Yousef Mohamed Al Hammadi: CHRP Course 3MER Assessment Activities

This report, submitted by Yousef Mohamed Al Hammadi for the CHRP course, addresses various aspects of employment relationships. It begins by identifying internal and external factors influencing the employment relationship, such as people, resources, political factors, and economic conditions. The report then explains different types of employment status, emphasizing the importance of determining employment status for individuals working in a park. Section 2 explores the significance of work-life balance, highlighting its influence by legislation, and summarizes legal support for employees as family members. It also provides examples of equal pay and summarizes UK discrimination legislation. Furthermore, it discusses organizational policies' impact on the psychological contract. Section 3 contrasts fair and unfair dismissals, including fair reasons for dismissal, and outlines the importance and benefits of exit interviews, along with the redundancy process for up to 10 employees. The report emphasizes the dynamic nature of the employee-employer relationship and the importance of understanding legal and organizational factors.

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STUDENT NAME: Yousef Mohamed Al
Hammadi
PROGRAMME START
DATE:4.03.2018
PROGRAMME TITLE: CHRP COURSE LOCATION: ABU DHABI
PERSONAL TUTOR:CAROLE CANNAS
ASSIGNMENT TITLE: 3MER Assessment Activities
SUBMISSION: 1ST 2ND Extension
(delete) DATE OF SUBMISSION:09.06.2018
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and tick the appropriate box to show that you have understood and completed what is
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Table of Contents

ASSIGNMENT COVERSHEET
Section 1:....................................................................................................................................3
1.1 Describe at least two internal and two external factors that impact on the employment
relationship.............................................................................................................................3
1.2 Explain the different types of employment status that exist so that the employer is
aware of them all:...................................................................................................................5
1.3 Why it is important to determine the employment status of the individuals working at
the park?.................................................................................................................................6
Section 2:....................................................................................................................................6
2.1 Explain the importance of work-life balance within the employment relationship and
how it can be influenced by legislation:.................................................................................6
2.2 Focussing on two key areas, summarise the legal support that may be given to
employees as a family member:.............................................................................................7
2.3 Two examples explaining why employees should be treated equally in terms of pay....8
2.4 Summary of the main points of UK discrimination legislation and approach to
temporary employees.............................................................................................................8
2.5 Explanation of how effective organisational policies can contribute to and affect the
psychological contract............................................................................................................9
Section 3:..................................................................................................................................10
3.1 Differences between fair and unfair dismissals including five potentially fair reasons
for dismissal.........................................................................................................................10
3.2 Explain the importance and benefits of holding exit interviews....................................11
3.3 Process to be followed for making up to 10 employees being redundant:.....................12
References:...............................................................................................................................13

ASSIGNMENT COVERSHEET

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Section 1:
1.1 Describe at least two internal and two external factors that impact on
the employment relationship.
The relationship between the employee and employers is found to be dynamic in some cases.
The legal connection between the employers and the employees is the employment
relationship which needs to be very clear and transparent. The issues in the local farm have
arisen because of lack of understanding the internal and external factors impacting the
employment relationship. The internal and external factors responsible impacting the
employment relationship are given below:
Internal factors impacting the employment relationship:
People: The relationship between the line managers and the employees impact the
relationship with the employers. The relationship with the peers, co-workers, colleagues and
with other internal members of the organization impacts the overall employment relationship.
The cultural and cultural values of the organization are also important.
Resources: The tools and other important resources like time, knowledge, education, training
etc. impact the relationship. The suitability of the workplace for the purpose is also
significant.
Innovation: The relationship gets impacted by the approach of the organization towards
welcoming new ideas or innovation. The employees establish good relationship with their
employers if their contributions are being recognized by their employers.
Marketing: The culture of the organization regarding the involvement of the employees in
brand or company promotion or in product development poses impacts on the relationship.

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Operations: The approaches of the employers in providing convenient working conditions
and environment, procedures and policies which could either enable or disable people,
processes which are convenient for the employees and the extent to which the other members
of the organization are friendly impact the overall employment relationship (Benge, 2018).
Financial: The compensation of the employees for the roles they do in the organization
impacts the motivation and the relationship
You have described a number of factors that impact on the employment relationship above
but for each point you have not really expanded your point to explain WHY/ HOW e.g. you
mention compensation is a factor but how/why does this impact on the relationship?? – you
could briefly explain that when a company does not increase salaries in line with inflation,
this can demotivate employees etc etc. You could consider only focusing on 2 internal and 2
external factors to keep your word count within the limits….
External factors impacting the employment relationship:
Political: The labour unions’ functioning and influence and compliance of the norms
regarding the working hours impact the employment relationship. The government initiatives
towards the welfare of the employees impact the relationship.
Economic: The policies which the organization takes during the peak season regarding in
creating full employment or to maximise the economic growth, declining the bargaining
power of the employer in comparison with that of the employees do matter. During the peak
season it is important whether the employer pays incentives or additional payouts to
maximise the employment.
Social: The public perception about the brand and the changes in demographic factors could
unsettle the workforce.

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Technology: The changes that the employer brings in to the organization or to the business
operations with the support of technology can make the work of the employee either much
convenient or difficult.
Environmental: The ways through which the employer takes care of the environmental
factors impact the working of the employees.
Legal: The government influences on the work the employees are doing, the restrictions to
the trade unions and on the other employment laws (Morrison, 2017).
Again, you could expand further and focus on just 2 external factors explaining how each of
them impacts on the relationship.
1.2 Explain the different types of employment status that exist so that the
employer is aware of them all:
To understand whether the employees being recruited on temporary basis in the farm it is
very important that the employer understands the different types of employment status which
are discussed below:
There are three major types of employment status:
Employee: The employee is the individual who works under the norms and conditions of the
employment contract which is though not limited to payment terms, leaves, working hours
and the terms are being agreed upon by both employees and the employer. The employee can
work as either full-time permanent or part time temporary employees. The employees are
entitled for some rights. You could list the rights here too….
Workers: The worker is the individual who executes the tasks personally. The task being
undertaken by the worker is either as a part of the contract or not as a part of the contract. The

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workers have restricted or limited rights to the work done by others or to the sub-contracts.
They are also entitled to some of the rights regarding their pays, holidays and leaves. They
are also needed to be provided safe and convenient working conditions.
Self-employed: The self-employed persons are different from that of workers and employees.
They can play the role of both employee and self-employed simultaneously. They generally
own a business of their own where they employ themselves. The employment law does not
cover major cases of self-employed but they are also entitles to some of the rights and
responsibilities (Jones, 2017).
1.3 Why it is important to determine the employment status of the
individuals working at the park?
The employer of the park has to determine the employment status of the individuals working
in the park so that their rights could be understood and the responsibilities of the employer
towards them in providing the compensation, leaves, safety and resources as per the
employment contract and law. The employees could not lose their appeal if the employment
status is well determined by the employees. For example the provisions regarding the
compensation of the 25 permanent employees would not be applicable for the temporary
workers or employees who are being recruited only during the summer month. Secondly, the
working hours for the permanent employees might be longer than that of the temporary
workers or employees who would be doing some special works during the peak season of
summer.

ASSIGNMENT COVERSHEET
Section 2:
2.1 Explain the importance of work-life balance within the employment
relationship and how it can be influenced by legislation:
The employment law entitles the employees with some privileges in their work. The
employees must be provided with well defines agreements where the different types of
leaves, working hours and other related details will be given. The legislations are similar in
case of all the employees except for the ones who are working in army or in security related
jobs. The laws are formulated by the governing bodies and the legal authorities so that the
employees do not get exploited in their workplace and they could balance between their
professional and personal life. The balanced work life is very important. As per the
legislation the employees are entitled to get compensation for the national and fixed holidays.
The employees as per the law are entitled to have 28 days of paid holidays. The workers are
supposed to work for 5 days a week as per the law (GOV.UK, 2018). The employees and
workers are entitled for working for some fixed hours as per the legislations. As per the
employment law the employees are to be allowed to work maximum to 48 hours per week for
the adults and 18 hours for the minors. If the norms are violated then the employees should be
considered to be overtime and that should be compensated as per the norms mentioned in the
employment contract or else the overtime pay will not have be paid (GOV.UK, 2018). The
employees are also entitled to get some fixed breaks and they must the in rest for about 11
hours a day and 24 hours uninterrupted rest in a week as recognized by law. These norms are
meant for safety and improved health of workers and employees (GOV.UK, 2018). You
could briefly expand on why worklife balance is so important e.g. well-being of employees,
healthy and less sickness absence, motivation increases, good reputation and PR for the
company etc..

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2.2 Focussing on two key areas, summarise the legal support that may be
given to employees as a family member:
The employees are given legal support for the working hours they are supposed to work,
resting hours, breaks, overtime payments, nightshift compensations, sick leaves, paid
holidays and some legislations to improve their safety and healthy. The employees have been
provided with legal support for their wellbeing. The female employees must be provided
legal rights like the paid time off provisions for antenatal appointments, paid maternity leave,
legal protection against discrimination and informing the employer about their pregnancy etc.
The legal support could be given in the context of safety and health aspects of the employees
and their compensations so that they could get motivation and feel valued member in their
organizations. You could list the key aspects of the legislation relating to e.g. maternity and
paternity in the UK
2.3 Two examples explaining why employees should be treated equally in
terms of pay.
According to the Equality Act 2010, every employee whether men or women that does equal
work has the legal right to receive equal pay. There should not be any discrimination based
on the gender of the employee in an UK based organisation. There are various cases in UK
where there have been biases in payment to the women employees that are paid lesser than
their male counterparts although they are required to the same value and amount of work
(Equality and Human Rights Commission, 2018).
As for example, if a female employee is discriminated at the workplace and is paid much less
than her male co-workers for the same job position, then it will make her feel unmotivated at
the workplace and naturally her productivity will suffer.

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Another example that justifies the need for equal payment is that the employees that are paid
less based on certain discriminatory factors or biases might decide to leave the organisation
and this could enhance the employee turnover which is a negative issue for an organisation in
its respective industry.
The management of local farm park must observe the regulations of the Equality Act 2010
for its temporary as well as permanent employees.
2.4 Summary of the main points of UK discrimination legislation and
approach to temporary employees.
The major protocols of anti-discrimination in UK are contained in the Equality Act 2010 that
safeguards the public from any form of discrimination, prejudice or bias at the workplace and
also in the society at large. Previously there were various fragmented anti-discriminatory
laws that were complicated to be applied due to their complexities. Owing to this reason, the
Equality Act 2010 was passed that is now a single act containing all the previous legislations
related to the establishment of equality (GOV.UK, 2013). The law mainly safeguards the
employees from various types of discriminations such as age, gender, disability, race,
religion, sexual orientation, etc. For the part-time or the temporary workers that are covered
under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000,
they are liable to same degree of protection from discrimination like full-time workers but
they need to complete a 12 week qualifying period on the same job (CIPD, 2016). Hence the
farm park should protect the temporary workers from discrimination by applying this
legislation.
Instead of the above, you should focus on the key points relating to harassment, victimisation,
direct and indirect discrimination.

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2.5 Explanation of how effective organisational policies can contribute to
and affect the psychological contract.
The psychological contract can be defined as the contract between the employer and the
employee that is based on perception of their mutual relationships. It is different from the
actual employment contract as it is intangible in nature. This contract is the basis of actions
that are performed by the employer and the employee for mutual benefits. In other words it
consists of the actions and statements of one party that are perceived by the other party and
interpreted effectively towards a logical action (CIPD, 2018). The managers, especially the
HR manager have a major role to play in the development of effective organisational policies
that facilitate employee commitment and productivity. The management needs to undertake
an employee-focused strategy for ensuring that the psychological contract is effective and
leads to better organisation performance through achievement of departmental as well as
overall objectives of the firm. The absence of an effective psychological contract and
ambiguity of communication and job roles might impact the organisation negatively and
create employee dissatisfaction. Therefore, the management of the farm park must ensure the
diligent utilisation of the psychological contract between the employer and the permanent and
the temporary employees as well (Wainwright & Sambrook, n.d.).
Although you have used some external references to describe the psychological contract, it
would be better to see some explanation of it in your own words e.g. what is it and how do
policies e.g.

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Section 3:
3.1 Differences between fair and unfair dismissals including five potentially
fair reasons for dismissal.
Unfair dismissal refers to the situations where an employee has been terminated
illegitimately. The dismissal can be termed as automatically unfair of an employee is made
redundant under the following circumstances:
 If an employee is dismissed on the occasion of her pregnancy and several factors
related to the maternity
 If an employee is dismissed for acting as the representative of another employee then
it can be termed as unfair.
 In cases of paternal leaves, paternity leaves or similar reasons if the employee is
dismissed then it amounts to an unfair dismissal.
 An employee fired on the ground of his relationship with a trade union is unfair.
The fair dismissal can be defined as a decision to make an employee redundant on legal and
ethical grounds. A dismissal can be termed as fair if any of the following criteria is satisfied:
 If there are issues of misconduct by the employee then he is liable to be dismissed.
 If any issue arises related to the capability and job qualification of the employee then
he can be dismissed on fair grounds.
 If an employee is made redundant on reasonable grounds then he can be dismissed on
fair grounds.
 In case there is a statutory restriction on the employment of the employee then he can
be dismissed on fair grounds.