In order to prevent the exploitation of employees by employers. Legislation protects employees’ rights such as salary, equal pay, safety, maternity/paternity entitlement, sick pay, holiday pay, redundancy, working hours and discrimination. Employers are required to adhere to this legislation and can receive penalties if they do not. 1.3. The law in the UK covers the following aspects: minimum wage, hours worked, discrimination, health and safety, holiday entitlements, redundancy and dismissal, union rights, disciplinary procedures amongst many more.
Manual Payroll A manual payroll system requires painstaking application; the entire payroll process is done by hand. The likelihood of errors can be high with this system; therefore, manual payroll is best if you have few employees, such as fewer than 10. The U.S. Department of Labor mandates employers to pay employees appropriately for time worked. The IRS and the state require employers to fulfill certain payroll tax obligations. These regulations apply, even if your payroll is manual.
3. Outline why legislation relating to employment exists (1.1.3) > To protect the rights of employers and employees by providing rules and regulations that must be followed. 4. Identify sources and types of information and advice available in relation to employment responsibilities and rights (1.1.4) > The main sources and types of information that are available to have your responsibilities and rights are in * Contract * Handbook * Policy documents * Terms and conditions * Job description 5. Describe the terms and conditions of own contract of employment (2.2.1) My contract of employment sets out what my employer expects from me and what my pay and holidays are.
There are three main ways that employees can unionize. The employees can begin the organization themselves, they can request organization by a union, or they may be targeted by local or international unions because of their desire to organize (Cascio, 2010). Once these first steps are completed the employees must sign authorization cards acknowledging that the union will represent them. Then a bargaining unit must be created (decided upon) which will be the employees whom have the right to vote on issues. Community interests are used to decide on issues as these interests are comprised of like employees (same hours, pay,
Know the statutory responsibilities and rights of employees and employers within own work area: 1.1 - List the aspects of employment covered by law: The law in the U.K. covers a variety of employment aspects that govern how we work and protects both the employee’s and employers, these include: Health and Safety – These are the requirements of both the employee and employer to create a safe work environment . Minimum Wage – The minimum wage that someone can be paid for their work, with some variables such as age, student status etc. Hours Worked – The amount of hours you work a week/month according to your contract. Holiday Entitlements – How much annual leave you are entitled to, differs dependent on your contracted hours. Discrimination – The national laws and policies on what constitutes discrimination and how it should be dealt with in the work place Redundancy and Dismissal - What constitutes fair and unfair Dismissal, redundancy pay and requirements for the payment of Redundancy pay Union Rights – The right to join a Union, and what a Union stands for, they are there to protect the basic rights of employee by creating an organised group of workers for the discussion of perceived grievances with their employer and the ability to respond to grievances with strike action.
In unionized employees can negotiate with respect to employer’s offer, comparison system by job evaluation by preparing and maintaining pay equity. In non-unionized, the employer will prepare a pay equity but the employees have an opportunity to review and make changes to the plan. Hence this employer is not covered by Ontario’s pay equity act. b) Assuming that the employer is covered by the legislation, briefly explain the process that the employer needs to go through to achieve pay equity. (6
Therefore, I believe that the employee does have a potential claim for overtime based on his “on-call” status. Insuring Compliance with FLSA The following are my recommendations employers can do to insure they are in compliance with FLSA and avoid claims: * Review On-call Status. Employers should answer the questions listed above that were noted by the Ninth Circuit Court in considering on-call status. If the majority of the answers point towards restrictions, the company policy must be revamped in favor of on-call overtime. * Revise Collective Bargaining Agreement.
This paper will also observe the effect of changes in employee relations strategies, policies, and practices on performance. Last, the paper discusses the question of if unions are still valid in the United States. Define union and labor relations and their impact on organization The definition
• Workers have the “right to assist, form, or join” labor unions bargaining collectively by using representatives they select. • Workers have the right “to engage in various activities for the purpose of collective bargaining, mutual aid, or protection. • Workers also have that right to stay away from certain activities by NLRB. Examples of Cost Club Management that can violate NLRA: • Management promising certain benefits for workers so they won’t join a union. • Management assigning harsh tasks to those employees that are in the union.
According to the National Labor Relations Association, there are two types of categories of federal, state, and local laws. The first category is labor laws, which refers to the body of laws and rules regulating labor unions and associations and their relationships with management. The second is employment laws, which are the body of laws and rules regulating civil rights and non-union related conduct in the workplace. Discrimination, harassment, civil rights, equal and fair pay, immigration and employment-at-will laws that could be broken. They could face many liability issues with employees and customers.