Practical and Legal Challenges in Managing Employment Relationship

This presentation discusses practical and legal challenges in managing the employment relationship and provides recommendations for solving those employment issues. It covers topics such as conflict management, wage and hour issues, safety in the workplace, annual leave disputes, and more. The presentation is relevant to the subject of Work and the Employment Relationship, course code BMP6005, for BSC (Hons) Business Management (Top-up) students.

BSC (Hons) Business
Management (Top-up)
•BMP6005 Work and the Employment
Relationship

Assessment 2: Individual Presentation
Practical and legal challenges that organisations
experience in managing the employment
relationship
•Name:
•ID:

Contents
•Introduction
•Practical and Legal challenges in employment
relationship
•Recommendations to a set of employment relations
issues
•Conclusion
•References

Introduction
Employee relations refers to the efforts of the organisation for
developing and maintaining the relationships that are positive
with its employees or the workers (Barker and Christensen,
2019). By keeping the positive and the constructive relations
between the employees, the organisation is able to keep the
employees loyal and more involved in their work. This report
will discuss the practical and the legal issues that arises in the
employment relationship and the recommendations for solving
those employment issues (Agarwala and Saha, 2018).

Practical And Legal Challenges In
Employment Relationship
Maintaining better employee relations is crucial for the successful implementation of the business activities. Practical challenges
•Conflict Management
Conflicts can occur in any environment and it can even arise in the workplace. Disagreements between the employees and also
between the employee and the business can happen at any time (Boersma and Nolan,2022).
•Hour and wage issues
For preventing the federal wage and the violation of the hour and to decrease the issues of the employees relating to the pay
checks, there should be a self-service timekeeping software which will assist the employees in keeping the record or the track of
the time from their smart devices (Kot, Spanagel and Belozerova, 2020).

•Enough safety in the workplace
For the promotion of the safety in the working area that must be the most
important thing and also must be kept at the top priority of every business.
•Annual Leave disputes
The leave management software assist in developing a legal and the
transparent leave policy which do not create any kind of the disputes at the
workplace. (Chicchi, 2020).
•Timekeeping and Attendance Issues
The issues related to these aspects are very common and can be seen
frequently in multiple organisations. This can be avoided by using the
employee self service software (Wilkinson and Barry, 2020).

Legal Challenges
•Wage and hour law
The department of Labour has stated that it will find the inputs from the
people before it receive a revised proposed when the time exceeds rule
that will also include the latest salary thresholds (Adams and Deakin,
2018).
•Health care law
Modifications in the existing health care laws is on the top for the
employees and the employers (Dieuaide, 2018).
•Employee use of social media
Companies are becoming more conscious about the way in which the
employees use the social media at the office

•Independent contractors
Come of the corporations are offering extra protections for the freelancers like in the New York city Freelance that
develops and increases the protection for the freelance employees mainly for the contracts, protection from the
retaliation and the terms of payment (Part, 2018).
•Paid leave and parental leave law
The multi state employers in specific must have information about the Family Medical Leave Act (FMLA) which is
not the only law to take into consideration when any employee is planning for the childbirth
•Equal pay legislation and enforcement
This particular law is implemented on all the employees and it also do not include any intention of the discrimination
so if any employee about its actions were discriminatory which is not relatable (Mészáros and Divékyová, 2019).
•Discrimination, harassment and retaliation
It becomes necessary for some of the organisations to have the consultation with the human resources and the experts
of the law ensuring if their actions create any kind of the discrimination, retaliation or harassment (Kubo, 2019).

•Listening to both the sides
For the resolution of the conflict management, it is important for the company
to train the supervisors and the managers for coaching the employees in that
particular area.
• Determining the real issue collectively
The main problem of the argument between the employee is because of the
emotions.
•Consulting the employee handbook
The conflicts which are based upon the protected class comes under the
classification of the discrimination or harassment (Ogunola, 2018).
Finding a solution
The organisational changes must not be ruled out in a complete manner rather
the focus of the employee must be improved and the dynamics of the
workplace by rearranging the teams (Ahonen and et. al., 2018).

•Writing it up
All the documents of the incidents that occurred at the workplace must be written down
and collected (Yakubovich, Galperin and El Mansouri, 2018).
Teaching the employees way of communicating
When the employees become troubled then just talking is not enough. In a critical way,
the employees who have these kind of the issues are already having the communication
issues (Van Hoek, 2018).
•Leading by example
Creating a culture of the engaged employees and who also respect each other and work
collectively leads to the success of the organisation (Farhall, Tyler and Fairbrother,
2021).

Conclusion/Summary
From the above report, it has been concluded the practical and the legal challenges that arises in
the employment relationship at the contemporary workplace and the recommendations for
solving those employment relations issues. When it comes to the relationships between lthe
employees, the human resource department performs two important functions in which it assist
by avoiding and resolving the issues or the disputes between the employees and the management
and secondly, by developing and implementing those policies which are suitable for everyone at
the workplace.

Reference List
•Agarwala, R. and Saha, S., 2018. The employment relationship and movement strategies among domestic workers in India.n
Critical Sociology, 44(7-8), pp.1207-1223.
•Boersma, M. and Nolan, J., 2022. Modern slavery and the employment relationship: Exploring the continuum of exploitation.
Journal of Industrial Relations, p.00221856211069238.
•Chicchi, F., 2020. Beyond the ‘salary institution’: on the ‘society of performance’and the platformisation of the employment
relationship. Work Organisation, Labour & Globalisation.14(1). pp.15-31.
•Dieuaide, P., 2018. Grey zones and triangulation of the employment relationship in globalisation: a business policy approach.
Transfer: European Review of Labour and Research.24(3), pp.297-315.
•Mészáros, M. and Divékyová, K., 2019. Immediate termination of employment relationship by the employer. Central
European Journal of Labour Law and Personnel Management, 2(2).pp.33-43.
•Mitra, A., 2020. Long-term growth–employment relationship in India. Journal of Asian Development Research.1(1). pp.28-40.
•Ogunola, A.A., 2018. Harmonizing the employment relationship for sustainable organizational and personal development.
Journal of Advanced Research in Psychology & Psychotherapy.1.pp.1-1.
•Van Hoek, A.A., 2018. Re-embedding the transnational employment relationship: A tale about the limitations of (EU) law?.
Common Market Law Review.55(2).

Questions?

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