...Q1 – Understand the purpose of employment regulation and the way it is enforced in practice. Explain the purpose of employment law and how it is enforced. Describe the role played by the tribunal and courts system in enforcing employment law. Include how cases are settled before and during formal legal proceedings. (1.1, 1.2, 1.3) 1.1 – Explain the aims and objectives of employment regulation Employment law dates back to the 14th century, with the first labour legislation, the Ordinance of labourers passed in 1349 and consisted of regulations and price controls issued by King Edward 111. The purpose of the legislation was to maintain wages at rates to be fixed from time to time by the Justice of the peace. The ordinance was written in response to the outbreak of the plague in England. However, it wasn’t until the early 19th century that we begin to see the first significant change in employment law, the speed of change and innovation gave ever increasing legal protection to workers. Laws are critical in every society and country, they are created to ensure fairness and justice. In the instance of employment law they aim to protect both employers and employees, promoting ethical standards and protecting human rights. This of course can be said for the purpose of all legislation. There are four main sources of English Law, they are Statute (acts of parliament), Regulations (statutory), Common Law and Codes of Practice (e.g Acas). Statute law is led by government and is made...
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... | |Recruitment And Selection | Jeff Gold CHAPTER OVERVIEW This chapter begins by providing an overview of the critical processes of recruitment and selection. It emphasizes the importance of the psychological contract in achieving positive HR outcomes and the significance of issues of power. It then goes on to consider various legal issues, forms of discrimination and recent requirements on data protection and human rights. The role of recruitment in managing diversity is considered. Recruitment is seen as an attraction process subject to variations in labour market conditions and variation of interests. The importance of a strategic view is considered to align performance requirement with roles specified in terms of skills and attitudes – often expressed as competences. e-Recruitment is also considered. Coverage of various selection methods is provided, based on a consideration of reliablity and validity issues. Chapter objectives After studying this chapter, you should be able to: □ Understand the place of recruitment and selection as a stage in the formation of the employment relationship. □ Understand the key legal requirements relating to recruitment and selection □ Explain the nature of attraction in recruitment □ Explain the effectiveness...
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...sex discrimination claims have dropped by 41% from 18,300 in 2010/11 to 10,800 in 2011/12, it continues to be the most frequent type of discrimination claim received by tribunals. Gender equality is a known problem within the UK as organisations and the UK as a whole do not view men and women with equal value and therefore have unequal treatment. Whilst employers should enforce policies that are designed to prevent sex discrimination in recruitment and selection, pay, training, promotions, discipline and grievances, this is not always the case. Although women within work is on the rise as in 2013 the female employment rate reached 67.2, which is the highest it has ever been since Office for National Statistics’ records began, the median weekly earnings for women fell from £413 to £411. This means the gender pay gap has now risen from £89 to £97 pounds a week as weekly earnings for men rose from £502 to £508. With this in mind, I am proposing to argue the fact that women are still not treated equally to men within organisations in the UK based on my three chosen chapters that are ‘The History of Women and their Rights’, ‘Gender Equality Governmental Laws and Gender Pay’ and ‘Influential Women’. Within my chapter of the history of women and their rights I will focus on the timeline of history of working women and the people who fought for the rights to get to where we are today. I will also focus on the dates of massive movements towards equality for women within the UK and...
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...Discrimination in the Workplace - Discrimination is ‘the unjust or prejudicial treatment of different categories of people, especially on the grounds of race, age, or sex.’ (Dictionaries, n.d.) Discrimination within the workplace is common and occurs across all types of employment industries, there are numerous forms of discrimination including, sex, gender, age, race, disability, and religion. Discrimination in the workplace has negative effects both for the business and individual employees; for example businesses can have a decrease in labour productivity, increase in financial costs and for employees it can cause health related implications (Paludi, 2012). It is a morale responsibility for managers to identify discrimination and use the correct discipline and remove it in order to create a legal, successful and happy workforce. ‘Discrimination based on sex, race or religion can't be tolerated.’ (Woodman, C. (2011). Sexual Discrimination – In the UK ‘twenty-five percent of female workers have experienced discrimination in the workplace. (Wires, 2013). These figures are high for a 21st century world and magnify how much of an issue this is for current managers. However, considering all women only gained the right to vote in 1928 (Myers, 2013) this is an improvement. A change in legislation was put in place to combat the issue in 1975 The Sexual Discrimination Act, ‘created to render unlawful certain kinds of sex discrimination and discrimination, promoting equality...
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...How gender is related to disadvantage in the UK Introduction Gender is the socially ascribed and constituted version of what is thought of as ‘masculine’ and ‘feminine’, and the relations between (Olsen et al, 1990). From time in memorial gender inequality has been a prevalence social hitch and has largely been practiced towards women around the world effecting different aspects of their life. The aim of this essay is to discuss how gender inequalities have evolved in recent decades in the UK. To achieve this, I will commence by presenting a historical insight into gender inequality, identifying the roles and expectations of women and men in society during this period. I will then identify the different forms of inequalities experienced by the genders and how these inequalities have evolved in recent times. In order to fully understand the extent of these inequalities I will discuss the sociological perspectives on the social problem, looking at the works of earlier sociologists and Marxist scholars Karl Marx and Fredrich Engels. I will then identify the policies implemented by the UK government to eradicate all sort of disadvantages associated gender from society and its effectiveness in abolishing the social problem. Finally I will conclude by identifying the benefits and possible boundaries of the UK government’s policies that have been developed to fully eliminate gender disparities from society. For far too long, women have tolerated unfairness at the hands of male...
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...comes to accept an assumed definition of reality that colors her own experience. The most common dilemma in rape cases is victim blame. In fact, victim blame is part of what Stewart et al (1996) mean when they say, “…as a consequence of the reliance on cultural myths and stereotypes of rape, the victim accepts a definition of reality that shapes her own experience.” According to Schaafsma (Rape Advocacy Program), “The genteel idea of womanhood sets women up to be perfect rape victims - those who don't know how to fight back because they've never been taught how.” In today’s world of liberated women, society questions how these women can be victimized through rape or any other type of violent crime for that matter. According to a November 2005 UK poll (Sexual Assault Research), “…a third of people believe women who flirt partially responsible for being raped.” Settings of the “classic rape portrayal” are often the means according to which rape victims decide to report the rape. In a 2003 study of rape victims, DuMont, Miller, and Myhr established that women who did not resemble the mythologized “real victim” were as likely as women who did to report the assault to the police (p. 477). The authors report, “women of color, those who had been previously assaulted, those who had experienced mental health difficulties, and those who had been drinking were equally represented among reported and unreported cases” (2003, p. 477). In an effort to gain attention to the violence against women...
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...[Writer’s Name] [Institute’s Name] Introduction Employment law Employment law is the branch of law which governs the creation, operation and termination of employment, determines the mode of co-workers; the measure establishes safety and disposition of labour disputes. Labour law regulates not processes, and social relations of subjects of labour relations, that is, the social forms of labour. From this point of view of work of the scientist, inventor, writer, and other individual forms of labour are not subject to the regulation of labour law, as performed outside of public relations. Employment law contains rights and obligations of workers and employers. Employment law is characterized by a combination of centralized and local regulations. In the local regulations adopted by agreement of the parties shall be determined daily working hours, set at rest (break), consistent recording of leave and other issues in detail regulate the working conditions of employees. It is important that the rules of local acts do not conflict with federal law. The principle of equality has evolved into demands real equality of opportunity in all areas of life, necessitating the implementation of a full and comprehensive approach to gender equality. It has been important developments in the work related to equality, to equal results, because if people got only equal opportunity, not the liability of government and society in general to guarantee the result and the effectiveness of policies...
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...management 3 2.1 How flexibility is applied in workplace: 4 2.1.1 The core periphery workforce model (Atkinson 1984) 4 2.2 Two methods of flexibility developed in my organization 4 a) Improve work-life balance: 4 b) Provide physical and mental well-being: 4 2.3 Flexible working practices from both the employee and the employer perspective in my organization 5 2.4 impact of change in UK labour market have had on flexible working practices in the context of zero hour contracts in my organization 5 3.1 Form of discrimination that take place in the workplace 7 Description based on ethnicity and race: 7 Discrimination based on sex: 7 Discrimination based on religion: 7 3.2 Practical implications of equal opportunity legislation in my organization 7 3.3 Comparison of approaches to manage equal opportunities and managing diversity 7 4.1 Comparison of 360 evaluations with another performance appraisal method 9 4.2 Assessment of approaches for managing the employee welfare in my organization 9 4.3 Discussion on how latest health and safety act has effected human resources practices in UK 9 4.4 Evaluation of the impact of E learning on human resources practices 10 Conclusion: 11 References: 12 Introduction: Managing human resources means the activities that managers so with the employees. It encompass a vast area: setting goals and direction, suggesting the employees regarding to the goals, provide facilities...
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...Managing Workplace Diversity & The Relationship with Human Resource Management and How Effective It Is Course: Business & Management Submission Date: 03/05/2012 Submitted to Leeds Metropolitan University Word Count:2989 Contents Contents Contents 2 Introduction 3 Diversity 4 Diversity in the Workplace 4 Emergence of Diversity 5 Legislation and Problems they Solve 6 Emergence of Managing Diversity 7 HRM 8 Relationship with Managing Diversity 9 HRM in the UK vs. USA 10 Reasons Supporting HRM 11 Critical Arguments Posed to HRM 11 Recommendations 11 Conclusion 11 References 11 Introduction In this report I will be investigating managing diversity and taking a look at how it has developed and how it has had an impact on everything in life. I will mainly focus on how this has had an effect in the workplace and look at key arguments that support diversity and look at arguments against diversity in the workplace and why this may be considered a negative or a hindrance and most importantly I will look at how successful this has been at helping companies maximise their assets and key areas that I have identified that need to be improved. In the second part of my report I will examine the close links of managing diversity and human resource management (HRM). I will look at factors that support it and arguments that need to be considered when looking at HRM. Diversity Diversity in people can be described as the subtle differences...
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...they can come to check all aspects of the business and building to make sure that everything is in place and safe to operate around without it causing any damage to anyone around it. With healthy and safety comes thigs such as fire precautions; this is because I will need to make sure all my employees know what they are doing during a fire- so therefore I’ll need to practice drills, for when there is a fire my employees are aware what to do to keep themselves and others out of danger. Some laws set by HM Revenue & Customs, which I must abide by, are; Sex Discrimination The Sex Discrimination Act is a British Act of Parliament which became a law in 1975. Under the Act, people of both sexes have the right to equal opportunities in education and employment, and to be paid the same amount for doing the same work. In direct and direct discrimination are both unlawful in the Sex Discrimination Act. Direct discrimination is when someone is treated differently and not as well as other people because of their sex. Indirection...
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...1. How do the approaches used by Nordam Europe seem to support high performance work, drawing upon the ideas presented in this chapter? As stated in the text, Nordam Europe always strives to have people who are experienced and knowledgeable. Because of the need for high-precision parts it is critical to have workers who are skilled. This company believes in continuous improvement for their employees; so they are constantly being trained and kept up to date on technologies such as in the context of repairs to their aircraft engines. There is an annual appraisal system where the staff decides whether or not new training and development needs to be implemented. These approaches and practices implemented by Nordam Europe support high performance work. High performance work is an approach by an organization seeking continuous improvement of workforce individuals and organizational performance, (Evans & Lindsay, 2011). When seeking high performance work the company is aware that not discriminating a candidate based on age, because when they do they may lose out on the opportunity of hiring an individual that can contribute to the continue success of the company. 2. How do employee education, training, and development address the organizational needs associated with new employee orientation, diversity, ethical business practices, and management and leadership development? In these tough economically-challenged times, employee education, training and development are crucial...
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...Introduction : For the past decades Britain is becoming increasingly diverse country. Ethnic minorities make up one third of the population. According to the 2001 Census 92% of the total population are identified as white and approximately 7.9 % of the population (ONS2001) belong to ethnic minority. Even though some improvement has been made in the labour market during the past 40 years, researches prove that ethnic minority workers are experiencing high levels of unemployment and lack of suitable employment opportunities. If compared to british or other white , the ethnic minorities in the Uk are mainly engaged in non professional low paid jobs. However some researches prove that not all of the ethnic minority workers are suffering from lower level of employment. Indian and Chinese groups for example have high levels of employment in professional jobs. Other groups are not showing the same tendency. Pakistani and Bangladeshi are mainly doing unstable and low paid jobs.Black Carribean, Black Affrican and other Black groups are standing somewhere in between. The question here is what is missing for those people to be in equal position with their conterparts? The aim of this review is to outline specific career development programmes for both ethnic minority workers and for workers in gender untypical occupations. The focus will be on the position of unemployed ethnic minorities in the labour market and how labour market training programmes help for better labour market...
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...Judiciaries Focus upon the idea of law enforcement and statutory interpretation. Link the judiciary to the concept of the rule of law and thus to the constitutional importance of an independent judiciary in a modern liberal democracy Role – law enforcement, statutory interpretation, legality of government decisions, application of EU and HRA, protect citizens rights and liberties and potential for involvement in political process (note reduced by creation of Supreme Court however some judges will still seek to make political points especially with regard to political interference in judicial decision making). Consider issues of relative importance between the above factors. Role and power of judiciaries Powers – Judicial Review, Human Rights Act and application of EU law in the UK. Traditionally UK judiciaries only had judicial oversight of decision making by public bodies thus lacking legislative oversight but this has come into force with application of HRA and EU legislation albeit for HRA can only highlight incompatibility and not strike down as in case of US (note can force compliance in case of EU law) Judicial Review – applies to all public bodies can be granted on grounds of ultra vires, irrationality of decision and discrimination. Most cases filtered out in advance and rare for public body to lose (approx 5%). High profile cases such as Herceptin, Standard Life and BAE have forced government and public bodies to change actions (note latter Government won after appeal...
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...Essay: Evaluate the role of education in society. Consider issue of gender in your response. Also, consider how such factors may impact on a person’s life chances. This essay will examine the role of education in society and an analysis of inequality in relation to Gender. It will discuss briefly education and examine the different theoretical approaches to education followed by an analysis of inequality using information on statistics of inequality in British education in relation to gender and attainment. This essay will Identify and evaluate key policy developments in education provision designed to bridge the gap of gender inequality in British education. The role of education in society has been among the major issues in contemporary sociological and political debate. According to Iannelli and Paterson (2005) education is a major factor that helps determine the jobs and social class positions of individuals in society. As an institution of sociology, education plays a dominant role in transmitting prevalent ideologies of society by providing pupils with the curriculum and hidden curriculum as well as the skills that will prepare them physically, mentally and socially for their life chances (Clark 2005). Educational institutions play a very important role in reducing social inequalities. Over the last century British schools experienced very important changes and moved from a selective system to a comprehensive one in the 1960s and 70s. Much research has shown that the...
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...The article “Gender, Pay and Work Satisfaction at a UK University” by Maria Smith is an exhaustive quantitative study of a particular state employer. The paper analyzes the facts and figures on salary and examines results from a staff satisfaction survey held at a UK University (University A) and discusses the ‘paradox of the contended female worker’. This paradox states that although women earn less than men, their satisfaction with the payment seems to be higher than in the men’s case – despite of disadvantages such as job security and content, promotion opportunities and sexual harassment (Crosby, 1982). Also, the author explains that these gaps vary from institution to institution. The purpose of the article is to contribute to the small amount of the existing job satisfaction research for men and women working at higher education institutions. The study described in the paper focuses on the satisfaction levels of two groups of University A staff – the administrative and academic teaching staff. Despite all efforts in the past, gender pay gap has persisted to the present time and takes place even at higher education institutions in the UK, where a clear agenda on pay equality, as negotiated by various organizations and unions, should exist (Smith, 2008, p. 622). Still, studies show the existence of pay gaps between genders and conclude that women have less promotion opportunities and a lower chance to earn as much as their equally ranked male colleagues (Blackaby et al...
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