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(PDF) The Employment Relationship

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Added on  2021-01-02

(PDF) The Employment Relationship

   Added on 2021-01-02

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Managing the Employment
Relationship
(PDF) The Employment Relationship_1
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
(PDF) The Employment Relationship_2
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
and rules 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 as Hanukkah & Yom Kippur to people 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
(PDF) The Employment Relationship_3
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
loss of money which is should be deposited to government departments as penalty or
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 belongs to 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
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(PDF) The Employment Relationship_4

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