Current Employment Legislation

Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this:

Given the culture these days of “No Win - No Fee” solicitors, the majority of employers have legal expenses cover that allows them to be guided through all employment issues by professionals who have the expertise in employment law. Owners/managers are advised to use this service for even the smallest employment issue as not following due process can prove costly for employers. In addition, these experts and the advice they give are non-biased and in accordance with current employment legislation.

Welcome and Introduction How to use this Workbook 1 Statutory Rights and Responsibilities 1.1 Contracts of Employment 1.2 Anti-Discrimination 1.3 Age Discrimination 1.4 Disability Discrimination 1.5 Working Hours, Rest Breaks and Holiday Entitlements 1.6 Maternity/Paternity, Parental and Adoption Leave 1.7 Absence and Sickness 1.8 Data Protection and Access to Personal Information 1.9 Health and Safety Procedures and Documents in your Organisation 2.1 Contracts of Employment 2.2 Anti- Discrimination 2.3 Working Hours and Holiday Entitlement 2.4 Sickness Absence and Sick Pay 2.5 Data Protection 2.6 Health and Safety Sources of Information and Advice 3.1 Internal Sources 3.2 External Sources About your Occupation and

employees, their hiring and firing, particularly regarding discrimination. There are Federal, state, and local laws

1.4 Identify sources and types of information and advice available in relation to employment responsibilities and rights

The role of the tribunal and court systems in enforcing employment law is to ensure that cases brought before them are dealt with in a fair and consistent manner. Delivering an outcome that is consistent with the facts put before them. They have to consider the evidence placed by both the employee and the employer. In most cases it is for the employer to prove that they handled the case appropriately taking account of their internal procedures and ensuring that they were not in breach of any relevant employment legislation related to the employee and their circumstances.

Employment law has been criticised for impeding efficiency and competitiveness. In this essay I will assess the problems of current common tests of employment status, mainly focusing on ‘atypical’ workers, and also the impact of the development of employment law.

This essay concentrates on the employment law and how it affects employment agreement in New Zealand by the legal frameworks in which it develops employment relationship in relation to the Employment Relations Act 2000. As highlighted ‘the use of such triangular relationships creates complexities in the rights and responsibilities of each party’ . Means that the power of New Zealand’s employment law defines employers and employees across the statutes. The courts use the employment statues for their decision-making. Furthermore, the protection that is available to protect the interest of employees and independent contractors and its effectiveness.

Several factors come into play when addressing the limitations and restrictions of an employer. Many laws and regulations have been enacted to address issues arising with employer to employee relationship. Our text acknowledges these laws are a collection of local, state and federal laws that depends on each individual situation to determine what level of focus will best relate to the issue at hand and come from the constitution, different statutes, Executive orders and regulatory agencies designed to administer and govern these laws (Walsh, 2014). Walsh goes on to acknowledge, once a human resource agent understands how laws are enacted, it becomes important to understand which law will best represent the situation that has occurred and deciding if your organization is private or public, part of a union or nonunionized and the size of the organization will be a determinant factor in the direction HR will want to pursue. Finally, before addressing the actual issue at hand, it is important for HR to understand who can file a lawsuit and simple issues such as the limitation period that states an employee must file a claim within a certain amount of time (Walsh, 2013). Many issues must be addressed before one can discuss the authority and legality of an employee handbook, along with the rights and responsibilities afforded and withheld from such a document.

The employment law as the name typifies is the law that regulates the relationship between workers, trade unions, employers and the government and the main types of employment status include workers, employees,

Employment law is the body of law that governs. The body of law that governs the employer-employee relationship, including individual employment contracts, the application of TORT and contract doctrines, and a large group of statutory regulation on issues such as the right to organize and negotiate collective bargaining agreements, protection from discrimination, wages and hours, and health and safety (http://legal-dictionary.thefreedictionary.com/Employment+Law).

Employment Acts are in place to protect you from employers that could manipulate you if these acts weren’t in place. You could argue that these acts also are controlling for the employer as he forced to abide by these laws if he wishes to run a business with employees, but I think it’s an important foundation to have as both parties know where they stand, without them employers could easily discriminate against anyone, pay less to you and more to someone he/she likes more.

To avoid any complications or misunderstandings between employers and employees, this relationship is governed by rules and laws.   The basis of these rules is the ESA (Employment

Employee must ensure that the manager understand their obligations and comply Human Rights Legislation has the most impact on HR decision , it protects employee from harassment both at workplace and sexual. (www.enotes.c

Workers need to be taken off to ensure that they perform roles as expected. In some countries, workers cannot complain of any form of harassment as the country lacks document laws governing how they should be treated. There is also the aspect of ignorance and workers fail to learn of law protecting them. Once someone becomes employed, he or she is obliged to look for all governing their rights. Employers and other welfare officers also have the responsibility of making sure every worker becomes versant with code of ethics regarding the assigned duties and protection laws. In case a worker feels mistreated, there are compensatory rules contained in the books of laws. Every worker should feel appreciated and respected to work effectively.