MOD003344 - Employment Relationship Management: Issues & Laws

This report delves into the critical aspects of managing employment relationships, focusing on key issues such as religious discrimination in the workplace, as illustrated by the case of Faiza Khan. It identifies relevant employment legislation, including the Equality Act 2010 and the Human Rights Act 1998, which safeguard employees from discrimination and ensure fair treatment. The report further applies these legal frameworks to real-world scenarios, emphasizing the importance of upholding human rights and equality in employment practices. The analysis concludes that organizations must prioritize managing employment relations to foster a respectful and legally compliant work environment, with resources like Desklib offering valuable support through access to past papers and solved assignments.

Managing the
Employment
Relationship

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Identify the key employment issues.......................................................................................1
Identify the relevant employment legislation.........................................................................2
Apply any relevant case examples.........................................................................................3
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Employee relationship management is undertaken as the particular area of human
resource management. Moreover, employment relations are considered as legal link among
employees as well as employers (Bennett, Saundry and Fisher, 2020). This exists when an
individual’s perform task into certain situations in return for remunerations. Additionally, this
refers to maintain relations among several staff who works in entity. In addition to this, it assists
firm to develop effectual groups in which worker respects one another, share their new ideas as
well as perform seamlessly as group. This report is on Faiza Khan, she belongs from Muslim
religion as well as wear a headscarf in workplace that reflects her religion. Moreover, currently
she has been shifted from the work performed as a cashier at meat counter, in which she has to
manage pork. Additionally, this has been told that, headscarf is not allowed as this would upset
consumers. All this makes Faiza Khan unhappy as well as feeling uncomfortable for serving
pork. The topics which are going to be discussed in this report are key employment issues,
effective employment legislation and their applications.
MAIN BODY
Identify the key employment issues
Employment issues are known as the staff within workplace. As long as it performs with
others, issues would always raise. However, few employment problems are much common than
others. One of the key issues is employment discrimination. As per the given scenario, Global
Organic Foods (GOF) store is depends in Holborn, London as well as has an employee of 30.
Also, Tom Harding is the store director. Therefore, some employment issues into firm currently
and ACAS has been known to mediate among employees and employers. The employment issue
is raise on Faiza Khan, who belongs mainly from Muslim religion as well as wear a headscarf
that represents her religion. Moreover, currently she has been shifted from the work of cashier
which has been performed at meat counter, in which it has to manage pork. Additionally, this has
been told that, headscarf is not allowed as this would upset consumers. This makes her unhappy
as well as feeling uncomfortable for serving pork. So, this incurs an employment issues which is
considered as the discrimination in respect of religion. Discrimination is undertaken as the unfair
or pre judicial treatment of individuals as well as team depends upon characteristics like age,
race, gender religion and many more. In addition to this, religious discrimination includes
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treating individuals in unfavourable manner due to their religious beliefs (Helfen, Sydow and
Wirth, 2020). The regulations protect not only individuals who belong to religions and tradition
like Buddhism, Islam and many more.
Furthermore, religious discrimination in workplace may also incorporate to treat someone
differently because of it individuals are opting different traditions. In respect of Faiza Khan, it
wears a headscarf in work area that represents her religion. Therefore, this has been told her that
its religious beliefs are upsetting the customers. So, this cannot be continued more. This is a kind
of employment issues which highlighted under the religious discrimination within work place.
Identify the relevant employment legislation.
Employment legislation is undertaken as the bodies of regulations which regulate the
relations among employees and employers. Moreover, this covers various forms of acts which
set out legal entitlement that staff has to perform specific, rights and advantages from its
employer. Faiza Khan, who belongs mainly from Muslim religion as well as wear a headscarf
that represents her religion. Moreover, currently she has been shifted from the work of cashier
which has been performed at meat counter, in which it has to manage pork. Additionally, this has
been told that, headscarf is not allowed as this would upset consumers. This is a kind of
employment issues which highlighted under the religious discrimination within work place.
Therefore, for instance employment legislation are described below in order to deal with above
mentioned employment issue:
Equality Act, 2010: The Equality Act 2010 legally safeguards the individuals from
discrimination within work areas and into boarder society. Moreover, this replaced last anti-
discrimination acts that that makes the particular legislation simpler to acknowledge as well as
strengthen individual are protection into few critical circumstances (Katz and Colvin, 2020).
Additionally, this set out various manners wherein it is unlawful for treating someone in
discriminate way on the basis of religion.
Human rights, 1998: The human right act is a UK law passed in year 1998. This allows
individuals to protect its rights into UK courts as well as compels public organization. Along
with government, local council and others for treating all in equal way along with fairness,
respect and dignity. In addition to this, respective kind of employment legislation is crucial
means of protection for all individuals, mainly those who are facing negligence, abuse and
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isolation. Most essentially, this right provides an individual power as well as allows them to
speak and challenge poor treatment from public authority.
Apply any relevant case examples.
Everyone have the human rights for manifesting their religion or belief within European
Convention upon human rights act. It means that they have the rights to wear specific clothing or
symbols for representing that their religion or beliefs at work area, even of other individuals have
different religions (Kaufman2019). For example: As Faiza Khan who belongs from Muslim
religion who worked in Global Organic Foods (GOF) store is depends in Holborn, London as
well as have an employee of 30. She wears a headscarf that represents her religion. Moreover,
currently she has been shifted from work performed as a cashier for performing at meat counter,
in which she has to manage the pork. Additionally, this has been told that her headscarf upsets
consumers so it cannot be continued. This makes Faiza Khan unhappy as well as feeling
uncomfortable for serving pork. Although, it has been called a kind of employment issue that
known as religious discrimination at workplace.
Therefore, in this case, some essential eemployment legislation is to be undertaken as the
bodies of regulations which regulate the relations among employees and employers. Moreover,
this covers various acts which set out legal entitlement staff have to specific perform, rights and
advantages form its employer. For instance, human rights and equality acts both can be applied.
By complying human rights act, Faiza Khan would able to protect its right within workplace into
UK courts as well as compels public organization. Along with the government, local council,
that have power to treat all individuals equally, with fair, respect and dignity. As it can be
applied through all individuals who are the resident of UK either person are citizen or not, an
adult and others. Along with this, respective rights are known to be the basic rights which belong
to the person that undertaken to be a human within workplace. It embodies main values into
societies like equality, fairness, dignity and so on. They are crucial means of protection for all
individuals, mainly those who are facing negligence, abuse and isolation. Most essentially, these
rights provide Faiza Khan’s power as well as allow them to speak and challenge bad treatment
from any company (Williams, 2020).
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CONCLUSION
As per the above report, it has been concluded that this is vital for organisation to manage
employment relations as it is the legal link among employees as well as employers. Moreover, as
the essential employment issue raise that is religious discrimination. Additionally, there are
various employment legislation such as equality and human rights act which assists individuals
to protect their rights with workplace. In addition to this, it provides an individual power as well
as allows them to speak and challenge poor treatment from company.
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REFERENCES
Books & Journals
Bennett, T., Saundry, R. and Fisher, V., 2020. Managing Employment Relations. Kogan Page
Publishers.
Helfen, M., Sydow, J. and Wirth, C., 2020. Service delivery networks and employment relations
at German airports: Jeopardizing industrial peace on the ground?. British Journal of
Industrial Relations, 58(1), pp.168-198.
Katz, H.C. and Colvin, A.J., 2020. Employment relations in the United States. In International
and Comparative Employment Relations (pp. 49-74). Routledge.
Kaufman, B.E., 2019. Managing the human factor. Cornell University Press.
Williams, S., 2020. Introducing employment relations: A critical approach. Oxford University
Press
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