We understand and are open to differences and will deal with disagreements peacefully and productively. We are considerate and courteous in all the actions that we do for company x. 3. Responsibility- We have a responsibility to be accountable for our actions and expect the same in return. We understand that actions create certain consequences and are consistent with good judgment and accountability.
ANS: CMotivating the Channel Members 9-2 5. Which of the following is not one of McVey’s propositions about the behavior of intermediaries? a. The intermediary is a link in a chain forged by the manufacturer. b.
The questions involve management rights and employee rights. Your job is to develop a summary sheet which lists the content for a union meeting. Your summary should include the basics of how unions operate and specifics on management rights and employee rights in the union environment. (Points :
Outline why legislation relating to employment exists . providing the rules and regulations that must be followed protects the rights of both the employer and the employee. Identify sources and types of information and advice available in relation to employment responsibilities and rights .Contracts, Policy documents, Terms and conditions, Job description, Contracts. [CT257.2] Understand agreed ways of working that protect own relationship with employer Describe the terms and conditions of own contract of employment . Anything that was agreed and written in your contract of employment such as confidentiality, Reliability and Flexibility , work place rules and much more, you agree to these on the signing of your contract so you and your employer have a legal binging contract that u must adhere to and also staff should have a staff handbook which is accessible at all times for you to refere back to if there are any questions about your contract.
Factors for consideration a. law’s non-logical implications in interpretation what parties would’ve agreed to (ex. Haines: duration and scope of contract) - policy: at-will doctrine in employment: policy - would’ve agreed to terms had they anticipated situation - had in mind, but didn’t express it b. context - what is the objective of the contract? Is it ambiguous? Ex. Spaulding v. Morse (369): stop yearly payment to trust during time in armed services - enforce according to terms if unambiguous, consider context if terms are ambiguous - not only context at time of contract formation, but also what happened AFTER ⇨ changed circumstances - why look at context?
Recognize situations in which legal advice should be obtained. 6. Effectively manage communication with legal counsel. 7. Demonstrate effectiveness in working within a group, including interpersonal teamwork and communications in written and oral presentations.
To regulate the relationship between employers and employees establish minimum standard equality of treatment for workers and to protect workers, employers. 1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights Contracts Policy documents Terms and conditions Job descriptions Handbook Colleagues People above employer Trade unions Local government 2.1 Describe the terms and conditions of own contract of employment Job description - defining the role, responsibility level, decision making and whom to report to or supervised by. Entitlement - rate of pay, holiday entitlement, retirement and ill-health, benefits, bonus/overtime rates, uniform, expense allowances. Responsibilities - working hours, dress code, reporting illness/absence, annual assessments, complaint procedures, notice periods of leaving/dismissal, requirements to change working hours. General - part time work, confidentiality clauses, using company equipment, codes of behaviour, health and safety regulations.
5. Have I supported each judgment with specific details and examples? 6. Have I ended with an effective conclusion? 7.
3. Tax rate remains constant. 4. D/V remains constant. 5. β remains constant 6.
Programme: | Sociology of work | Question: | Explain the terms “alienation, bureaucracy and de-skilling” in sociology of work? To what extent are these concepts relevant in explaining how work is structured in contemporary societies? | Marx’s alienation is regarded as a feeling of separation from the work that people do, that is, the act of production, from other workers, from what they are producing and even from their own essential humanity. In Weber’s definition bureaucracy is an organisation with a hierarchy of paid, full-time officials who form a chain of command (Haralambos and Holborn, 2008). Braverman presents an argument against what he regards as the degradation of work and the de-skilling of the labour force which is a result of the inhuman aspects of capitalism (Kanungo, 1982).