Employee Relationship Management

Managing the Employment Relationship

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
QUESTION 1...................................................................................................................................1
Evaluate the legal issues of the manager’s actions from the employer & employee perspective
.....................................................................................................................................................1
QUESTION 2...................................................................................................................................2
Explaining amendments needed for CTS to legally comply with National Minimum Wage of
2018.............................................................................................................................................2
QUESTION 3...................................................................................................................................3
Explaining amendments needed for CTS to legally comply with current employment
legislation....................................................................................................................................3
QUESTION 4...................................................................................................................................5
Explain relevant legalisation applies and any possible remedies................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
For all Human Resources managers it is very much important that they are having
knowledge about legal rules and legislations that company must be comply with. As there would
be any time when issue is arising and this could be based on any time like employment relations,
contract laws and labour contract law as well. Developing a good relationship with the
employees can help an organization to enhance their performance effectively. This report
discusses the advice on several urgent HR issues in Cambridge Technical Services which is one
of the leading IT firms in UK having 200 staff. This report will also explain about the various
employment legislation which is very important for the Cambridge Technical Services to
implement in their organization in order to resolve any issues effectively. In the last secttion of
this report discrimination law will be discussed.
QUESTION 1
Evaluate the legal issues of the manager’s actions from the employer & employee perspective
As in the case it is stated that HR manager of Cambridge Technical Services Company
Sam Pax refrain Sally Miles from wearing religious cross to office which is found to be offensive
from view point of colleague. But certainly as per the Employment Law states to all employees
are having specified rights that are common in all workplace regardless of their religion, sex,
race and any other consideration (Religious dress in the workplace, 2018). All the law
specifically prohibit any kind of discrimination in any kind of workplace against workers so the
employer is having no right to ban or refrain employees from articles of religious significant like
that of cross.
In one of the case of Eweida and others v UK (ECHR) 2013 it was witnessed that Nadia
Eweida was not allowed to wear a cross at work by her employer British Airways which is
against the human rights as well (Eweida and Others v. the United Kingdom, 2018). While in
case of Shirley Chaplin whose case was joined with that of Eweida was not allowed to wear
cross at work because of the health and safety act and law. As she was nurse in one of the
nursing home and this was completely different from the former case as the chain and cross
would cause injury or infection by any wound of patients if it swung freely and this was danger
of contamination. This case the public dispute between BA and one of their employee’s on right
of wearing religious necklace that too outside her cloths at time of working (UK Government
Accept Wearing of Crucifix in Workplace as Lawful, 2018). For this Eweida was compensated
1