J.D. | “Employer’s Duty of Care and Issues of Compensation” presents a number of workplace issues for consideration, including scope of employment, workplace safety, workplace injuries, workers’ compensation rights, employee compensation, and employee misconduct. Addressing the specific questions regarding the video segment, scope of employment must be evaluated and defined, so that Jake’s actions can be determined as in or out of “his scope of employment.” Understanding management’s role in creating and maintaining a safe workplace environment is necessary to determine if Herman is responsible for Jake’s injuries. Whether or not Jake should be paid overtime is examined after first considering if Jake is a salaried employee. There was obvious tension as Jake made thinly veiled references to fatigue that he attributes to working long hours daily because of a service promotion being offered by the dealership, and the injury to his thumb which he attributes to the occupational fatigue.
Running head: Designing Compensation Systems and Employee Benefits Designing Compensation Systems and Employee Benefits Janice R. Young Dr. Andrew McLeod Business 409 Strategic Compensation November 22, 2011 DESIGNING COMPENSATION SYSTEMS AND EMPLOYEE BENEFITS Describe the differences between job analysis and job evaluation and how these practices help establish internally consistent job structures. Job analysis and job evaluations are the fundamental cornerstones of any best practice in a human resource approach. It provides a really good understanding about the jobs in the company, how there structured, how there organized and how they are correctly and fairly graded. This is very important for the company and the employee. Job analysis is the process of obtaining valid job information that aids management in making decisions.
The knowledge, skills, and abilities of current employees needs to be identified” (Ulferts, Wirtz, & Peterson, 2009). The ability to know what the employees’ opinion on whether an ideal work culture exists allows for a more accurate assessment of the employees. An employee that works in isolation yet in his/her ideal work culture wants co-workers it would be difficult to accurately assess the employees’ social skills and abilities. The accurate identification of above mentioned knowledge, skills, and abilities are essential competencies to conducting strength, weakness, opportunities, and threats (SWOT) analysis in assessing the internal state of the organization. After the internal state of the organization are identified the competencies for identifying external opportunities and threats presents themselves.
* Culture values The pay system mirrors the company’s image and reputation. So a pay system the values that guide an employer’s behavior and underlie its treatment of employees * Social and political context Context refers to a wide range of factors, including legal and regulatory requirement, cultural differences, changing workforce demographics and expectations. These factors will affect compensation choices. * Employee needs Emphasize on employees need and wants in order to meet their satisfaction. Employees join the organization, make investment decisions, interact with customers, design new product and assemble components.
The truth is, workplace violence can strike anywhere, anytime, and no one is immune. Research has identified factors that may increase the risk of violence for some workers at certain worksites. Such factors include exchanging money with the public and working with volatile, unstable people. Working alone or in isolated areas may also contribute to the potential for violence. Additionally, time of day and location of work, such as working late at night or in areas with high crime rates, are also risk factors that should be considered when addressing issues of workplace violence.
Bii-Describe Information on Payslip Company Name, My Name, Payment Number, Payment Period, Employee Number, Tax Code National Insurance Number, Payment Date, Rate of Pay (holiday, sickness, overtime), Contributions (tax & national insurance, pension), Gross & Net Pay. Biii-Identify 2 Changes in Personal Info Any change in circumstances such as my name, address & contact information. Bv-Explain Agreed Ways of Working Data Protection By agreeing that no data is disclosed without the consent of clients and ensuring that all sensitive information is stored in a secure manner (filing cabinets locked, computers password protected). Grievance By agreeing a solution with the employer in order to resolve any disputes or differences in opinion which can be recorded in writing in order to avoid Legal or Trade Representations. Conflict Management It is essential that good lines of communication exist between the employer & employee so that the employer is confident that the employee`s time in the workplace is both constructive & productive.