Professional Documents
Culture Documents
Submitted by:
Estrada, Eric Emmanuel H.
Submitted to:
Atty. Sarah Delos Santos
Introduction
Employers take on employees to do a job. That job may be
providing some form of service or it could be a contribution to the
actual production of a good. Employers, therefore, expect the
employee to do the job they are employed for to the best of their ability
and in return pay them a wage or salary for the work they do.
poor
communication,
misunderstandings,
of
Terms
and
Conditions
of
Employment,
Equal
and Safety at Work Acts set out responsibilities and rights for both
employees and employers. Employees are expected to carry out their
work in a way that has regard to the safety of others. Employers are
expected to abide by a range of requirements governing such aspects
as providing safe machinery and equipment, carrying out regular
health and safety checks, ensuring the training of employees in health
and safety issues, and carrying out a risk assessment to assess the
dangers of
specific
III.
Theoretical Framework
Minimum Wage
hours, so must holiday pay. If someone stops working they are entitled
to be paid for any leave not taken.
Part-time Rights
Part-time workers must be treated no less favourably than
comparable full time equivalents. For example, they should get the
same hourly rates of pay, the same leave entitlements proportionate to
the number of days they work each week, the same entitlement to
parental leave and the same access to promotion opportunities.
for example: Must provide workers with written terms and conditions
setting out the expected rate of pay, the type of work the agency will
try to find, the length of notice and other relevant details. Pay for any
work undertaken regardless of whether the agency has been paid by
the hirer or not. Must not charge workers fees for finding or seeking
work.
Discrimination Issues
There are two types of discrimination direct and indirect.
It is worth noting that if certain conditions or requirements in a job
can be shown to be genuine occupational qualifications then they
might not be discriminatory. For example, it might be justified for the
owner of a Chinese or a Greek restaurant to advertise for a Chinese or
a Greek waiter because the restaurant setting requires this. It might
be justifiable for a hostel for Asian women who have suffered violence
to specify that it wants only Asian women workers on the grounds
that the women would find it easier to relate to and communicate with
people of the same racial group. It might be justifiable for a care home
for elderly women residents with requirements for personal care to
advertise for a female nurse when there might be objections to a male
nurse undertaking the work. An employer must avoid discrimination
employment
particulars
describing
their
basic
terms
and
by,
for
example,
trade
union
official
or
other
representative.
reassignment,
sexual
orientation,
marriage
or
civil
blaming
resources
(HR)
department.
You
can
also
talk
to
this doesnt solve the problem and the bullying continues, the next
step is to make a formal complaint. Your company will have a
grievance policy explaining how to do this.
Leave
V.
Conceptual Framework
Based on the literature review, these are the basic rights of
employees: National minimum wage, holiday leave and pay, sick leave
and pay, Part time rights, Agency workers rights, Discrimination
issues, Working Hours, Maternity Leave and Pay. These rights when
implemented will lead to job satisfaction. The relationship can be
depicted and conceptualize in Figure 1. These rights have different
impact on employees.
HOLIDAY
LEAVE AND
PAY
NATIONAL
MINIMUM
WAGE
SICK LEAVE
AND PAY
PART TIME
RIGHTS
JOB SATISFACTION
AGENCY
WORKER
RIGHTS
MATERNI-TY
LEAVE AND
PAY
DISCRIMINATION
ISSUES
VI.
WORKING
HOURS
Conclusion
Most employees and employers operate under what is known
as a master-servant relationship. The employee, the servant, is
expected to perform his duties under the supervision and for the
good of the employer, the master, under this type of work
relationship. However, employers, if left unchecked, sometimes abuse
their power. Employment laws such as the Fair Labor Standards Act
(FLSA) and the Age Discrimination in Employment Act are designed
to balance out the master-servant relationship so that the employer
cannot abuse or discriminate against the employee. Under these and
additional labor laws, workers have the right to fair compensation, an
equal opportunity for hire and a safe work environment.
The purpose of most labor laws is not to abolish the masterservant relationship, but rather to make it more equal and ensure
that all individuals have the same opportunity to enter into such a
relationship. Additionally, a key principle of capitalism is that
businesspeople should have the opportunity to engage in commerce
that could result in profits. Thus, some labor laws seek to protect the
rights of the employer. For instance, employers don't have to hire
someone they don't feel is qualified, and it is within the employer's
rights to expect that employees show up on time and perform the
duties for which they were hired. These laws ultimately protect the
employer's productivity and, therefore, profits, as well as the ability to
remain competitive in the marketplace. Labor laws offer some dual
protections to both employers and employees. For instance, labor
regulations dictate to some degree how employees should interact
with other employees, as well as how employees and employers
VII.
Recommendation
For future studies, the researcher recommend to re-evaluate
or to expand the conceptual framework used in this study. The
researcher also suggest to gather respondent from a particular
sector such as the government workplace or a private business.
VIII. References
o http://www.citizensinformation.ie/
o https://www.gov.uk/government
o http://www.citizensinformation.ie/en/employment