Use of Atypical Employment Contracts in Vue Cinemas

This study analyzes and discusses the benefits and limitations of atypical employment contracts used in Vue Cinemas. It explores various types of contracts, such as fixed term, part-time, casual, temporary, and seasonal, and their impact on workers and employers. The study also highlights the importance of managing work-life balance and the potential advantages of atypical contracts.

Analyse and discuss with
examples the use of atypical
employment contracts used in
a company - Vue Cinemas

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Atypical contracts in turn are usually defined as the key employment contract which in turn
do not conform to the key standards, full time and open ended contracts. This contract in turn
tends to encompass various other types of contract which includes fixed term, part time, casual,
temporary and seasonal. This study will highlight on analysing and discussing the benefits and
limitations of the atypical employment contracts used in a Vue Cinemas which in turn is
formerly referred to as the SBC international cinema and is also considered to be as leading
British cinema multinational company which has been operated in UK. This company was
founded in the year 1999 by Timothy Richards. This company is headquartered in London,
England, UK.
MAIN BODY
Dieckhoff and et.al., (2015) sought to determine the fact that, atypical contracts in turn are
usually defined as the key employment contract which in turn do not conform to the key
standards, full time and open ended contracts. Atypical contract tends to encompass various
other types of contract which includes fixed term, part time, casual, temporary and seasonal. The
type of workers who in turn are engaged in such atypical contracts in turn are considered to be
very heterogeneous. The workers in turn tends to range from highly skilled professional workers
for short or task focused contract to low skilled workers who has been on working on seasonal
contract. There seems to be high degree of increase in the number of workers on atypical
contracts in the recent years. There is a need for adjustment associated with the rights and
protection of employers and employees within the new form of contracting. However, atypical
contracts tends to cover various forms of employment relationship. Moreover, Datta, Giupponi,
and Machin, (2019) examined the fact that, Temporary agency workers are also considered to be
part of the atypical workers. Atypical work is highly affected by the influence of economic crisis
which in turn put the employees in a very precarious and insecure position. Atypical contract
tends to include various forms of employment which has mainly includes employs sharing, job
sharing, into management, casual work, information communication technology-based mobile
work, Voucher-based work, crowd employment, collaborative employment and portfolio work
(Flexible forms of work: ‘very atypical’ contractual arrangements, 2010). Atypical forms of contract
tends to have the key potential to contribute to words labour market innovation and also make it
highly attractive for both potential workers and employers within the Vue Cinemas organisation.
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Bardazzi, and Duranti, (2016) established is view points by stating that, in European labour
market there seems to be high degree of growing emergence for the more flexible forms of work.
Developing such type of work within the Vue Cinemas organization in turn largely helps in the
attainment of the economic growth by adapting to the productivity and business strategies for
globalized economies and market. Rapid change in the technology as well as the globalization in
turn has largely influenced the change in the European labour market. Adams, Freedland, and
Prassl, (2015) sought to determine the fact that, Part time contracts, fixed term contracts, zero
hours contract, on call contract, freelancing contract and temporary employment contract, etc.
All these in turn have largely become one of the established feature of the labour market of the
European which in turn mainly accounts for 25% of the total workforce. These forms of the
contract in turn has been developing at a very rapid pace during the recent times. However, the
limb worker and agency workers in turn is also considered to be as the type of the atypical
worker.
Subsequently, Grimshaw and et.al., (2017) argued that, atypical working in turn is
considered to be new but it has gained high degree of digitally enabled gig economy in order to
carry out modern working practice. Moreover, the employers in turn has been looked to
effectively meet the short term fluctuating demand in order to get engaged in the temporary
agency workers. The atypical workforce in turn mainly accounts for 20% of the employment
within UK. There seems to increase in the in the atypical working (Flexible forms of work: ‘very
atypical’ contractual arrangements, 2010). Example, the usage of the zero hour contract, in turn has
extracted the criticism because of the key concern that it only tends to offer one sided favour to
the employers. The main problem associated with the self- employment is that, the individuals in
turn has been categorized as the self- employed.
Parfitt, (2018) sought to determine the fact that, the key criticism which is mainly linked
with the atypical working practice is that, the major disadvantage associated with the atypical
working practices that it tends to include the misapply of the atypical work agreements which in
turn may create insecurity of income, unpredictability and also reluctance among workers to gain
basic employment rights. However, flexibility of the individuals can be only on one sided which
is also considered to be one of the biggest disadvantage associated with the atypical working
practices. For example, people might be unable to refuse work when it has been offered because
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of the changes within the working pattern. Individuals not having enough time to provide high
degree of financial security and also uncertain working hours every month of week is also
considered to be one of the criticism of atypical working practice. Individuals who enter and has
been working within the atypical contract and then has difficulty acknowledging their
employment rights. Another major criticism associated with the atypical working practises is that
people or workers of the Vue Cinemas organisation are wrongly categorised as self- employment
when in real terms they are considered to be workers who are eligible for statutory employment
rights within the United Kingdom.
Adams, Freedland, and Prassl, (2015) sought to determine the fact that, there are various
set of advantages associated with the atypical type of contract to both employers and the
employees. Atypical workers tend to provide high degree of opportunity to the individual people
in order to get access to the employment market when they have difficulty to do so. Moreover, a
typical employment contracts in turn helps employers affectively manage fluctuations for the
certain demand of the products and services (Flexible forms of work: ‘very atypical’ contractual
arrangements, 2010). A typical working hands and providing higher degree of flexibility to the
employers which in turn is considered to be the significant advantage to the workers. Another
major benefit associated with the atypical contract is that it helps the workers and employers in
managing the work with other life commitments. Therefore, it helps in maintaining the work life
balance of an individual person. When a typical working practice has been managed effectively,
the atypical working enter then tends to offer higher degree of potential advantages to the both
workers and employers.
Campbell, Ross. and Thomson, (2017) sought to determine the fact that, The CIPD report
tends to states that the employees who has been working in zero hours contract tends to find out
that the majority of the employees were engaged in a typical working practises are highly
satisfied with the kind of work they do and also very satisfied with the working arrangements.
For example, the 2015 research report of the CIPD tends to state that the shorter than the zero
hours contract within the United Kingdom, 65% of the zero hours contract workers are highly
satisfied with the job when compared with the 63% of the regular employees. For example as per
the CIPD research report, 14% of the participants tends to state that they work with digital give it
to normal because there is no alternative employment for them. This also has boosting up the
income by 32% and are highly satisfied to work because it tends to provide high degree of
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flexibility. There seems to be high degree of mental and physical well-being which has been
experienced with the atypical workers.
Gialis, and Tsampra, (2015) sought to examine the fact that, the
organization in turn tends to focus on motivating the atypical workers
by effectively clarifying the responsibilities and rights of the workers as
well as the organization. Engaging workers within the organization in
turn is considered to be as one of the most appropriate measure which
in turn helps in managing the atypical workforce (Flexible forms of work: ‘very
atypical’ contractual arrangements, 2010). The company must in turn also focus on
maintaining and establishing the true based relationship by effectively
clarifying the needs and behaviour of the managers and workers. Adams,
Freedland, and Prassl, (2015) sought to determine the fact that, the supervisor of the
organization must focus on clearly defining the objectives of the
organization within the atypical employment contract. For Example, Hermes
tends to motivate the atypical workers by effectively managing and motivating which helps in
developing new skills in performance and leadership management. Hermes Company in turn
tends to focus on clear set of values and skills for the atypical workers by setting clear code
conduct.
Yoon and Chung, (2016) examined the fact that, The atypical workers associated with the
Vue Cinema are mainly the customer assistant who in turn tends to provide assistance with the
selling of the tickets, showing the seats to the customers and serving of the refreshments. Thera
re both part time as well as full time workers. The key traits which in turn are likely to associate
with the Vue Cinema is that there are atypical employment contract between the workers. There
seems to be hourly rates for the assistant customers at the Vue Cinema are considered to be very
competitive. Vue Cinema in turn also tends to focus on indulging in various set of training
programmes which helps the employers work up the professional career ranks within the
company. This is highly responsible for graduates who in turn can work as a permanent worker
within the organization. This also tends to provide high degree of opportunities which eventually
leads to film buying, legal, operations, finance, property development, information technology,
Human resources, marketing, etc.
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Campbell, Ross. and Thomson, (2017) sought to determine the fact that, atypical
employment contract in turn tends to offer high degree of flexibility to the workers. It is
considered to be very useful in the management of the fluctuations for the large degree of the
products and services. High degree of social protection in turn is considered to be as one of the
most effective advantage associated with the atypical employment contract. There are high
degree of benefits which in turn is largely associated with the development of the diverse
workforce within the organization. There are various sets of inclusions which is mainly linked
with the high degree of benefit to both the employer and employee of the organization. It also
tends to offer high degree of social benefits associated with the increased earning, high degree of
employment status, greater diversity, effective work pay approach, collective bargaining, strict
entitlement rules and high degree of emergent focus on the atypical workers in turn adds to
various social benefit to the workers.
CONCLUSION
From the study it has been summarized that, Atypical contract tends to comprise of various
other types of contract which includes fixed term, part time, casual, temporary and seasonal. All
these in turn have largely become one of the established feature of the labour market of the
European which in turn mainly accounts for 25% of the total workforce. It has been concluded
that, flexibility of the individuals can be only on one sided which is also considered to be one of
the biggest disadvantage associated with the atypical working practices. It has been concluded
that, the major benefit associated with the atypical contract is that it helps the workers and
employers in managing the work with other life commitments.
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REFERENCES
Books and Journals
Adams, A., Freedland, M. and Prassl, J., 2015. «Zero-hours contracts» in the United Kingdom:
regulating casualwork, or legitimating precarity?. Giornale di diritto del lavoro e di relazioni
industriali.
Bardazzi, R. and Duranti, S., 2016. Atypical work: a threat to labour productivity growth? Some
evidence from Italy. InternatIonal revIew of applIed economIcs, 30(5), pp.620-643.
Campbell, J., Ross, S. and Thomson, E., 2017. RECESSION AND RECOVERY IN
SCOTLAND: THE IMPACT ON WOMEN'S LABOR MARKET PARTICIPATION BEYOND
THE HEADLINE STATISTICS. Journal of Research in Gender Studies, 7(1).
Datta, N., Giupponi, G. and Machin, S., 2019. Zero-hours contracts and labour market
policy. Economic Policy, 34(99), pp.369-427.
Dieckhoff, M and et.al., 2015. Female atypical employment in the Service Occupations: a
comparative study of time trends in Germany and the UK. In Non-Standard Employment in Post-
Industrial Labour Markets. Edward Elgar Publishing.
Gialis, S. and Tsampra, M., 2015. The diverse regional patterns of atypical employment in
Greece: Production restructuring, re/deregulation and flexicurity under crisis. Geoforum, 62,
pp.175-187.
Grimshaw, D and et.al., 2017. The governance of employment protection in the UK: how the
state and employers are undermining decent standards. Myths of employment deregulation: how
it neither creates jobs nor reduces labour market segmentation, p.225.
Parfitt, S., 2018. Academic Casualization in the UK. International Labor and Working-Class
History, 93, pp.221-227.
Yoon, Y. and Chung, H., 2016. New forms of dualization? Labour market segmentation patterns
in the UK from the late 90s until the post-crisis in the late 2000s. Social Indicators
Research, 128(2), pp.609-631.
Online
Flexible forms of work: ‘very atypical’ contractual arrangements. 2010. [ONLINE]. Available through<
https://www.eurofound.europa.eu/fr/publications/report/2010/flexible-forms-of-work-very-
atypical-contractual-arrangements >
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