|International EMPLOYMENT RELATIONS | |TO WHAT EXTENT THE JAPANESE EMPLOYMENT PRACTICES HAS CHANGED AFTER THE ECONOMIC CRISIS? | | | |[pic]
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Introduction ………………………………………………………………………………….. 1 2. Employment Relations in Singapore ………………………………………………………… 1 3.1 Gender Wage Gap …………………………………………………………………… 1 3.2 Existence of Gender Wage Gap ……………………………………………………… 2 3.3.1 Compensation Differential …………………………………………..……… 2 3.3.2 Family Role Constraints ……………………………………………………. 2 3. Employment Relations Worldwide ………………………………………………………….. 3 4. Equity in Employment Relations ……………………………………………………………. 3 5.3
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Global Why is employment important? Employment is important if you want to have a normal life; three decent meals a day‚ a place to stay and other things such as clothes‚ shoes etc. This is most especially if a person has to provide for his or her family. In order to provide good quality education to your children‚ you need to be employed first so that you can have the means to pay for their education expense. Employment is important for a person’s well-being. Work often boosts a person’s morale
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Employment Relationships- Problems and Perspectives Introduction The employment relationship is the heart of any industrial relations system. It is the relationship between the employer and the employee. A successful employment relationship has always been the foundation of any successful business or organisation no matter how big or small. Variety of philosophers and writers of management have written a lot of theories relating to employment relationship. These theories have changed vastly from
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EMPLOYEE: Current Employment Legislation – All Employees must obey to the legislation as it is to do with the law‚ Anti-Discrimination Legislation – This is similar to equal opportunities. No matter what age‚ skin colour‚ gender‚ religious beliefs and sexuality you are still entitled to not be discriminated and you are still entitled to the same opportunities as everybody else. Contract of Employment – This is a document all employees must receive as part of the law‚ this identifies the code
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During the Employment Project‚ research was presented back to the participants on a variety of occasions. This provided an opportunity for the researchers to validate information previously collected‚ to stimulate discussion amongst the youth participants‚ and to collect further data for analysis. Results of the evaluation were documented in a report published by the Canadian Centre on Disability Studies‚ entitled “Employment for Youth with Disabilities: Issues and Experiences”
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References: 1. Bennett-Alexander‚ Dawn D. Employment Law for Business. 6. VitalSource Bookshelf. McGraw- Hill Learning Solutions‚ 2009‚ Saturday‚ March 17‚ 2012. http://online.vitalsource.com/books/0077588967/outline/Root 2. Society for Human Resource Management. ADA: ADA/ADAAA Policy. Retrieved 1 Apr 2012‚ from http://www.shrm.org/TemplatesTools/Samples/Policies/Pages/ADAADAAAPolicy.aspx 3. The U.S. Equal Employment Opportunity Commission. The Americans With Disabilities Act:
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JOHN DOE Western Governors University 310.1.5-02‚11‚13: Labor and Employment Law Situation A Under the Family and Medical Leave Act of 1993‚ the employee requesting leave from company X does fall under the employee eligibility as he met the 12 month and 1‚250 hour requirements and has been with company X for two years. The Employee was out for 11 weeks unpaid leave‚ which is with in the allotted 12 weeks time frame allowed under FMLA. He also was caring for his newborn children
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EMPLOYMENT RIGHTS AND RESPONSIBILITIES 1. Know the statutory responsibilities and rights of employees and employers within own area of work 1. List the aspects of employment covered by law 2. List the main features of current employment legislation 3. Outline why legislation relating to employment exists 4. Identify the sources and types of information and advice available in relation to employment responsibilities and rights. 2. Understand agreed ways of working that protect
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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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