...The family medical and paid leave is offered in Europe and the United States. many people and business have to qualified for such labor and job protection on their job. this is for the family health paid and unpaid leave. this lead to investment and wages gap. europe and United State that that share a relationship of paid and family lead. Maternity and paternity lead is very important in both countries. the pay is up to the employer. Maternity can be bad for women in the United States. Especially if they are on the unpaid list. in both states, they required the best offered. The new father has been giving to received paternity leave because of their great skills in another country across the sea. such as Germany does not offer it. when the...
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...Paternity Leave Act of 1996 REPUBLIC ACT NO. 8187 AN ACT GRANTING PATERNITY LEAVE OF SEVEN (7) DAYS WITH FULLPAY TO ALL MARRIED MALE EMPLOYEES IN THE PRIVATE AND PUBLIC SECTORS FOR THE FIRST FOUR (4) DELIVERIES OF THE LEGITIMATESPOUSE WITH WHOM HE IS COHABITING AND FOR OTHER PURPOSES002E Be it enacted by the Senate and House of Representatives of the Philippines in Congress assembled: SECTION 1. Short Title. - This Act shall be known as the "Paternity Leave Act of 1996". SECTION 2. Notwithstanding any law, rules and regulations to the contrary, every married male employee in the private and public sectors shall be entitled to a paternity leave of seven (7) days with full pay for the first four (4) deliveries of the legitimate spouse with whom he is cohabiting. The male employee applying for paternity leave shall notify his employer of the pregnancy of his legitimate spouse and the expected date of such delivery. For purposes, of this Act, delivery shall include childbirth or any miscarriage. SECTION 3. Definition of Term. - For purposes of this Act, Paternity Leave refers to the benefits granted to a married male employee allowing him not to report for work for seven (7) days but continues to earn the compensation therefor, on the condition that his spouse has delivered a child or suffered a miscarriage for purposes of enabling him to effectively lend support to his wife in her period of recovery and/or in the nursing...
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...1 ( 1.1) internal and external factors which impact on the employment relationship Unions try to obtain a higher wage for their members than would be offered in the absence of the union which results in workers taking a greater share of profits at the expense of the firm. This monopoly of unions might lead to deteriorating employee relations where it leads to management adopting anti-union strategies, intensifying conflict, while the union mobilization needed for the union to have monopoly power may lead to anti-management views on the part of the workforce. Pay bargaining may have similar effects in the public sector where wage demands must be satisfied, along with competing claims for resources, from fixed budgets set by officials. On the other hand, unions can lead to improved employment relations through effective communication between management and employees and the resolution of employee grievances. Quits are lower where unions are present and where unions are stronger supporting the idea that effective union voice reduces employee exits and therefore contributes to stability in employment relationships. Diversity in the workforce is normally regarded as a positive for companies that manage it effectively as enhances customer relations, creativity, flexibility and innovation and development, however if not well managed, significant differences in ethnicity, race, religion, gender and other individual traits can produce negative effects. If you have...
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...on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of time. For example, it may have become normal to allow staff to go home early on Christmas Eve and a court might decide that this has now been included in your contract of employment by custom and practice. For customary ways to become contractual a court would have to determine whether custom and practice has met the following conditions: a) It must be widely known and almost...
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...Swedish Daddies Tonya McKenzie Professor Swinney Strayer University February 20, 2015 Abstract This paper explores the balance between career and family life. Whether we believe the mindset of corporate America is conducive to the type of work and family arrangement that is suitable. Then explain reasons why or why not. This writer will tell whether or not the United States should require organizations to provide paid maternity leave if so, discuss whether or not the United States should assist the companies financially in this endeavor. This writer will describe the stance of the United States requiring organizations to offer paternity leave. They give rationale for the position of choice. Also state whether specialized organizational arrangements can be made for those workers wish to combine career and raising children, and give an explanation why or why not. If specialized organizational arrangement should be made for the workers, explain the steps that an organization can take to accommodate them adequately with their parental needs. Lastly, state whether a firm should be obligated to give employees flexibility to work out a particular career and family balance that is right for them. State whether this is far beyond the social responsibility of the organization, then justify the response. Swedish Daddies Today, we value family and career. Although women have yet to attain full worth at the highest levels of business, they compose nearly half the United States...
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...on the employment relationship. Two internal factors are: 1) Collective agreements between an employer and recognised trade union Collective agreements can be an important factor in determining and influencing an individual employee’s terms and conditions of employment. An employer who, for example, has agreed to negotiate with a union the terms and conditions of employment for particular grades of staff will apply the relevant provisions of the collective agreement to staff in that grade, irrespective of whether they are union members or not. In law, the terms of the collective agreement that are relevant to an individual employee will then be incorporated into that person’s contract of employment. Consequently, their pay, working time, holidays etc will derive from the collective agreement.[2] 2) Custom and practice In any organisation there are often ways of working, which are not written down and have evolved over a period of time. For example, it may have become normal to allow staff to go home early on Christmas Eve and a court might decide that this has now been included in your contract of employment by custom and practice. For customary ways to become contractual a court would have to determine whether custom and practice has met the following conditions: a) It must be widely known and almost...
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...Optional Unit - 3MER = 6 credits - 2000 words On final submission please enter your total word count (excluding bibliography): [pic] Learning Outcome 1: Understand the impact of employment law at the start of the employment relationship. |Assessment Criteria | |Describe the internal and external factors that impact on the employment relationship. | |Indicative Content | |Context: | |the context within which the employment relationship operates, the impact of internal and external factors. | |Think about your own organisation and consider the internal and external factors that may have an impact on the employment relationship | |Describe at least 2 external factors and explain why they have an impact | |Describe at least 2 internal factors and explain why they have an impact | | ...
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...What is shared parental leave and why it is being introduced? Shared parental leave is a new way for parents to share statutory leave and pay on the birth of a child. It replaces the current additional paternity leave regime. However, it is separate from the right to unpaid parental leave and does not replace the current maternity leave and pay regime. Similar rights apply to adoptions. The intended parents in a surrogacy arrangement are also entitled to take advantage of shared parental leave. These rights also apply to partnerships of the same sex, so references in this factsheet to fathers should be taken as including women in same-sex partnerships. This introductory factsheet relates to the shared parental leave regime which applies to England, Wales and Scotland only. The right to shared parental leave only applies to employees who fulfil the relevant eligibility criteria which are explained below. The new right allows the mother to choose to bring her maternity leave to an end at any point after the initial two week compulsory maternity leave period following the birth of the child. The parents can then choose how to split up the remaining weeks of leave between them. Shared parental leave can be taken by each parent separately or at the same time. Shared parental leave will apply to parents of children due on or after 5 April 2015 and has been brought into effect by various sets of legislation. The Children and Families Act 2014 came into force on 13 March 2014 and...
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...Content Activity Investigate resources and write a guidance leaflet which covers key points of the areas detailed below. The impact of employment law at the start of the employment relationship including: * 2 Internal and 2 external factors which can impact on the employment relationship * 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status Employee rights during the employee relationship including: * The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working * Family/parent related legal support, including maternity leave, paternity leave, adoption leave and dependents leave * 2 reasons why employees should be treated fairly in relation to pay * The main points of equalities legislation including the concepts of direct and indirect discrimination, harassment and victimisation * The concept of the ‘psychological contract’ and examples of policies and procedures which can underpin this Issues to be addressed at the termination of the employment relationship including: * The difference between fair and unfair dismissal * The importance of exit interviews to both parties * The key stages to be followed in managing redundancies and the impact of redundancy on the whole organisation The impact of employment law at the start of the employment relationship, including: * 2 internal and 2 external...
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...staggers from one p.m. to eleven fifteen, and third shift is from eleven to seven fifteen. Since we distribute medical supplies, we only get major holidays, such as Christmas, Thanksgiving, and the Fourth of July and on weekends rotate with someone on call, in case an emergency order is processed. Since this will be the field of my chosen career, and most of the decisions regarding scheduling and pay come from corporate, I do not think their mindset is conducive to the type of work and family arrangement that suits me. We are given paid vacation time with the amount dependent on the length of time you have been with the company. Along with this vacation time, we have an allotted twenty-four hours of time called a “Floating Holiday” that we can also use at our own discretion. Once all this time has been exhausted that is all we have because we are not granted any paid sick leave, even if you go to the doctor and has an excuse you are still penalized concerning your attendance. However, a lot of this depends on the company in which you work. There are companies that offer vacation pay and...
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...TASK 1 An employer’s obligations to his employee regarding pay are that an employer must administer pay, deduct taxes and pay benefits to their employees, employers must administer PAYE, National Insurance (Class 1 and 1a), Statutory Sick Pay (SSP), Statutory Maternity Pay (SMP), Statutory Paternity Pay and student loan deductions. An employer must provide employees with an itemised pay statement and pay employees with an itemised pay statement and pay employees in full at an agreed time. Employers must provide paid holidays for all workers, and pay men and women equally for equal work. Should a situation arise where an employer can not provide work they must pay ‘guarantee payments’. An employer must provide paid paternity and paid maternity leave to qualifying employees. An employer must pay employees at least the minimum wage prescribed by law. TASK 2 An employer can employ a 15 year old youth but only for certain hours and jobs. A 15 year old can not be employed in places such as a factory or industrial site. There are local bylaws which list the jobs that children can not do. These bylaws may also have other restrictions relating to working hours and conditions or require an employment permit. As an adolescent a 15 year old employee is entitled to two days rest each week and 12 hours rest in any 24 hours hour period. They must not work during school, before 7am or after 7pm, and are entitled to a break of at least 1 hour after working 4 hours. During term time a 15...
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...Your name and your employer’s name * Your job description * The start date of your employment * Your salary and salary pay date * Your hours of work * Holiday entitlements * Sick pay arrangements * Termination notice required from both parties * Information about disciplinary and grievance procedures * Pension scheme details 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...
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...There are several external and internal factors that might impact on the employment relationship such as the following examples: External Factors: 1. Given the state of the recession and how it might have affected an organisation’s finances, this has a large impact on the employment relationship i.e. due to cuts there be maybe redundancies, therefore leading to loss of jobs. 2. Another external factor that might impact on the employment relationship is the social impact. Organisations must be able to meet the demands of the business whilst managing the needs of their employees who due to social factors such as family etc. means organisations have to offer incentives such as flexible working, home-working or job sharing and other benefits such as holidays etc. in order remain competitive in order to attract candidates. Internal factors: 1. An internal factor that might impact on the employment relationship is the employment contract. ACAS notes: “A contract of employment is an agreement between an employer and employee and is the basis of the employment relationship”. ACAS also notes “A contract of employment will contain some terms such as: Statutory terms- “imposed, varied or regulated by law such as the minimum statutory notice period”. Express terms: “these are terms that have been specifically mentioned, either in writing or orally, and have been agreed by both employer and employee”. Implied terms: “these are terms that are not set out in writing or agreed...
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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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...Should Men Receive Paternity Leave Critical Thinking-PHI 210 December 8, 2012 I believe that fathers should be offered paternity leave from their companies because it gives them the chance to bond with the baby while giving mothers some time to heal and rest from having the baby. Fathers being on paternity leave also helps when the mothers is recovering or suffering from postpartum depression. It gives the mother a chance to return to work and not worry about finding or paying for child care at the moment. Fathers should have the experience the joy of feeding, bathing, clothing, crying and soothing their children. It can give the mother time to herself and the ability to take care of her personal needs, while giving fathers the chance to give a helping hand around the house. It helps when mothers are recovering or suffering from post-partum depression. Sometimes taking care of a new born can be very overwhelming and it would be nice to have help with that. Being able to take a break or even go out with friends so you can be able to enjoy some time to yourself. This can make a huge difference to a mother with a newborn. It shows that fathers are very aware of the hardship that comes along with raising a new born or children and maintaining a healthy life. Childcare can be very expensive for a new born or, so while the mothers return to work the father can take their leave and take care of the children. It also can be hard trying to find the right childcare provider...
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