Board Simulation with Acas

This document discusses board simulation exercises and their role in skill training. It explores key employment issues such as shift work and discrimination at work over Christian belief. Relevant employment legislations are identified, including the Human Rights Act, 1998 and the Equality Act, 2010. A case example of Nadia Eweida is provided to illustrate the application of employment legislation. Recommendations are given for International Organic Foods to address the issues faced by Claudia Barbier.

Board simulation with
Acas

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identification of key employment issues.....................................................................................1
Identification of relevant employment legislation.......................................................................2
Application of any relevant case example...................................................................................3
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................5

INTRODUCTION
Boardroom simulation exercise is delineated to a practise that provides as well as support
skill related training by using games, scenario based learning along with role play activities. It is
equipped with modern technology ranging from inter communication, camera, built in mics
together with usage of virtual reality headsets (National Academies of Sciences, Engineering,
and Medicine, 2019). International Organic Foods is a store which is located at Chelsea, London
with staff size of 40 people. In this, Claudia Barbier is an employee who is working as cashier in
the company.
The assessment includes information about managing employment relations and relevant
employment legislations. It also analyses, apply as well as problem solve management
employment issues with relevant case examples.
MAIN BODY
Identification of key employment issues
Managing employment relations refers to a process which organisations uses for the
purpose of effectively managing all kinds of interactions with staff members for accomplishment
of organisational objectives (Bennett, Saundry and Fisher, 2020). In other words, it is an effort
which is made by organisational managers for assisting manpower to perform best each day so to
meet larger goals of an enterprise. In context to International Organic Foods, managing
employment relations is significant for coordinating with staff members and providing a flexible
along with positive environment of work where they can share their issues with top management.
Employment issues are defined to problems which are faced by manpower at workplace.
When employees work with others, there are chances that issues always arise. In all types of
organisations, there are certain numbers of issues that are faced by employees. In relevance to
Claudia Barbier who is a cashier in International Organic Foods, following employment issues
are identified:
Shift work: It is a issue that employee faces when their working of job shifts from one
time to another. In case with Claudia Barbier, employment issue of shift work is faced as she has
been told to work in afternoon shift from morning shift without any consultation. Claudia is
asked by her manager to perform all the workings, responsibilities and duties in afternoon shift
without any discussion that is a main problem for the employee as she has been working in the
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enterprise. Due to change in the work shift, ability of Claudia to collect her children from
educational establishment is affected.
Discrimination at work over Christian Belief: In an organisation, people belonging to
different religions or background works for common goals (O’Neill and Dyson-Hudson, 2020).
In many cases, they faces employment issue of discrimination on their beliefs towards religion.
In context to Claudia Barbier, she wears a cross that reflect of her belief for Christianity. As per
the case, it is identified that Claudia Barbier is facing an employment issue of discrimination at
work over her belief as she has been told to remove the cross because it will affect on sales of the
entity.
Identification of relevant employment legislation
Employment legislation are said to all applicable laws that safeguards interests of
employees, human rights and meet employment standards. In corporate sector, employment
legislation plays vital and important role as they protect rights of each employee and treats
appropriately at environment of occupation. Big employment issues could result in a lawsuit as
these circumstances fails to uphold legislations (Liebregts and Stam, 2019). It is essential for all
employees to have awareness about what kind of problem could trigger legal response. These are
put in place with the hope of protecting workers from wrongdoing by their superiors. Moreover,
it makes positive contribution in strengthening relationships, enhancing sense of fairness addition
to build trust in subordinates within their employers. Employment legislations have favourable
impact on supporting strategic human resource along with business goals. In relevance to
Claudia Barbier, some of relevant employment legislation that could be adopted are as follows:
Human Rights Act, 1998: In case with Claudia Barbier, Human Rights Act, 1998 is a
suitable employment legislation as it will protect Claudia against decision of employers to
remove her cross while working at International Organic Foods store. The employee have right
to freedom to wear any clothing, accessory and so on that reflects on their religious belief. In
accordance to the case, Claudia have been told by her superior to remove her cross which is a
symbol that reflect her beliefs for the religion of Christian. The law will provide her fundamental
right to freely wear or put her thoughts into action. With this, Claudia will be able to wear
religious accessories and no one could stop her from doing so at workplace.
Equality Act, 2010: In International Organic Foods store, the legislation will protect
employees against decisions that are taken by superiors for their jobs. In case with Claudia
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Barbier, she have faced a discrimination of shift in her working without consultation due top
which the employee is not able to collect her children from school. In this context, Equality Act
will provide equal opportunities to take decision for their shifts so to manage other personal
workings. The act will promote and safeguard Claudia from the decision of organisational
administrators related to moving to afternoon shift without consultation. Moreover, it prohibits
discrimination in organisation according to gender identity or other factor. As per the legislation,
it is mandatory for employers to take consult with employees for making any decisions related to
their duration, shifts and so on at workplace.
Application of any relevant case example
There are various cases in which employees are asked to remove their religious
accessories or changing their shifts without consultation. One of the case with is similar to that
of Claudia Barbier is of Nadia Eweida who worked in British Airways. She was asked by her
higher authorities to stop wearing white gold cross. In this situation, Nadia tool her case to court
and achieved a win as court said that British Airways had not stuck a fair between religious
belief of Ms Eweida and organisational wish for projecting a certain corporate image. It is said
that rights of the employee had been violated under Article 9 of Human Right Act (BBC News,
2021). To provide fairness to Eweida, British Government was ordered to make a payment of
£1,600 in damages along with £25,000 costs. Furthermore, from the case, it can be said that
adherence of employment legislation that is Human Rights Act, 1998 that includes principle of
wearing religious symbol at occupational place has been upheld that adds that employees should
not suffer discrimination because of religious beliefs.
CONCLUSION
From the discussion, it have been concluded that board simulation exercise is an unique
as well as highly effective approach to foster learning as it places participants in problem based
scenarios and fosters their idea development. Employment issues are common in nature as till the
time employees work with others then are situations when issues will arise. Key employment
issues that are faced by an employee includes shift work and discrimination at work over
Christian Belief. Employment legislations are laws that provide protection to staff from critical
decisions of superiors. There are similar cases in which employees faces certain cases. It is
suggested to International Organic Foods Store to adhere Human Rights Act, 1998 and Equality
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Act, 2010 so that issues of Claudia related to change in her work shift and removal of cross can
be solved. Also, the possible compensation that Claudia should receive when filing a petition
against the entity is around £1,600.
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REFERENCES
Books and Journals:
Bennett, T., Saundry, R. and Fisher, V., 2020. Managing Employment Relations. Kogan Page
Publishers.
Hoskins, K. and Barker, B., 2020. STEM, Social Mobility and Equality: Avenues for Widening
Access. Springer Nature.
Liebregts, W. and Stam, E., 2019. Employment protection legislation and entrepreneurial
activity. International Small Business Journal. 37(6). pp.581-603.
National Academies of Sciences, Engineering, and Medicine, 2019. Enhancing urban
sustainability with data, modeling, and simulation: proceedings of a workshop. National
Academies Press.
O’Neill, J. and Dyson-Hudson, T.A., 2020. Employment After Spinal Cord Injury. Current
Physical Medicine and Rehabilitation Reports. 8. pp.141-148.
Online:
BBC News. 2021. British Airways Christian employee Nadia Eweida wins case. [Online].
Available through: <https://www.bbc.com/news/uk-21025332>
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