The Implications of the Regularity Framework for the Process of Recruitment and Selection

Topics: Discrimination, Employment, Minimum wage Pages: 5 (1473 words) Published: January 1, 2013
The Implications of the Regularity Framework for the Process of Recruitment and Selection Business recruitment and selection has a set of legislation that businesses need to meet in terms with, as recruiting is an essential part of any organisation. There are legal and ethical frameworks; ensuring the process of job vacancies is fair and that everyone has the equal chance to be employed. National Minimum Wage

The National Minimum wage is the minimum amount per hour set by the government that most employees are entitled to be paid; recommended by the Low Pay Commissioner. There are exceptions to the amount of money and specific rates given to the workers aged 16 and 17; 18 to 21 and 22 or over. These are the current minimum rates that must be paid, unless employers choose to pay more.

* £6.19 – an hour for workers aged 21 and over
* £4.98 – an hour for aged 18 to 21
* £3.68 – an hour for workers aged 16 to 17 above school leaving age but under 18 * £2.65 – an hour for apprentices for their first year of their apprenticeship

Employees who are not being paid the minimum wage can contact the Pay and Work Rights Helpline to report their employer. Callers can give name or call anonymously.

Data Protection Act 1998
Date Protection Act 1998 intends to protect every employee’s (anyone who applies for a job) right to privacy in relation to their personal data; personal information such as their address, date of birth, pay, bank details, training record or references. Every individual’s information can only be stored if they give consent or if it is necessary. An individual has the rights under the Act to:

* Look into the information.
* Correct any Incorrect information
* Stop information being held about them.
* Stop information being passed on for marketing purposes. The Data Protection Act provides a balance between the individual and the interests of an organisation. Employment Act 2002 and 2008 & Work and Families Act 2006 The Employment Act in 2002 introduced provisions concerning a set of aspects within the employment law. It is designed to help parents to be able to have a flexible working arrangements and the monitoring of equal opportunities, including the rights to maternity and paternity pay The Work Families Act 2006 improved aspects of the Employment Act 2002 by extending some legislation for employees and families. Includes: * Extended maternity pay from six months to nine months.

* Extended rights for carers of adults to have flexible working hours. * Extended paternity pay
* Improved planning and other measures for employers to deal with planned leave * Communication improved between employers and employees during maternity leave

Employment Act 2008 enhanced aspects of the employment law that already existed. Changes Includes: * Enforcement of minimum wage
* Trade Union can ask members to leave because they are a member of a political party * The age of children for which parents can ask for flexible working is now up to 16 years of age * The way disputes are resolve

* Holiday pay entitlement
European Working Time Directive
European Working Time directive introduced the working time limits. The maximum working week of an adult worker is 48 hours – usually averaged over 17 weeks. The workforce agreement also provides:

* Restrictions on the maximum length of nightshifts
* Rest periods
* Annual Leave of four weeks
In order to avoid any disputes, Employers must keep records of how many hours an employee has worked. The working time limits are not applied to you:
* If you have a job where your working time cannot be measured or determined by you e.g. managing executives with control over their own decision * If you are in the armed forces, emergency services and police * If you work in a private household as a domestic servant * If you work in the certain...
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