This essay will argue and evaluate the benefits of zero-hours contract. Zero-hours contract in simple way its mean there is no guarantee in hours between the workers and employer. And therefore, the winner in this contract is the employers, as well as according to Pyper and Brown (2017), the workers will have paid only for work carried out. And its depend on your situation if your employee or worker because there is a little different between them, the worker will have all the employment rights like annual leave, and the National Minimum Wage. Also, protection against unlawful wage deductions, and whistle blowing protection, all these rights accord on employee but they have few more rights and they get good benefits from zero-hours contract because according to Farrell (2016), UK workers in this contract rise above 800,000 thousand. On other hand this essay will discuss the drawbacks of this contract like lack of freedom and many other negatives.
However, the most important benefit in zero-hour contract for employee is flexibility and for this reason the employer is not obligated to supply any minimum operating hours, whereas the employee is not
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This mean that they will not loss time because they control everything even the employee's situation. According to Stewart (2015), at least 697,000 labors in the economy who don't know how many hours they're going to be working from one week to the week after, this point is good only for one side and its employers side, they can let them work the whole day and that wholesome anticipation to any new updates, and that is unfair for the employee and kind of exploit, for example employee can working for longer days and take the fifth day of the week off, or working a nine days period of time. (Pardey,
At the beginning of the year, a work schedule policy change was made to increase production hours as a result of company growth. The previous Monday through Friday work schedule
Flextime - a versatile work program - permits individuals to determine on when they work, as long as they place in their total range of hours each week. Counting on the leader could mean complete freedom to style their work schedule, or having the ability to decide on from among many predetermined sets of choices. Two (or a lot of, though not sometimes the case,) workers could share one position, every worker operating some of the specified time. That way, individuals will hold, or still hold, the position they need, and still build time to play with young ones or aging oldsters, carry out of different family
We can see that piecework is a direct indicator of the employees output. In addition, the year end bonus is linked with the profit the company earns. The guaranteed employment provides employees the base line for their life, so they don’t have to be worried about getting fired or searching for other jobs, which makes them more concentrated on their jobs. From the combination of these three components, employees can have confidence to work and to understand that their performance will be measured properly.
Over the past decades, casual employment in Australia has become a phenomenon of great concern. With the soaring numbers of casual employment, the debates about the benefits and drawbacks of causal employment have become fiercer. Casualization is a very important form of employment in Australia, which has been protected by workplace law. The majority of casual labor force constantly contact with their potential employers to apply job and confirm the arrangement of working time from month to month, or even week to week. In term of wages, causal workers cannot get paid for the annual holiday leave. However, they can receive more paid than the full-time workers for the same working hours. In this essay, how casual employment is defined in Australia and casual employment trend in recent years will be introduced. This article will critically discuss the benefits and harms for both employees and employers in terms of growing casual employment in Australia.
The introduction of these long term reforms overcame the short term problem encountered. The use of child labour from very young ages had allowed employers to gain very cheap labour but with the Factory Act this exploitation was no longer legal. Also the basic needs of sanitation were not met until the Public Health Act was implemented and addressed these needs. These reforms led to further improvement over the years that resulted in the working conditions we have today. To conclude the short term issue encountered were vastly outweighed by the reforms they caused giving the general public safer and cleaner working conditions.
The employment agency even has offices in the Shirebrook Headquarters; they manage the workers from day to day, including hiring and firing. As workers are employed under zero hour contracts, they are seen under law as a worker, not a temporary employee and so is assumed that the worker receives regular work and income. This means that they do not receive the same privileges, most importantly, they are not protected from unfair dismissal and don’t have to be given any notice. In the case of Sports Direct, more than 14,500 of their workers (over three quarters of their workforce) have no option but to live on zero hour contracts. One of these workers said “You work under the impression that you could lose your job from day to day” (Dispatches, 2015: 49:24mins). This is a problem because it leaves many employees working under a constant lack of job security and can be highly demotivating; why put maximum effort into working for a firm that could fire you
Shift Work: The introduction of shift work mainly depends on safety and productivity of the workers being maintained. However, evidence suggests that safety and productivity of workers may decline at night shifts with more hours on duty between breaks. The shift work system can be improved by introducing more rest breaks (Folkard & Tucker 2003).
Across the blue seas of the Atlantic, and even here in America, companies and governments have already begun to experiment with and implement the shorter working week for numerous of its working citizens and employees. Many European countries, including Sweden, Britain, France, the Netherlands, and Germany have already taken several steps toward adopting a smarter and more balanced version of the standard, 40 to 50 hour work week (Coote). With these new adjustments, the European leaders hope to encourage good working habits and growth among its staffers. Although several governments in Europe and other parts of the world have already started instituting the shorter work week, many American companies are beginning to follow the trail in the sand. Among these companies include the online technology school Treehouse, the service company KPMG, and a web application company called Basecamp (Sahadi). In a recent interview with the Treehouse Company CEO Ryan Carson, Ryan revealed that after implementing a shorter, more flexible working week for him and his employees, he saw a number of profound effects that the change had on his business and its employed workers. When asked for a reason as to why he began and continues the daring concept, Ryan stated that “The quality of the work, I believe, is higher. Thirty-two hours of higher quality work is better than 40 hours of lower quality work.” To acknowledge the success of businesses that have adopted the shorter working week in our own society, such as the Treehouse Company, is to take steps toward establishing a higher and healthier precedent that all of America’s current and future employers can follow. It is with these examples that the Magna Carta of the weekly working period can be rewritten to support an increase in flexibility, accessibility, and
Flexibility in the workplace should be a benefit for the employee as well as the employer. According to Christensen, “Having flexibility in the workplace will ultimately lead to better morale, increase retention, and become an effective tool for recruitment.” (Christensen, 2005) Flexibility is an important factor toward overall workplace success. As mentioned by Christensen not only is this a great tool for companies to use for recruitment and retention, but improving diversity in the organization. Flexibility means taking a varied approach to the old way things are done. Some examples, changing work hours, location of where the work is done and restructure of the job. The traditional Monday thru Friday, nine to five work design is no longer the norm. Having a flexible work structure allows an organization to modify schedules for employees which in turn gives the employee opportunity to balance work and life. By doing this...
1, 41). Legislation created to support standard work arrangements has not been modified to support the changes in work currently. Nonstandard work causes insecurity in numerous ways, including exemption from the protections offered by employment standards and labour legislation (Critoph, 2013, Unit 3). Governments have created a regulatory framework that adds to the insecure, unequal labour market, securing management rights while decreasing social supports and overlooking below-poverty level minimum wages (Critoph, 2013, Unit
Previously in this paper it was stated that flextime enables workers to achieve the same or greater productivity levels than standardized schedules. So with other factors being accounted for such as personality, seniority, financial sta...
Temporal flexibility: It is concerned with the pattern of hours worked and linked to the demands of the business. Seasonal or demand work is provided leading to Flexi-time systems. In addition, annual hours contracts allotted with increase in evening working.
This essay will look at the definition of what an employer and employee are according to legislation. It will then discuss whether or not an employer can prevent an employee from working for others (or themselves), after the employment has ended. Analysis will be done on whether restraint of trade clauses are legal and if so the restrictions they carry for both employer and employee. This essay will also look at how and if a restraint of trade clause can be changed so that they can be valid and the employer can enforce them. This essay will look at whether employers can stop employees from working for others and themselves during employment, this will be done by looking at and discussing garden clauses. Critique will be done on both restraint of trade clauses and garden leave clauses. The essay will conclude with how difficult or easy it is for an employer to restrict their employee’s employment.
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).
The theory holds work to be governed by a wide range of formal and informal rules and regulations, which cover everything from recruitment, holidays, performance, wages, hours, and a myriad of other details of employment. It asserts that these rules are what industrial actors try to determine, that their establishment is influenced by the wider environmental context in which the actors operate, and that the actors themselves share an interest in maintaining the processes of negotiation and conflict resolution. On the back of these assertions four elements are held to make up the system of industrial relations rule-making. The first is industrial actors, which consists of employers and their representatives (i.e., employer associations), employees and their representatives (i.e., trade unions), and external agencies with an interest in industrial relations (i.e., government departments and labour courts). The second is the environmental context, which