Table of Contents PROJECT 2.....................................................................................................................................1 Regulation of business organisations through law and legal system...........................................1 Workplace legislation with the case law of Sport direct.............................................................1 REFERENCES................................................................................................................................3
PROJECT 2 Regulation of business organisations through law and legal system In the UK there are various business organisations which are required to formed as per the legal provisions defined under various acts. Different laws and legislations falling under the ambit of business law are Employment Rights act, 1986. Employment act, 2015, Health and Safety act, 1974, the national minimum wages 1988 and others. All this acts defines and governs the relationship of employee and employer under employment. Moreover, there are different acts which defined its formation, operation and dissolution along with recording and conduct of the financial transactions of the business. These includes legislations such as companies act, 2006, taxation law, GST, import and export duties and others. The employers are required to abide by such laws to gives the rights to the employees which they are given under the various laws under the context of their employment. The employers are required to pay national minimum wages, sick and holiday pay and provide employees healths and risk free environment at work(Simon and et.al., 2016). These endures that the employees are given their full rights which are empowered to them through various laws in the UK legal structure. Moreover, if the employees are not given their basic rights and privileges the organisations and their employers can be held liable for the same. A default in their duties can bring them a serious legal charges and implications to them as prosecutions, fines and penalties. This clearly shows that various operations, activities and conduct of a business is governed through different provisions of various act which galls under the ambit of employment and business law. Workplace legislation with the case law of Sport direct The case of Sports Direct came into limelights in 2015 where many stores of the organisations were founds in guilty for non adherence of different employment law. The employees of the organisations were not been paid national minimum wages, pays were cut for late arrival and for they were not paid for the seek leave, strict rules were set to establish the breach and on re occurrence of the breaches they were even dismissed on unfair grounds. This ave rise to a serious issue of abidance with the laws which are established in the legal framework. The employees of Sports District were deprived from the basis employment rights which thy are given under the ambit of law and legal structure. The Employments laws which 1
were highlighted. Three acts of the employments law were founds under the breach in case of Sport direct, and these are important for an organisation to follow: The National minimum wages act, 1988 This act is basically lays down the basic pay an employee shall get.At present, with effect from 1stApril2018 the national living wages for an adult above the age of 25 is £7.83 per hour. For those workers who falls between the age 21-24 the national minimum wages are £7.83 per hour (BIS Committee (2016) Employment Practices at Sports Direct.2018). This act defines the age group and basic pay they must get under the employment of any employee. This is there statutory right. But in the case of sport direct the committee reports stated that due to unfair cuts in the salary over delays and breach of specified rule which were unfair, the salary of some employees falls blower the statutory minimum requirements of pay. The Health and safety act, 1974-24 Thehealthandsafetyactprovestherequirementtoemployersthattheyare compulsorily required to provide safe, healthy and risk free working environment to the employees(Hillary, 2017). The working place shall be safe, hygienic with proper facility of light , air and waters supply, theatmosphere bemust be clean and they must be provide every protecting from a potential risk related with the job to be done under employment. All these rules and provisions were noticed by certain store of Sport directs and the employee were force to worked under unhealthy and unsafe work environment. Moreover there was no risk protection from the risk involved in the job and not training were given to the employees for the same. The Gangmasters licencing act, 2004 This act is fronted through the act of parliament in the UK which regulated the agencies that place vulnerable employees in agricultural work and the shellfish collecting and packing industries. This is a recent plank of UK agency worker law(Bork, 2017).The agencies in the case of Sport direct were also founds under the breach. This also covers the licencing standards for health and safety, accommodation, pay, transport and training of the employee. All this must be adhered by a business in UK. Conclusion: With this it can be stated that the there care various laws and legislation which are applicable to an organisation regarding the workplace. This includes Employment Rights , 2
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Employment act , Safety act, national minimum wages and others. In the case of sports direct it was found out that the supermarkets was under severe breach of the employment legislation in providing safe and risk free workplace to employees. Moreover,the basic right on national minimum wages was also infringed. 3
REFERENCES Books and journal Bork, R., 2017. The European Insolvency Regulation and the UNCITRAL Model Law on Cross‐Border Insolvency.International Insolvency Review.26(3), pp.246-269. Hillary, R. ed., 2017.Small and medium-sized enterprises and the environment: business imperatives. Routledge. Simon, K. W and et.al., 2016. Legal, registration, and taxation issues of associations. InThe Palgrave handbook of volunteering, civic participation, and nonprofit associations(pp. 1139-1161). Palgrave Macmillan, London. Online BISCommittee(2016)EmploymentPracticesatSportsDirect.2018.[PDF]Available through :<https:/ /publications.parliament.uk/pa/cm201617/cmselect/cmbis/219/219.pdf >. 4