Presentation
THE IMPACT ON DIRECTORS OF EU DIRECTIVES IN RESPECT TO EMPLOYMENT CONTRACTS
•The member states commit themselves to make the required measure to ensure the laws, regulations, collective agreements or independent occupations are not contrary to the principles of equal treatment.
•The majority of the EU law on employment and industrial relations are contained in EU directives- member states are to accomplish the objectives contained within a directive by a specific date. If they breach to adhere, this will result in a complaint by the commission to the European court of justice.
A CASE STUDY ON HOW THE EU DIRECTIVES AFFECT DIRECTORS-REGARDING EMPLOYMENT CONTRACTS
•CASE STUDY
•KERSEY HAIRDRESSING- JOHN KERSEY, MANAGING DIRECTOR
•Many hairdressers suffer from EU directives in respect to health and safety. It was recently said that employees should follow the draconian rules regarding what they wear at work.
•Things such as high heels and jewellery were banned from the hairdressers- they were required to wear “non slip soles” and to take off wedding bands when cutting hair as this was seen as unhygienic.
•Besides this, the safety and health act 1989 forced director John Kersey to change staff contracts so that they did not do too many haircuts in one day. As this was said to prevent “emotional collapses” and encourage “mental wellbeing”.
•This has changed the business and affected the director as staff have become lazy and a liability.
•In most cases the EU directives will benefit the staff in regards to employment contracts- they are allowed time off, they have parental leave est.. There are a lot of rights that they have and people always argue that they should have more- no one ever looks at the EU directives and how they can affect the directors just as much as they are trying to run a business…
•John kersey was a prime example of this.
•In conclusion EU directives are imperative to an employment contract to keep the worker
•The member states commit themselves to make the required measure to ensure the laws, regulations, collective agreements or independent occupations are not contrary to the principles of equal treatment.
•The majority of the EU law on employment and industrial relations are contained in EU directives- member states are to accomplish the objectives contained within a directive by a specific date. If they breach to adhere, this will result in a complaint by the commission to the European court of justice.
A CASE STUDY ON HOW THE EU DIRECTIVES AFFECT DIRECTORS-REGARDING EMPLOYMENT CONTRACTS
•CASE STUDY
•KERSEY HAIRDRESSING- JOHN KERSEY, MANAGING DIRECTOR
•Many hairdressers suffer from EU directives in respect to health and safety. It was recently said that employees should follow the draconian rules regarding what they wear at work.
•Things such as high heels and jewellery were banned from the hairdressers- they were required to wear “non slip soles” and to take off wedding bands when cutting hair as this was seen as unhygienic.
•Besides this, the safety and health act 1989 forced director John Kersey to change staff contracts so that they did not do too many haircuts in one day. As this was said to prevent “emotional collapses” and encourage “mental wellbeing”.
•This has changed the business and affected the director as staff have become lazy and a liability.
•In most cases the EU directives will benefit the staff in regards to employment contracts- they are allowed time off, they have parental leave est.. There are a lot of rights that they have and people always argue that they should have more- no one ever looks at the EU directives and how they can affect the directors just as much as they are trying to run a business…
•John kersey was a prime example of this.
•In conclusion EU directives are imperative to an employment contract to keep the worker