TMA 1 DB123 You and your money. Part A a) In the 2000 column the cells add up to 100% because the sample of the survey is the total of people participating on the survey. b) For the year of 1998 the total adds up to 99% the reason for this it could be because the enquired population didn’t have the same number used an the following years. c) The total of the percentage of children living in families with at least 2 children are of 74% ‚ including the 58% of children living with married/cohabitating
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Many employers now require that employees‚ as a condition of being hired‚ sign employment contracts that contain non-compete or non-solicitation provisions. A non-compete provision prohibits the employee from starting a business in competition with their current employer (or perhaps also prohibiting the employee from going to work for a close competitor). A non-solicitation provision prohibits the employee from contacting the customers of the employer in hopes of taking their business away from the
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Employers Liability and breach of statutory duty Employers liability have both a common law and statutory aspect. Common law = found in tort of negligence. Duties are only owed to employees. Not owed to IC and visitor’s (Occupiers liability) Common Law Basic duty owed at common law by an employer to an employee is founded on the tort of negligence. Authority derives from: Wilsons and Clyde Coal v English [1938] AC 57 Employers have the duty at common law to take reasonable
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Trojan War‚ in Greek legend‚ famous war waged by the Greeks against the city of Troy. The tradition is believed to reflect a real war between the Greeks of the late Mycenaean period and the inhabitants of the Troad‚ or Troas‚ in Anatolia‚ part of present-day Turkey. Modern archaeological excavations have shown that Troy was destroyed by fire sometime between 1230 bc and 1180 bc‚ and that the war may have resulted from the desire either to plunder the wealthy city or to put an end to Troy’s commercial
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Employer Branding and its Effect on Organizational Attractiveness via the World Wide Web: Results of quantitative and qualitative studies combined Paper presented at the 4th International e-HRM Conference “Innovation‚ Creativity and e-HRM” 28-29 March 2012‚ Nottingham Trent University‚ UK Tanya Bondarouk1 University of Twente School of Management and Governance Department of Operations‚ Organization and Human Resources 7500 AE Enschede‚ The Netherlands Email: t.bondarouk@utwente.nl Huub
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Planning Your Vacation INTRODUCTION Imagine getting away from the monotony of your everyday life. You can lie on the beach sipping a cool drink miles away from your worries of getting a paper done or helping a customer at work. You can be on top of a mountain overlooking beautiful lands that are different from your own backyard. Half of the class has taken a vacation less than five times in their lifetimes‚ but let’s face that most of those probably included those little family vacations to Disneyland
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falling over each other to recruit the best talent and employees hop jobs for just a few thousands rupees‚ employers need to stand out in the crowd. That’s why e-branding is increasingly seen as the single-most important factor influencing the selection of an employer by a potential employee. “What employment branding helps in doing is increasing the perception of a company as a potential employer of choice thereby not only reducing attrition but also increasing the pool of available talent. Also‚ most
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efficiency. In the long term it could be substantially better‚ because you build based on the 80% of people that are there on any given workweek‚ rather than for the full workforce. Smaller buildings = less energy use‚ in addition to the fewer resources used to put the building up in the first place. 3. Drew Miller says: July 28th‚ 2009 at 2:34 pm Why not just stagger the workweeks on a building-by-building basis‚ so you get the energy efficiency and the traffic efficiency? You’d also
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Discrimination * Health and safety * Holiday entitlements * Redundancy and dismissal * Training * Disciplinary procedures * Union rights and consultation‚ etc. these apply to all Work environments. . Labour law covers the deal between employee and employer. Health and safety laws cover the work conditions‚ and minimum wage and other laws set basic compensation levels Human rights law The rights contained in the Human Rights Act are: • The right to life • The right not to be tortured or treated
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Unit 1 Assignment Understanding Employment Rights and Responsibilities Contracted terms and conditions of employment This is an agreement between me and my employer that states my duties and responsibilities within my work role‚ the conditions of my employment and my rights. The contract should include the name of my place of work‚ the amount of hours I am contracted to weekly and my hourly rate of pay. It should also explain what is expected from me whilst at work. Information that needs to
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