Table of Contents INTRODUCTION...........................................................................................................................1 TASK...............................................................................................................................................1 Q1. Does employer has duty to recognise Hanukkah and Yom Kippur by law?...................1 Q2. Discuss the legal position in case of Maddy Butter with effective remedies to diffuse the problem?.................................................................................................................................3 Q3. What are Alex legal employment rights?........................................................................5 Q4. Discuss whether CCL can legally implement decision about “Zero hour” contract staff?..6 Q5. Analyse discrimination regarding bonus in CCL?..........................................................8 CONCLUSION................................................................................................................................9 REFERENCES..............................................................................................................................10
INTRODUCTION Managing employment relationship refers to effectively manage overall interactions of management with staff members in order to attain desired goals and objectives of business. It involves to establish a healthy interaction among superior and sub- ordinate as it facilitate to coordinate with each other in terms of completing targets on regular basis. The key resource of an organisation is its human resource i.e. employees who put efforts to attain better outcomes (Rosenbloom, 2014). The present report is based on Cambridge College London (CCL) which provide online learning facility through providing three options for service user like instructor lead learning (ILL), e-learning online (EL) and distance learning (DL). This assignment will focus on HR problems occurred in CCL and effective solutions to solve them in appropriate manner. It will include legal issues and employment rights of staff members working in CCL with remedies to diffuse the same. The evaluation of correct decisions implemented in CCL in context of legal rules is given below. TASK Q1. Does employer has duty to recognise Hanukkah and Yom Kippur by law? As per given case, 25% of staff belongs to Jewish and wants to celebrate Hanukkah & Yom Kippur and few of them asking for time off for the same. There are various types of laws andrules which are made by government authorities in order to provide desired benefits and secure work life in correct way (Han, Bonn and Cho, 2016). It involves the opinion to ensure about safety at work place, fair compensation, employment rights and other benefits for an individual in legal manner which are mandatory to be rendered by organisations. In context of Cambridge College London, it is necessary to avoid factor of discrimination and provide appropriate profits & benefits to their staff members by respecting their religious beliefs. Issue– The Cambridge College London discriminate among staff members on different basis and not provide value of their religions which is not correct. They are not providing leave for their festival known asHanukkah & Yom Kippur topeople who belongs to Jewish culture which are 25% of overall staff.. In context of Cambridge College London, there are several legal issues may take place due to disrespecting specific religion as it may create violence at work place by workers and they can complaint to legal authorities for the discrimination exist within organisation. It impacts 1
negatively on other staff members and institution face loss of goodwill as well as legal punishments for not obeying law of equality (Wellin, 2016). However it will result in generate lossofmoneywhichisshouldbedepositedtogovernmentdepartmentsaspenaltyor compensation to employees suffered from factor of discrimination. Solution Equality Act 2010– This can be described as combination of several rules to reduce discrimination by any means including gender, disability, tribe, religion and other factor (Shields and et. al., 2015). It will provide support to remove threat of partiality at work place so that every employees can get an appropriate amount of compensation with desired incentives. However, it is also essential to give time off for religious festivals and paid sick leaves which facilitate to make people satisfied with institution and make them loyal for their work. In addition to this, Cambridge College London should respect everyone's religions through providing paid religious holidays and allow them to use a floating holiday, personal or vacation day to take time off for celebration of a religious holiday. Future recommendations On the other hand, it has recommended that employer should follow the equality act and make appropriate policies for leaves through which people belongsto different religions get desired holidays. Employees have a right to get paid holidays regarding their religious festivals and employer needs to maintain equality in organisation regarding any means (Greene and Kirton, 2015). As per given scenario, employer should allow for paid time off at the time of Hanukkah & Yom Kippur as it is very important for them because it is a Day of Atonement which means to amends for wrong attempts in their life. It is also mandatory to allow for time off as it demands by around 25% staff who belongs to Jewish religion. In context of given institution, it is suggested to HR consultant to prepare few strategies for avoiding same issues in future. Initially, it involves to strictly follow employment laws in terms of providing desired facilities to staff. Secondly, it includes to consider few of genuine emotional factors regarding leaves providing criteria so that people will not hurt and obey policies of organisation properly. Thirdly, maintain leave trends & data and provide accurate information about the same to employees which facilitate them to gain leaves for festivals respectively. It is suggested to employer of Cambridge College London that they should take several steps for addressing issues relevant to religion and beliefs of people. Initially, it has been 2
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