...DanIndia: Case Study Table of Contents 2. Procedure 4 3. Findings 5 3.1 Health and Safety 5 3.1.1 Employers Responsibilities 5 3.1.2 Employees Responsibilities 5 3.2 Working Practices 5 3.2.1 Legislation: Part Time Workers Regulations 2000 6 3.2.2 Legislation: Employment Rights Act 1996 6 3.3 Equality and Diversity 7 3.3.1 Equality Act 2010 7 3.3.2 Internal Working Relations: Race Relations Act 7 3.4 Recruitment and Selection 8 3.4.1 External Working Relations: Sex Discrimination Act 8 4. Conclusions 9 5. Recommendations 10 5.1 Health and Safety 10 5.2 Working Practices 10 5.3 Equality and Diversity 10 5.4 Recruitment and Selection 11 6. References 12 7. Bibliography 13 1. Terms of reference This report has been written by Lisa Milligan referring to the DanIndia Case Study. It is to be submitted to lecturer Anne Marie Clleland on Friday the 16th of January 2016. 2. Procedure The information for this case study had been gathered by the following: • Books • Internet • Interviews • Journals 3. Findings 3.1 Health and Safety DanIndia have had a number of incidents which have highlighted weaknesses in the company’s current Health and Safety procedure. Together, staff and management have decided to receive training regarding Health and Safety legislation. The company believe that this training would prevent carelessness, therefore DanIndia would not unintentionally break the law. There are three sources of Health and Safety Legislation...
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...members of their communities, workers now need greater flexibility than they once did. Yet good part-time or flex-time jobs remain rare. Whereas companies have embraced flexibility in virtually every other aspect of their businesses (inventory control, production schedules, financing), full-time workers’ schedules remain largely inflexible. Employers often demand workers be available around the clock. Moreover, many employees have no right to a minimum number of sick or vacation days; almost two thirds of all workers – and an even larger percentage of low-income parents – lack the ability to take a day off to care for a family member.2 The Family and Medical Leave Act of 1993 finally guaranteed that workers at large companies could take a leave of absence for the birth or adoption of a baby, or for the illness of a family member. Yet that guaranteed leave is unpaid. Many businesses are finding ways to give their most valued employees flexibility but, all too often, workers who need flexibility find themselves shunted into part-time, temporary, on-call, or contract jobs with reduced wages and career opportunities – and, often, no benefits. A full quarter of American workers are in these jobs. Only 15 percent of women and 12 percent of men in such jobs receive health insurance from their employers.3 JUNE 2005 A number of European countries provide workers the right to a part-time schedule and all have enacted...
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...April, 2013 Abstract Labor Laws and Unions were established to protect the employees in an organization through maintaining his or her rights under law. The Clayton Act was established in 1914, which stated that employees had the right to join a union. Many laws have been passed since then to protect the rights of the organization’s and its unions. The United Parcel Service (UPS) is the largest employer of the Teamsters Union under the Package Division ("Teamsters package division,"). UPS is an excellent example of the benefits of joining a union it processes and its negotiation power. Benefits to Joining a Union There are many benefits to joining the United Parcel Service (UPS) Teamsters Union. According to the Teamster’s Package Division newsletter, the division represents package car drivers, air drivers, feed drivers, part-time loaders, unloaders, sorters and clerks ("Teamsters package division,"). Joining the Teamsters union offers opportunity for workers to receive better pay, benefits and improved working conditions. In 1997, the Teamsters union represented UPS when they went out on strike to receive better wages for part-time employees and to keep control over the union employee pension fund. The strike lasted 15 days and the outcome was in favor of the union and the employees. The company increased the wages of part-time and full-time employees, upgraded part-time positions to full-time and gave the union continued control over the pension funds ("Ups strike: Package...
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...As the contract is a mutual agreement signed copies should be kept. As permanent contracts are for an indefinite period the employer is obliged to add some flexibility into the contract such as working hours, employee benefits, maternity, paternity, pay rules and also details should they change working hours or location. A permanent employee could be employed in either a full time or part-time capacity and the hours agreed will be written into the contract. Temporary: This refers to an employment situation where the working arrangement is limited to a certain period of time based on the desire of the employer, the temporary worker is hired to assist employers to meet business demands but allows the employer to avoid the cost of hiring a permanent employee, it’s usually the employer that benefits from employing temporary workers. Temporary workers can also be employed on a full time or part time basis dependant on the employer’s requirements. Temporary employees rarely receive any benefits from the employer or the job security afforded to permanent employees, a temporary assignment can end at any time depending on the employer’s needs. Fixed Term: This is a contract with a start and end date fixed term workers are often employed to cover a leave of absence from the...
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...getting slashed. It used to be a wide known fact that public sectors employees earn less than private sector employees, but in the public sector you earn better benefits and have better job security. This is no longer the case as Republican led legislators are fighting to cut public sector benefits and the right of public sector employees to collectively bargain. Public sector unions are still very strong, and the union members need to trust these unions to bargain for them. To put the union topic in perspective, back in 1974, most of the biggest unions--except for the National Education Association--were private-sector unions. However, by 2007, most of the biggest unions were public-sector union. Second, both the biggest union in 2007 (the NEA) and the fifth-biggest union in 2007 (the UFCW) were substantially larger than the first- and fifth-biggest unions in 1974. This trend has shifted as we see almost no private sector unions, and the ones in the public sector constantly under attack. Throughout this paper, I will argue for the need for public sector employees to be allowed to strike as part of the negotiation process. I will also go over the history of collectively bargaining laws, how they apply to the public sector, and talk about unions in general throughout the process. Background There is an inherent level of conflict between employers and employees. This clash is a result of employees seeking higher wages and job security with the employers trying to turn...
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...employment responsibilities and rights in health, social care or children and young people’s settings Unit number: 201 Unit reference: R/602/2954 Produce an employee document/handbook that has information on Employee Rights And Responsibilities. Your document should consist the pointers outlined below. 1 statutory responsibilities and rights of employees and employers Rights at work Your rights at work will depend on:- Your contract of employment cannot take away rights you have by law. So if, for example, you have a contract which states you are only entitled to two weeks' paid holiday per year when, by law, all full-time employees are entitled to 28 days' paid holiday per year, this part of your contract is void and does not apply. The right you have under law (to 28 days' holiday in this case) applies instead. If your contract gives you greater rights than you have under law, for example, your contract gives you six weeks' paid holiday per year, then your contract applies. There are special rules about the employment of children and young people. Statutory rights Statutory rights are legal rights based on laws passed by Parliament. Nearly all workers, regardless of the number of hours per week they work, have certain legal rights. There are some workers who are not entitled to certain statutory rights Sometimes an employee only gains a right when they have been employed...
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...Different Perspectives Of Employment Relations For the employment relations, there is complicate and compelling area of study which involves relationships with employees, employers, trade unions and government on a regular basis. At the same time, there are three perspectives which are unitarism, pluralist and radical, each offers a special perception of workplace relations and explain the actions, statements and employers behaviours and trade unionists, such as workplace conflict, role of unions and job regulation vary differently. Based on the UK employment relations structure, the essay will analysis which perspectives appropriate for employee relations in the UK. Unitarist pespective The unitaty perspective is based upon the assumption that the organisation is, at the same time, the unitary perspective organisation can be as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff are all share a common purpose, emphasizing mutual cooperation(Naukrihub, 2007) and they have a set of common values, interests and objectives. Furthermore, unitarism has a paternalistic approach where it demands on all employees loyalty, being predominantly managerial in its emphasis and application. For unitary perspective, there are two important implications stemming from this. The first one is that conflict as the expression of employee dissatisfaction and differences with management is perceived as an irrational activity....
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...------------------------------------------------- Employment Law Assignment 1 June 22, 2016 June 22, 2016 Employment Law: Assignment 1: Question 1: (A)(i) Maternity Leave Employee’s that become pregnant, are entitled to take maternity leave. This entitlement, extends to all female employees, regardless of how long they’ve worked in the organisation, or number of hours worked each week. It is possible to avail of further unpaid maternity leave. The Maternity Protection Act 1994, provides statutory minimum entitlements in relation to maternity at work, including maternity leave. Pregnant female employees, are entitled to 26 weeks’ maternity leave, with 16 further unpaid maternity leave. Entitlement to pay, and superannuation during maternity leave, depends on the terms of the contract of employment. Employers are not obliged to pay women on maternity leave. Maternity Benefit, which is a Department of Social Protection payment, may be paid if the person has sufficient PRSI contributions. An employee’s contract could provide for additional rights to payment during the leave period. An example of this is, the employee could receive full pay less the amount of Maternity Benefit payable. (ii) Parental Leave The Parental Leave Act 1998, allows parents to take parental leave from employment in respect of certain children. Since 8 March 2013, the amount of parental leave available for each child amounts to a total of 18 working weeks per child...
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...employee, a worker and self-employed. An employee can be part-time, full-time, permanent or temporary. They will work under a contract of employment which can be written or verbal. They have full rights. All employees will be workers but not all workers are employees. Workers do still have some rights. Workers will be working under various contracts. Workers do have part rights. This is one of the main reasons it is important to clarify someone’s employment status. An individual who is self employed will work for themselves rather than working for an employer. The main difference is that they have no rights and you as an employer will not be responsible for paying their tax or NI contributions. It is key to clearly determine an individual employment status for several reasons. As different employment statuses have different rights and entitlements such as holiday pay and enrolment in a pension scheme for employees which a self employed individual wouldn’t be entitled too. It is also important for someone to know where they legally stand so there is no breakdown in trust between two people which may lead to demotivation. It is very important for employees to get a good work life balance as this will reduce employee stress which in turn will cut down staff sickness rates and save the company money. The happier our staff are the more efficiently they will work. This will increase our productivity and profit. All employees are entitled to a minimum of 28 days (5.6 weeks) paid statutory...
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...working provision – employers’ policies and practices Formal/informal flexible working arrangements Flexible working and the law Right to request flexible working Flexible working regulations and tribunal claims Access to and uptake of flexible working among employees Employee perceptions of the flexible working arrangements provided by employers Uptake of flexible working Flexible working uptake, by size of organisation worked for Flexible working uptake, by seniority of employees Employees that would like to work flexibly if given the opportunity Benefits of flexible working Benefits of flexible working: employees Satisfaction with work–life balance and employee engagement Satisfaction with work–life balance support Barriers to introducing flexible working Flexible working trends Background to the report Conclusions 2 4 7 9 10 14 15 15 16 18 18 18 21 22 24 25 27 30 33 34 Flexible working provision and uptake 1 Summary of key findings Background to the survey This report is based on survey responses from more than 1,000 employers and 2,000 employees. The employer survey is weighted to be representative of industry in the UK in relation to size, sector and type of business. The employee survey is weighted to be representative of the UK workforce in relation to sector and size (private, public, voluntary), industry type and full-time/part-time working by gender. Both surveys were conducted in early January 2012. Flexible working provision – employers’ policies and practices...
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...priority is given to most senior employees. * High turnover rate among CSA’s. * Due to high turnover, recruitment is ongoing and takes up most of the Human resource Advisors time. * Most of the CSA are students or young people in their twenties. * During exit interviews, two main reasons for leaving the company is the work don’t meet their expectations or they don’t feel there is any opportunity for promotion within the organization. Primary /Root Problems Absence of Core workforce or Full time workers. Since most of the CSA’s employed are part time because maximum hours given to each employee is 35 hours or minimum of 15 hours so it clearly shows that most of them are working part time. Part time workers won’t be given the benefits or the perks that would motivate them to work or remain in the organization so I think drawback of hiring part-time workers is their lack of commitment relative to full-time workers. Full-time workers rely on the consistent income and benefits typically buy in to the organization more strongly and feel a deeper attachment. Part-time workers usually have less commitment because they spend less time at the company and find it easier to leave because of the lack of full-time income and benefits. So since employees have nothing attractive to work for in the organization so there is high turnover. Though part time workers offer flexibility, they won’t have the loyalty and commitment full time employees would have. Poor match between...
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...the financial relationships in a company. Shareholders are considered partial owners of an organization, although business owners retain majority ownership. Employees work for companies and receive wages for their job performance, but do not own any part of the company unless they purchase stock or acquire it through benefits. (Shareholder Rights When investors buy shares of a company’s stock, they acquire ownership rights to the organization. However, shareholder ownership rights are usually limited. A corporation’s bylaws outline the specific rights of shareholders. In most cases, shareholders acquire rights to vote in members of a corporation’s board of directors, and to vote on certain issues that impact the organization. The voting power of shareholders is dependent on the number of individual shares owned. Shareholders possess certain rights to a company’s assets and dividends. If a company goes bankrupt, a bankruptcy court may award shareholders the rights to receive money from the liquidation of the company’s assets. Importance of Shareholders Companies depend on shareholders to buy their stocks to raise money for growth, research, development and marketing. The importance of shareholders to a business causes some managers to cater to the desires of shareholders without considering how they affect employees. In some cases, shareholders can pressure firm directors by refusing to reelect them, effectively excluding employee interests. Shareholders who exercise their...
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...Nesco Resource, she stated that finding good employees is one of their biggest issues these days. Employees working for staffing agencies are in a unique position compared to clients they work for. This is due to they can work this client of the staffing agency and if they do not like the job or have an issue they have choices such as asking the agency to fine them something else. I have researched some recruiting options that I think would help assist Nesco in their recruiting process. Recruitment What is recruiting or recruitment? It is the act of getting of recruits (employees). Recruiting good qualified talent is a challenge. It also described the process that a company uses to find the qualified candidate to fill the positions within their company. Even with today’s recession, it is difficult to fill certain types of jobs which make the jobs of the recruiters extremely hard. Human Resources are always a challenge because of the job itself due to having to deal with human beings. People are not predictable and finding that right person for the first job at the right time is not exactly science. This makes recruitment much more interesting treadmill. You find out that sometimes it works and sometimes it doesn’t. With staffing agencies, I know that we find out that it does not work out way more than we like. It feels like sometimes it is never ending and seems like we can not get ahead at times which is part of the process. Recruiting Strategy &...
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...relations are Organisational Culture Each Organisation and company has its own culture. Company culture consist of many things, how managers relate to their employees. It also shows how employees are treated. For instance how the company rewards its employees creates an enviornment of loyality and high morale. The company which embraces the attributes of employees tend to improve employment relationship between managers and employees. Wages: is the significant factor influencing employee relations. When company provides employees with pay that are above the market standards employee feel value and employee relations run smoothly. External Factors Family Life Employee’s family life can have a direct impact on their behavior, if there’s a conflict in the family life, it can affect the employee’s relation with the colleagues, they may respond negatively to criticism at work. Economic Environment Economic climate, interest rates, pay cuts and redundancies are few of the factors that affect employee relations. Employee’s worry about the job cuts and losing their colleagues puts extra strain on the morals. ------------------------------------------------- 1.2. Explain Different types of employment status The scope of this easy is to discuss three types of employment status. Permanent employment is full time, salaried position with a contract to work the minimum amount of 36 hours each week. A permanent contract is a contract without an ending date. Most workers are...
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...Are Ethics Laws in the Federal Government a Violation of Constitutional Rights? Abstract The paper explores the United States Government’s efforts to put in place laws that guide the ethical behavior of its civil service employees. From the founding of the nation, ensuring ethical behavior by government employees has been a recurring theme, and legislation, laws, and executive orders have been implemented at each stage of our government’s growth to guide federal employees in the ethical administration of their duties. However, at what point do the laws become too restrictive on the very citizens who have sworn to uphold our nation’s democratic values? A history of legislation, laws and executive orders is given along with the eventual backlash of court cases and demands for reform based on constitutional rights. For purposed of brevity, this analysis will focus on federal employees. Are Ethics Laws in the Federal Government a Violation of Constitutional Rights? Over two hundred years ago, with regard to ethics in the federal government, Thomas Jefferson wrote the following words “The right of any officer to give his vote at elections as a qualified citizen is not meant to be restrained, nor, however given, shall it have any effect to his prejudice; but it is expected that he will not attempt to influence the votes of others, nor take any part in the business of electioneering, that being deemed inconsistent with the spirit of the Constitution and his duties...
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