The following paragraphs provide more detailed information of some common employment traps. Trap 1: Pyramid Selling Schemes Be cautious about sales jobs offering handsome pay or generous commissions. Some marketing companies or companies of direct sales place recruitment advertisements and persistently persuade applicants during job interviews to buy their goods in order to join the sales business. Job seekers may be persuaded to get an overdraft or a loan from financial institutions. Some may even
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discrimination against an employee or potential employee because of their disability. 1.2 Employment protection: Outlines the duties‚ rights and responsibilities of employers and employees. * Employment Act 2002: to give additional rights to the employment. * Employment Rights Act 1996: Where employees are entitled to maternity and paternity leave and termination of employees. * Employment Relations Act 2004: to deal with employee relations and the operation of the statutory recognition
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Employment-At-Will Doctrine Law and Ethics in the Business Environment The concept of employment-at-will holds that both employer and employee have the mutual right to terminate an employment relationship anytime for any reason and with or without advance notice to the other. Specifically‚ it holds that an organization employs an individual at its own will and can‚ therefore‚ terminate that employee at any time “for a good cause‚ for no cause‚ or even for cause morally wrong‚ without being
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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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of power in the employment relationship equal or does the employer or employee have most power? Using an organization of your choice explore this question. Student ID: XXXXX Word count: 3000 1. Introduction With an employment of almost 2.2 million
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explosion being experienced by them. However‚ worsening the unemployment situation is the persistent lag in the growth rate of industrial employment in the face of the economic recession. In Nigeria’s case‚ industrial employment declined sharply as industrial and commercial activities were seriously affected by both external and internal factors. The shortage of employment became so acute‚ for instance‚ in the mid- 1980s‚ that Nigeria recorded a rate of unemployment of 10% in her urban cities and a little
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Understand employment responsibilities and rights in health‚ social care or children and young people’s settings. 1.1. The main aspects of employment covered by law include: • Minimum wage • Hours worked • Discrimination • Health and safety • Holiday entitlements • Redundancy and dismissal • Training • Disciplinary procedures • Sick pay
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ownership and the political dominance by the Communist Party. In the sections below we shall discuss the characteristics of employment relations in China and compare its differences to that of Singapore. Three Old Irons Before the beginnings of the transition from a centrally planned economy‚ the system of three “old irons”; the iron rice bowl (guaranteed lifetime employment)‚ the iron chair (selection based on political orientation‚ absence of punishment for poor business performance)‚ and iron
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Employment law in United State Literature Review Employment law evolved from contract law and master-servant law to deal with the unique problems characterizing the modern employment relationship. The first task is to determine the difference between a firm’s relationships with an outside contractor selling services and second its relationship with an employee. The difference not only affects the area of law that regulates the relationship‚ but it also affects the relevant tax law. In the United
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Introducing the Employee Rights and Responsibilities Workbook for Children’s Care‚ Learning and Development Learning Outcome 1: Laws that protect you at work 1. Workplace Regulations 1.2 Laws that protect you and people who use the services you work 1.3 Employment Conditions 1.4 Equal and Fair Treatment Regulations 1.5 Working with Children Learning Outcome 2: Procedures and Documentation – Putting the law into action 2. Information About Your Job Learning Outcome 3: Getting Information and Advice About your
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