A3) So that employers and employees are protected and not taken advantage and also for health and safety to themselves and others around them. Task B. B1) I am employed as a Care Assistant and my duties and responsibilities may vary. My start of employment was the 29th of january 2012 my employment is not fixed term, my contract of employment is terminable by written notice of 2 weeks by the company and to the company. I am contracted to work 40hrs a week any more then that will be classed as overtime. I am paid by salary and payments will be made straight to my chosen bank account.
Anthony Pollitt Task B: your work role- B1: Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement: During my employment with the company my terms and conditions are: 1: The first 6 months of my employment will be a probationary period. My performance and suitability for continued employment will be reviewed throughout my probationary period & the company reserves the right in its absolute discretion to extend the probationary period beyond the initial 6 month term. The company may terminate my employment at any time during or at the end of the probationary period on 1 weeks notice. Notwithstanding the expiry of the probationary period, capability issues that arise with employees with less than 1 year’s service will be managed in accordance with the details in the induction procedure? 2: Duration of employment: Subject to the probationary period and notice provisions of this contract, my position is intended to be permanent.
• A shop in which persons are required to join a particular union as a precondition to employment and to remain union members for the duration of their employment. • Section 8(a)(3) of the Taft-Hartley Act (1947) specifically outlawed the closed shop but did allow a collectively bargained agreement for a union shop, provided certain safeguards were met. Under the union shop provision, a union and an employer could agree that employees must join the union within thirty days of employment in order to retain their jobs. 4) Were the organizing efforts of the UMWA peaceful? Was this a good defense?
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). Four main points that would be on a contract of employment would be: The company's name that the person will be working for. The employees full name. The date the employment is to commence.
• Minimum Wage • Holiday entitlement & hours worked • Sickness and absence pay (SSP) List three main features of current employment legislation. • Data Protection Act 1998 • Equality and Discrimination Act 2010 • Health and Safety Act 1974 Briefly outline why employment law exists. Employment laws exist to not only to protect the rights of the employer but also the employee, the regulations are set to make a fair and equal working environment for both. Task B - Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. When I first started at the setting it was subject to a thirteen week probationary period this was outlined in my contract of employment, during this time I underwent an enhanced CRB check had an induction on health and safety and received a copy of the policies and procedures folder for our setting after the probationary period I was issued a uniform with the company logo and a name badge.
Assessment Task 1 * Consult with your manager to discuss a team performance issue. Describe what the issue is. Excessive absenteeism: One or more of the team has been absent for two or more days per month consistently. We're talking about casual days off, not a genuine long term illness or injury. * Describe your own solutions to improve team performance and achieve team goals.
(Reid & Sanders, 2010) Answer 1: Develop a staffing plan for RWBFC in accordance with the constraints stated in the case. A staffing plan was developed using the constraints specified in the Answer 2: Discuss the method used in developing the staffing plan. Tibrewala, Phillippe, and Brown technique of 1972 was used in developing the staffing plan for RWBFC. The objective of this technique was to enable a company to operate seven days a week and give each of its full-time employees two consecutive days off. However RWBFC manufacturing manager has requested that her employees work 10 hour days, 4 days a week with three consecutive days off.
Answers may be illustrated by sketches where appropriate. This question paper must be returned to the invigilator after the examination. SECTION 1 You are advised to spend about half an hour on this section, which contains ONE question. 1 After previously experiencing issues with non-compliance, an employer is preparing to introduce a safe system of work. (a) (b) Explain the meaning of the term ‘safe system of work’.
After a standard, and usually unpaid, 12 week leave, she usually will return to work, only to come home and take care of the household, and now also, care for her new baby. Despite how forward thinking our society claims to be, we still hold on to some old traditions that can weigh us down like an anchor. When I started research for this presentation, it was supposed to be about a man’s right to take paternity leave. But the more I researched the more I found that the United States is seriously behind other nations in protecting working families. In an article written by David Crary for the Huffington Post, “at least 178 countries have national laws guaranteeing paid leave for new mothers, while the handful of exceptions include the U.S., Swaziland and Papua New Guinea.
2. List the sources of social law and illustrate 3 of them 3. What evidences should you provide to claim the civil responsibility of a person in order to get indemnities 4. The labor contract is one of the relation between 2 parties at work. Give details of: a) the essential notion b) the cause c) the object EXAM LABOR LAW Second session, 24 March 2007 Prof. A. Nayer Closed book.