Cipd 3mer

3076 words 13 pages
| | HUMAN RESOURCESSupporting Good PracticeIn Managing Employment Relations2015 | |

Tracy King 3MER

Table of Contents Internal Factors Which Impact On Employment Relationships | 4 | Pay and Reward | 4 | Organisational Culture | 4 | External Factors Which Impact On Employment Relationships | 4 | Economy | 4 | Technological Changes | 4 | Reasons to Determine an Individual’s Employment Status | 5 | Examples of Employment Status | 5 | Worker | 5 | Fixed term | 5 | Self Employed and Contractors | 5 | Employee Rights During the Employment Relationship | 6 | Work-Life Balance | 6 | Holidays | 6 | Rest Periods | 6 | Working hours | 6 | Night Working | 7 | Maternity Leave | 7 | Paternity leave | 7 |
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* To determine if the individual is entitled to redundancy payments, payment in lieu or rights of tribunal at the end of employment. Self-employed and temporary/fixed term contractors do not have the same protection as permanent employees.

Three examples of Employment Status

This is the most common type of employment contract. They will have a signed contract with the organisation detailing salary and benefits, working hours, holiday entitlement and expectations for the job role. They will probably undergo an induction programme to integrate them into the business and will be protected by many more employment rights.

Fixed term
These individuals are employed by the organisation for a fixed period of time which is agreed beforehand. This could be to complete a specified project or to cover a permanent employee whilst on sick or maternity leave. Fixed term workers are sometimes employed by an agency and therefore have different employment rights to permanent employees.

Self Employed and Contractors
These individuals are responsible for running their own business and therefore take full responsibility for their own work. They pay their own tax and National Insurance contributions. Employment rights do not give self-employed people much protection, for example they do not get SSP, SPP or SMP and are not entitled to financial compensation should employment end. However, they are still covered by health and safety and discrimination