Guidance Leaflet: Supporting Good Practice In Managing Employment Relations
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 …show more content…
* Ordinary adoption - two options * Additional * Premature ending
Time off for dependants * Section 57A ERA 1996 – entitled to reasonable time off * Provide assistance when dependant fall ill, gives birth or is injured or assaulted * Make arrangements for the provision of care on the above * in the consequence of death of a dependant * Because of unexpected disruption or termination of arrangements of care * To deal with an incident that involves a child of the employee
National Minimum Wage & Equal Pay * The gross amount of wages or salary * The amount of any variable or fixed term deductions and the purpose for which they are made * The law gives a woman the right to be paid the same as a man (and vice-versa)
Pay and Sickness * In the absence of an express term in the contract of employment, the correct approach to determining whether there is an obligation upon the employer to pay wages to an employee absent through sickness is to look at all the facts and circumstances to see whether such a term can be implied * The Social Security Contributions and Benefits Act 1992 and SSP Act 1994 make employers responsible for paying SSP within the
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 …show more content…
* Ordinary adoption - two options * Additional * Premature ending
Time off for dependants * Section 57A ERA 1996 – entitled to reasonable time off * Provide assistance when dependant fall ill, gives birth or is injured or assaulted * Make arrangements for the provision of care on the above * in the consequence of death of a dependant * Because of unexpected disruption or termination of arrangements of care * To deal with an incident that involves a child of the employee
National Minimum Wage & Equal Pay * The gross amount of wages or salary * The amount of any variable or fixed term deductions and the purpose for which they are made * The law gives a woman the right to be paid the same as a man (and vice-versa)
Pay and Sickness * In the absence of an express term in the contract of employment, the correct approach to determining whether there is an obligation upon the employer to pay wages to an employee absent through sickness is to look at all the facts and circumstances to see whether such a term can be implied * The Social Security Contributions and Benefits Act 1992 and SSP Act 1994 make employers responsible for paying SSP within the