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Performance Measures and Controls - Coursework Example

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Summary
The author of the following paper claims that the aims of the Health and Safety in Employment Act 1992 are to take care of the health of people at their work workplace. It makes responsible to all stakeholders to ensure Health and Safety measures are in place to make the working environment ideal…
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Performance Measures and Controls
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Download file to see previous pages Initially, the business sector showed its anger on the inclusion of Health & Safety cover for the employees in the Employment Act 1992 with a view that they have to bear unnecessary burden of expenses that relates to health and safety measures for the employees within their area of operations of small to medium-sized business concern (Health and Safety in Employment Act).
On the public side, it was applauded by the workers and treated this act of government, a step in the right direction. The effectiveness of this act can be gauged with this fact that it proves its lasting and positive impact. It definitely reduced the incident that took place in the past within the premises of working place in New Zealand prior to the promulgation of this act (Health and Safety in Employment Act).
Take the example of Ruth who engages himself for the sewing of fashion garments that enables Lavina to sell it from her apparel outlet called Lavina Modes. He does the job for Lavina on piece rates who, according to the broader term of the Act is the employer of Ruth. Therefore, where she works may be considered as a place of work.
In case Ruth does the job independently where the role of Lavina is an independent contractor. By all means as per the terms of the Act, he may be treated as self-employed. It is a case of multiple factors, inclusive of resourcing, economic dependence and the control of Lavina over Ruth.
Under the mentioned Act, numbers of courts have been established to deal with the issues of Employment, Employers, Employees and the Self-employed. The judges of the Competent Courts are appointed on the advice of the Attorney General and the members of the Employment Relations Authority are appointed by the Attorney General on the advice of the concerned ministry. The mediation service is the prerogative of the labor department. These courts are empowered by section 187 of ERA on the matter that relates employment disputes. The employment court in question has the status of the High Court of New Zealand (Rudman, 2009).
According to Section 157, Employment Relations Authority has to carry out the investigation of the matter handed over to find out the factual status of the case and to resolve the issue between the employer and the employee. As per Section 144, Mediation Service is being provided by the Labor Department. However, section 164(b) empowers parties involved in disputes to resolve the issues themselves before knocking at the door of the Employment Relations Authority (Rudman, 2009). ...Download file to see next pagesRead More
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