This law is set out to protect and employee against being disadvantaged or mistreated within the workplace. There are two different sectors under the Equality Act, direct discrimination and in-direct discrimination. Direct discrimination refers to a employee being treated less then others due to a characteristic, such as being ‘too old’ for a promotion. In-direct discrimination is when someone is disadvantaged by certain criteria, such as an advertisement for a job-role asking for only a certain age-group to apply. Certain cases can be justified but this is very rare.
For example, in work places like TSA (transportation security administration) where simply a large amount of proficient and thorough workers are desirable, unions may possibly cause a disrupt in our National Security despite the fact that enforcing union contracts make it possible for the workers to get discouraged from doing the best possible job they can. In the United States labor costs for state workers have increased state resources to decline. Collective bargaining’s authority, alongside the support of the Democratic Party, has caused profoundly unionized industries in the United States, such as the automobiles and steel, to go into a decline as a consequence as I mentioned before outsourcing to businesses across seas. This does not help America’s economy or the worker for a matter of fact if the union is going to give his job to another worker across the
Leadership and Performance in the Workplace Kelly Johnson PSY 435 April 2, 2012 Hugh Wallace, Ph.D Leadership and Performance in the Workplace Organizations need employee behavior to conform to workplace performance standards (Brown, 2011). While employees need to feel their behavior and performance in the workplace will be acknowledged. In order to maintain a happy medium with both employer and employee often times employers use I/O Psychologists to assist in the structure or needed improvements of their organization, such as the scenario of JC’s Casino. This organization is in need of improvements from top to bottom, from owner to housekeeper, in all aspects of structuring a high profile casino to benefit all who are involved.
Title VII and its amendments have made specific requirements to be upheld in regards to affirmative action and employer restrictions. Below are specified tips for management to abide by to avoid violations to Title VII. Organization must guarantee that the hiring, promotion, training, are understand and accessible to all employees equally. “If an affirmative action plan is to be adopted voluntarily, work with the union and other employee groups to try to ensure fairness and get early approval from the constituencies affected to ward off potential litigation” (Bennett-Alexander & Hartman, 2007, p. 219). Secondly, organizations must ensure voluntary affirmative action plans follow court ordered requirements.
Labor Relations MGT/431 - Human Resources Management August 25, 2010 Labor Relations The economy of today limits the power of unions within an organization. Priorities of businesses focus on staying in business not the threat of unions. Open communication between businesses, employees, and labor relations is vital to the strategy of any company. This paper will define union and labor relations and the affect on organizations. This paper will also observe the effect of changes in employee relations strategies, policies, and practices on performance.
Labor unions have a long and colorful history in the United States and this report will discussed part of the past and present of them. For some people they disturb and organize crime, but for others, labor unions represent solidarity among the working classes, bringing people together across many professions to lobby for better rights, wages, and benefits. (http://money.howstuffworks.com/labor-union.htm) The labor relations process involves managers, who represent the ownership interest and the labor organization (unions) designated as the exclusive bargaining agent representing the interests of a group of employees engaged in the joint determination and administration of work rules. Union representation of employees’ interests is not automatically
CT257- Understand Employment Responsibilities and Rights In The Health, Social Care Or Children And Young People Settings 1.1- List The Aspects of Employment Covered By Law Employment law cover aspects like discrimination within the workplace, ensuring that employees or employers cannot be discriminated against due to their race, age, gender, sexual orientation or any protected characteristic. Other aspects include: * Minimum wage * Hours worked * Health and safety * Holiday entitlements * Redundancy and Dismissal * Training * Disciplinary Procedures * Union Rights 1.2- List The Main Features Of Current Employment Legislation * Employment Rights * Equality and Discrimination * Health and Safety 1.3- Outline Why Legislation Relating To Employment Exists It exists to protect the rights of employers and employees by providing rules and regulations that must be followed. Everything in a job has legislation or a policy for it. The main things are: * Contracted Hours * Paid holidays * Safety Protection * Legal Age For Employment 1.4- Identify Sources And Types Of Information And Advice Available To Relation To Employment Responsibilities And Rights Sources Include: * Contract * Handbook * Policy Documents * Terms And Conditions * Statement Of Purpose * Job Description * Internet Sites * Books/Brochures 2.1- Describe The Terms And Conditions Of Own Contract Of Employment The terms and conditions of own contract of employment relates to a piece of legislation called “The Employment Rights Act 1996”. Own contract tells you the hours you work and any planned overtime.
The most qualified should be hired to fill the position. | * Disability discrimination follows the same legal principles as gender discrimination. The company violated company policy, Title VII, and the guidelines of the EEOC. Disability discrimination includes a variety of physical and mental impairments that prevent employers from hiring someone. * The Americans with Disabilities Act of 1990 protects people with disabilities from wrongful employers.
Tattoos and body piercings in a workplace 1 When you are working in any public place it is always nice to make your first impression a lasting one. Depending on your job all depends on how tattoos and body piercings will fit in workplaces of all kinds. While that people should have the right to have them, being hired or working with the public tattoos and body piercings in a work place is being more looked upon as a way of not hiring you. When going to work or applying for a job in today market, it is offensive to other people and they judge you based on your looks. Legal issues around company policies are getting more stricken on how and what you look like in the public eye.
Because moving these elevator buttons are not in anyway significant difficulty or expense it is not an “undue hardship” but a “reasonable accommodation”. The company has violated the Americans with Disabilities Act. In all of these cases the employer violated the rights of their workers according to the laws set. Employees can rely on these acts to always be there to protect them and help them stand up for their rights. In each of these situations the employees would be able to filed formal complaints against these companies, and in each case the employee would