Hr Practices

Employment Rights Act 1996 - It deals with rights can get when at work including unfair dismissal, reasonable dismissal notice,

The company has the right to terminate an employee as long as the termination does not discriminate or

(a) An agency head may place an employee on administrative review leave with pay for a

To receive the FMLA leave, employees must give a 30-day notice beforehand. If the leave is not expected they must give the notice as soon as possible. Employees must give a written/medical confirmation for the fixed time off so it can be considered under FMLA leave. In accordance with the law, employers/human resource can request other information for proof to support your request. Employers cannot deny the request for leave if it correctly applies with the FMLA

Organisation culture – The behaviour and morals of the employees within the company have a big impact on the employment relationship e.g if

| |How might managers in an organization use knowledge of employment-at-will and its exceptions | | |

The aim of these Acts is to protect employees from being dismissed unfairly. The Acts set out reasons that are deemed unfair to dismiss a person. Employees can take an unfair dismissals case against an employee once they are over 16, and have been employed continuously for one year.

Define the following types of work: Permanent, Temporary, Fixed Term, - explain the main features of each and why determining an individual’s employment status is important

In order to ensure that our process is fair and to minimise the risk of an ET claim we must ensure that we work in line with the ACAS Code of Practice on disciplinary and grievance procedures, which although not a legal requirement, employment tribunal’s will first seek to establish if our process has been carried out in line with it. “If the Acas code has not been followed the tribunal has discretion to adjust awards up or down between 0 and 25% in relation to either party” (CIPD, 2015)

The following information is a leaflet giving guidance to employee relations. The information details the impact that

HR Business Partners are also instrumental in initiating and driving HR programs/initiatives within those organizations, placing considerable focus on retention, scaling and culture issues.

Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.

In today’s interconnected environment, the possibility to work in isolation is infinitesimally small. Its internal, micro affects any organization, either positively or negatively, and macro environment and so does its Human Resources policies and practices. The internal environment is shaped by the employees, the office technology etc.; the microenvironment relies on forces like the competitors, suppliers and distributors. The Political, Economic, and Socio-cultural, Technological, Environmental and Legal forces, on the other hand, determine the macro environment. Being an integral part of any Organization, it is very important for the HR practitioners to keep track of the macro environment as because of its broader aspect and a much

This in turn can lead to continued performance improvement, as employees are aware that superior performance is rewarded by the organisation. Another linkage that can create overall commitment for the employee base of the firm comes in the form of opportunities such as promotional opportunities, and career ladders. If an employee is aware that if they apply themselves to the organisation, and show commitment, then this will be reciprocated by the organisation in the form of promotion opportunities, which once again reflects the performance of the employee. This is also linked with performance measurement of the organisation, which ensures that promotion and remuneration occur, and incorporate those employees who are most deserving. Finally, we can see a link between employee security, hiring procedures, and grievance procedures within the organisation. If the selection strategy is sound, and enables the recruitment of the most suitable employee for the position then the need to re-hire in the foreseeable future can be negated thus improving overall employee security. Grievance procedures can also be linked to employee security, as if there are formal policies and procedures in place to steer both the organisation and employee through the grievance process, then employee security increases if appropriate policies are in place to minimise this occurrence. However, if a grievance problem does occur the

* However, when period agreed on circumvents security of tenure, the period should be struck down and deemed contrary to public policy = deemed to be a regular employee