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1.Statutory rights and responsibilities.
Question One.
The main features of legislation relating to contracts of employment include; * To protect the employer and the employees’ rights and responsibilities. * That the contract is to come into force as soon as a complete offer has been made and accepted, even if the agreement has been made verbally. * They must contain a written statement of the key terms and conditions of their employment within two months of starting work. * Contract may be open-ended (permanent) or fixed term (temporary). * Changes to employment contracts must be made following procedures to protect the employee from any unfair treatment, * If an employee’s contract is terminated, this must be done following all rules and rights which protect the employee and employer. * The contracts should include codes of practice to manage any conflicts between an employer and employee. * Any employee, who believes they have been mistreated or unfairly dismissed, has the right to take their case to a Tribunal, as long as certain rules are met about how long they have been employed.
Question Two.
The main features of legislation relating to anti-discrimination provisions are; * Employers and employees have the right to not be discriminated against on the grounds of age, disability, gender, race, religion or belief, or sexual orientation. * Anti-discrimination provisions are there to protect an employee from victimisation from the employer. * Employees have the right to equal pay whether they are female or male and this covers not just the pay but also all terms in the contract. * A disabled person, under the Equality Act 2010, is defined as one who ‘has a physical or mental impairment which has substantial and long-term adverse effect to his ability to carry out normal day to day activities’. * Employers have the responsibilities to make any reasonable adjustments in the work place and working
Question One.
The main features of legislation relating to contracts of employment include; * To protect the employer and the employees’ rights and responsibilities. * That the contract is to come into force as soon as a complete offer has been made and accepted, even if the agreement has been made verbally. * They must contain a written statement of the key terms and conditions of their employment within two months of starting work. * Contract may be open-ended (permanent) or fixed term (temporary). * Changes to employment contracts must be made following procedures to protect the employee from any unfair treatment, * If an employee’s contract is terminated, this must be done following all rules and rights which protect the employee and employer. * The contracts should include codes of practice to manage any conflicts between an employer and employee. * Any employee, who believes they have been mistreated or unfairly dismissed, has the right to take their case to a Tribunal, as long as certain rules are met about how long they have been employed.
Question Two.
The main features of legislation relating to anti-discrimination provisions are; * Employers and employees have the right to not be discriminated against on the grounds of age, disability, gender, race, religion or belief, or sexual orientation. * Anti-discrimination provisions are there to protect an employee from victimisation from the employer. * Employees have the right to equal pay whether they are female or male and this covers not just the pay but also all terms in the contract. * A disabled person, under the Equality Act 2010, is defined as one who ‘has a physical or mental impairment which has substantial and long-term adverse effect to his ability to carry out normal day to day activities’. * Employers have the responsibilities to make any reasonable adjustments in the work place and working