1.4 Identify sources and types of information and advice available in relation to employment responsibilities and available in relation to employment responsibilities and rights. Source of such information may be: line manager, Human Resources department, Access to Work, as well as Community Legal Advice. One of internal sources can be Company policy documantation and staff hanbooks. Any advice regarding: age discrimination, dismissing employees, paternity leave and pay we can look for at ACAS. In Citizens Advice Bureau we get information about employment rights; according written contract, about statutory rights including the minimum wage and holiday pay.
• Redundancy and dismissal. • Training. • Health and safety. 1.2 List the main features of current employment legislation • Being paid and payslips • Company sick pay rights • Performance-related pay • Employment contracts and conditions • Contracts of employment • Changes to employment conditions • Breach of contract • Time off and holidays • Annual leave and holidays • Time to train, request time at work to learn new skills • Time off for dependants • Working hours • Working time limits • Rest breaks • Overtime • Flexible working • The right to request flexible working • part-time work • Sickness absence • Time off for sickness 1.3 Outline why legislation relating to employment exists. To protect the rights of employers and employees by providing rules and regulations that must be followed.
KNOWLEDGE AND UNDERSTANDING The following activities will help you to generate evidence to show knowledge of your terms and conditions of employment as well as knowing where to seek information and advice should it be necessary. You must show that you understand your own role and how this links to the sector as a whole. You will need to explore issues which have affected the sector and show that you understand how public opinion can influence practice and procedures. ERR Unit 1: 1.1 WorkSkills Unit 10: 1.1 Task 1a There are many aspects of employment which are covered by the law setting out responsibilities and rights of employers and employees. These ensure, for instance, equality of opportunity, safety and fair working conditions.
Labor unions have an important role to play on the performance of organizations both in a positive and negative manner. The employer-employee relationship of an organization is obviously influenced by the relationship between labor and management. Labor unions are organizations of workers that stand for the interests of their members within the workplace. They are bonded together to strive for a set of common objectives such as working hours, wages , working conditions and any other labor-management relations within the workplace. There are specific labor unions to represent workers employed in the different trades and professions.
Chapter5. Explain why unions are formed. * Work and Job Conditions Explanation * Alienation Theory—the influence of machinery * Loss of personal contact with labor and products produced * Loss of personal involvement in the work * Pace of work estranging workers from each other * Scarcity Consciousness Theory—jobs are difficult to obtain and retain * Employees believe unions protect jobs by: * Negotiating work rules and apprenticeship programs. * Bargaining seniority and layoff provisions. * Agreeing to grievance procedures.
* 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.
One of these laws is the National Labor Relations Act of 1935, which is also known as the Wagner Act (Schermerhorn 313). This is a law that, “ protects employees by recognizing their right to join unions and engage in union activities. An act that protects them union members and employers in the Taft-Harley Act of 1947. This act assures employers that the unions may use unfair labor practices against the company and it also allows union members to decertify the union that they are in (Schermerhorn 313). For government employees the Civil Service Act
Understanding Employment Responsibilities and Rights in Health,Social Care or Children's and Young Peoples Settings Unit 1 1 Know the statutory responsibilities and rights of employees and employers within own area of work. List the aspects of employment covered by law? Aspects covered by employment law are their to protect the employee and the employer and cover: The Minimum wage someone is paid The hours you work- European Working Time Directive Contract of Employment Discrimination against disabilities – The Disability Act Discrimination – Age -sexual orientation – sexuality – colour – religion - Ethnicity Health and Safety Redundancy and unfair dismissal Holiday entitlement Sickness absence and sick pay entitlement Child Labour Data protection Criminal records Bureau Trade Unions List the main features of current employment legislation: The main features of the current employment legislation are Health and Safety, Employment rights, Equality and Discrimination minimum wage and Child Labour Outline why legislation relating to employment exist Legislations, relating to employment, are there to help protect the rights of employee and the employer. They generate recommendations, that have been past in the house of commons to become law, giving rules and regulations that are to be adhered to by both parties. Identify sources and types of information and advice available in relation to employment responsibilities and rights: Your contract of employment will contain information with regards to your responsibilities and rights, terms and conditions of your employment.
Because the right to come together for a voice on the job is not only a fundamental right, it is essential for working men and women to have the strength to improve their living standards, provide for their families and build an American middle class. Collective bargaining enables working people who are union members to negotiate with their employers to determine their terms of employment, including pay, benefits, hours, leave, job health and safety policies, ways to balance work and family and more. Bottom line: It gives working people a voice at the table Type of Bargaining According to the Oxford Dictionary of Human Resource Management the contract agreements of the collective bargaining between the union and the concerned organization is mentioned in the employment
Contents INTRODUCTION 1 TASK 1 1 1.1 Explain the unitary and pluralistic frames of reference 2 1.2 Assessment of changes in trade unionism and its affect on ER 3 1.3 The role of main players in ER 4 TASK 2 5 2.1 Explain the procedure an organization should follow while dealing with different conflict situations. 5 2.2 Explain the key features of employee relations in a selected conflict situation 6 2.3 Evaluate the effectiveness of procedures used in a selected conflict situation 6 TASK 3 7 3.1 Explain the role of negotiation in collective bargaining 7 3.2 Assess the impact of negotiation strategy for a given situation. 8 TASK 4 8 4.1 Assess the influence of the EU on industrial democracy in the UK 8 4.2 Compare methods used to gain employee participation and involvement in the decision making process in organizations. 9 4.3 Assess the impact of human resource management on ER 10 CONCLUSION 11 REFERENCES 11 INTRODUCTION Employee relations include a body of work which is basically concerned with maintaining the relation between an employer and his/her employee which adds to productivity, motivation and morale. In other words employee relations is concerned with the prevention and resolving the issues that includes individuals that may arise in work and directly or indirectly affect the overall working environment.