Supporting Good Practice in Managing Employment Relations

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Supporting Good Practice in Managing Employment Relations

Guidance Leaflet

This leaflet is to ensure the Company complies with relevant employment law from recruitment stage through working life of the role to the end of role.

The first part is about recruitment & selection

Guidance Leaflet
Two internal and two external factors which can impact on employment relationships are: * Internal you need to make sure your job description and job specification is correct, it complies with all the employment laws and is none discriminating there is an appropriate timescale for applications to be received and the deadline isn’t changed and no application are accepted after the deadline then that the selection process is fair and again is non-discriminating making sure you stick to the job specification throughout the process and that you record feedback for those who require or ask for it . * External you have to think about the job advertisement how much it will cost, were you would put it for how long, that it complies again with all the employment laws and is non discriminating that the advert is in plain text that there are no abriviations or jargin that could stop people applying and maybe have it available in other languages if possible, also once offer has been given and accepted you need to make sure the offer and contracts are all written correctly and all the information is correct and what you have offered them verbally and that you retain a copy of the letter and contract with the interview packs and that the non successful candidates are informed and given clear feedback and none discriminating and if required a copy sent to them. 3 different types of employment and reasons why it is important to clearly determine an individual’s employment status:- * Full Time- Work for the business under our contract and following out T&C * Agency- Temporary workers, short term contracts

* Contractors- Owns own company or works for another consultancy firm not covered by our contracts Reasons
Employees gain benefit from a number of statutory rights, such as protection with regard to unfair dismissal, the right to maternity leave and the right to parental leave * Employees are subject to the unwritten general obligations implied into all contracts of employment * When employees, rather than self-employed persons, are engaged, employers are required by statue to deduce tax under Schedule E as well as social security contributions. In addition NIC to protect against personal injury claims * Vicarious liability – applies to employees but not self-employed Distinguishing employees from other types of worker

* Outsourcing
* Fixed term or indefinite contract
* Part-time
* Covered by less favourable treatment
* Detriment and dismissal
* Many internal and external factors influence the employment relationship * Employment status is the base for all employment law

http://www-users.york.ac.uk/~aew6/Courses/People%20and%20Quality/peoqa.html

Employee rights during employment
Employee rights during employment

Working Time
* Working Time Regulations (1998)
The major rights they include are as follows:
* A working week limited to a maximum of 48 (averaged over 17 weeks) * Four weeks paid annual leave per year (in addition to bank holidays) * A limitation on night working to eight hours in any one 24-hour period * 11 hours rest break in any one shift of employment

* An uninterrupted break of 24 hours in any one seven-day period * A 20-minute rest break in any shift of six hours of more * Regular free health assessments to establish fitness for night working Maternity

* Time off for ante-natal care – must be allowed if appointment advised by doctor or other * Should be paid time off
* Ordinary maternity leave (26 weeks) and additional maternity leave (26 weeks), calculated as being periods before and after the...
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