Employers and Employees rights :: Business and Management Studies

Employers and Employees rightsINTRODUCTIONIn this piece of course work I am acquittance to describe, using examplesfrom Shropshire county council, the rights of the employer and itsemployees. I am to a fault going to explain using examples of how the theyresolve the disagreements with its employees over rights of employmentor functional conditions. Then I am going to evaluate the extent to whichShropshire ensures that a good functional relationship exist between theemployers and employees.1. Describe the employer and employee rights of the disdain you nurse investigated in detail and give examples.We as employers and employees at Shropshire county council beprotected by numerous amount of lawsSome of these laws ar tint pay wager 1963This allows us as employees to get a sporty share in pay. This make up willenable us to resume legal action against Shropshire if we feel and haveproof of not acquiring the right amount of pay that should be permitted.Not that does this act helps us as employees it also helps ouremployers. The directors of Shropshire county council employ theemployers that employ us, so they too are considered to be employees.Race relation act 1976This act allows us both as employees and employers to be treatedfairly. This act has to do with the inequality against our race orreligion. It enables us to take legal actions against Shropshire if wefeel and have proof of unfair treatment of our race and religion.Pregnancy and Discrimination actThis act is here for both the employees and employers if we are firedor discriminated because of being pregnant. This will allow us to getcompensation. If fired this will also allow us to also get our jobback at Shropshire.Health and Safety actThis is there for both we the employees and our employers. Not onlyare we protected by this act we are also prudent for the healthand safety for the other members of faculty. E.g. in the computer roomswe must(prenominal) act responsible for not permitted t o smoke in non-smokingareas, if done this could hazard other members of staff.2. State how the business resolves its disagreements with employees in connection with employment and working conditions.When disputes occur at Shropshire the management will try to followthe crystallise procedure. Wherever possible the issue is dealt with bymanagers within the council. There are clear procedures to follow,which will be carefully followed.E.g. if a member of staff was discriminated by one of his or her co-workerswith proof the staff member could run it to a union representative