Agreements set out the conditions of employment between: an employee or group of employees their employer. From 1 January 2010‚ only enterprise agreements can be made between employees and employers. Other types of agreements made previously under the Workplace Relations Act 1996 cover the conditions of individual employees‚ or a group of employees. These include: collective agreements AWAs (Australian Workplace Agreements) ITEAs (Individual Transitional Employment Agreements). Those agreements made
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The Role of Non-state Actors in International Relations Introduction International relations (IR) is like a stage where actors are needed to put on a show. Actors are any person or entity which plays a role that is attributable in international relations. There are two kind of actors in the world of International Relations which are states and non-state actors. States are territories run by a government and have a permanent population. Although states are the most important actors in IR‚ they are
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Essentialia The contract of employment is an agreement between two parties in terms of which one party (Mr. Phage) places his labour potential at the disposal and under the control of the other party (Lifeline services)‚ in exchange for some form of remuneration. From this definition‚ it is clear that the essentialia of a contract of employment are 1. Work and 2. Remuneration. This contract does not meet the requirement for work because even though an ambiguous job title of ‘General Worker’
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Employment Law 1 Employment Law Employment Law 2 Employment Law Explain the constitutional basis for the Fair Work Act 2009 (Cth) with reference to the Australian Constitution and discuss the relationship with Australian common law‚ with reference to the National Employment Standards. The Fair Work Act‚ 2009 is a labour welfare legislation aimed at improving the relations between employees and employers so that productive workplace relations can be formulated which would further help in
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201: Understand employment responsibilities and rights in Health‚ Social care or Children and Young People’s settings Task 1 - Statutory responsibilities and rights of employees and employers Links to learning outcome 1‚ assessment criteria 1.1‚ 1.2‚ 1.3 and 1.4 List the aspects of employment covered by law Minimum wage Hours worked Discrimination Health and Safety Holiday entitlements Redundancy and Dismissal Training Disciplinary procedures Union rights and consultation List
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EMPLOYMENT ISSUES The Workplace Types of Employment Employee – Someone who works for another or for an organisation and is paid with a wage or salary Employer – A person who organisation who hires others (employees) to work for them and pays them Self-employed – Those who operate their own business and sell goods or provide services Casual Employment – When an employee works irregularly for an indefinite period of time and is paid on an hourly basis Part-time Employment – When an employee
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• Summarize the employment-at-will doctrine and evaluate each of the eight (8) scenarios described by determining: The employment-at-will doctrine states that an employee can be fired or released from a company for cause or no cause at all. The employee also has the right to quit a job for any reason. Under this legislation‚ neither the employer or employee incurs “adverse legal consequences” (NCSL‚ 2014). There are three exceptions that are observed by the law to include a dismissal that “violates
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A contract of employment is a category of contract used in labour law to attribute right and responsibilities between parties to a bargain. On the one end stands an "employee" who is "employed" by an "employer". It has arisen out of the old master-servant law‚ used before the 20th century. Put generally‚ the contract of employment denotes a relationship of economic dependence and social subordination. In the words of the influential labour lawyer Sir Otto Kahn-Freund‚ "The relation between an employer
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EMPLOYMENT EQUITY Contents PAGE EXECUTIVE SUMMARY 2 INTRODUCTION 2 WHAT IS EMPLOYMENT EQUITY 3 HOW DOES IT WORK 3 - 4 WHAT IS AFFIRMATIVE ACTION 5 IMPLEMENATION OF AFFIRMITIVE & EMPLOYMENT EQUITY 6 - 7 OBSTACLES & CHALLENGES 7 ACKNOWLEDGEMENTS 8 CONCLUSION 8 BIBLIOGRAPHY 9 EXECUTIVE SUMMARY This assignment deals with the Employment Equity Act of 19 October 1998. It covers the workings of the act in terms of equity
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business objectives Human resources planning Employment cycle Maintenance Termination What’s ahead E 10 ManageMent of the eMployMent cycle PL demand and supply of labour‚ succession planning and the overall management of the three phases of the employment cycle: establishment‚ maintenance and termination. Key Knowledge Students will learn the following about management practices and processes associated with the key phases of the employment cycle: SA – Establishment phase –
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