StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...

Human resources and employment rights - Literature review Example

Comments (0) Cite this document
Summary
Human resources and employment rights Table of Contents Introduction 3 Literature Review 3 References 6 Introduction It is important for the global organizations to maintain effective workforce and healthy work environment in order to increase the productivity of the organization…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.8% of users find it useful
Human resources and employment rights
Read TextPreview

Extract of sample "Human resources and employment rights"

Download file to see previous pages Providing value and respect to employees can help the organization to avoid several workplace issues regarding employment rights (Bach, 2003, pp.11-13). The study will provide a theoretical framework about the issues arising to several HR practitioners regarding various employment rights. Literature Review Several global organizations face significant challenges due to the regulation on unfair employee dismissal. According to these rules and regulation, an employer cannot simply terminate the employees based on several unethical reasons. Traditionally, employers recruit new employees based on the competency of the employees and several organizational policies. It is true that several workplace hazards can reduce the ability or physical competency of the employees. In this case, it is the moral right of the employees to expect employment. Few organizations used to terminate them with minimum compensation due to their reduced ability and competency. This issue can hamper the workplace environment of the organization as it can minimize the motivation level of the other employees. According to Gennard and Judge (2005), government of several countries have introduced several legal HR policies in terms of employment rights in order to provide justice to these disabled employees (Gennard and Judge, 2005, p.198). According to Daniels (2004), OECD countries collaboratively have developed employment protection regulation in order to protect the existing jobs of employees (Daniels, 2004, p.22). According to employment protection law, it is the right of all qualified and suitable employees to enjoy several aspects of employments. Old employees or several disable employees cannot be terminated for the sake of low performance and productivity. Several organizations have faced critical challenges due to this issue. Decision to terminate an employee can create huge legal risk for the employers. This employee termination activity needs to fulfil the policy of employment. Several workplace conflicts, such as religion, gender, race, ages, disability and national origin issues can violate the organizational culture which can reduce the performance of organization. The HR practitioners can face several issues related to employment rights. Making inadequate, disparaging and false comments about employees can create serious conflict. Inadequate employee or workforce management and emotional distress of employees will violate the employment protection law. In this case, the employees have the right to file a legal case against the management or the organization. According to Bone (2004), violation of privacy of the employees is strictly restricted (Bone, 2004, p.38). In terms of old employees, it is true that the old employees cannot provide similar physical performance comparing to the young and enthusiastic employees. Under the Medical and Family Leave Act, the employees have the right to take leave against appropriate claims. In addition, the employers of the organizations or the HR managers are bound to provide leaves to these employees if the claims are reasonable. HR practitioner cannot terminate them or cut their salary based on these aspects. However, several global organizations are facing various legal issues regarding employment rights. An employer cannot terminate an employee without proper and thorough investigation. In either case, the particular employee can sue the organization legally. If the ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Human resources and employment rights Literature review”, n.d.)
Retrieved from https://studentshare.org/human-resources/1482726-human-resources-and-employment-rights
(Human Resources and Employment Rights Literature Review)
https://studentshare.org/human-resources/1482726-human-resources-and-employment-rights.
“Human Resources and Employment Rights Literature Review”, n.d. https://studentshare.org/human-resources/1482726-human-resources-and-employment-rights.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Human resources and employment rights

Human Resources

...? 05 December Human Resources: Key Women’s Issues Workplace in the contemporary age has diversified in all respects that include but are not limited to the culture, religion, ethnicity, and the gender of the workers. As a result of this, the challenges for human resources managers have increased manifolds. Women make a significant portion of the workforce in the present age. A considerable amount of challenges occur because of the issues of the women. Of the whole range of issues of women that they experience at the workplace, some of the issues that have been discussed in this paper include the need to strike a balance between the work and family, pregnancy, pay equity, discrimination, and glass ceiling. The needs and demands...
6 Pages(1500 words)Research Paper

Human Resources (HR) Termination of employment

...? 6th June Human Resources (HR) Termination of employment may be either voluntary or involuntary.Involuntary termination is whereby the employee is fired or laid off. To be fired is mainly as a result of employee fault hence considered dishonorable and some view it as a sign of failure. I would emulate laying off of employees as opposed to firing them. Laying off of employee is less severe since it does not take place as a result of employee performance but rather it may be due to several factors for instance economic cycles, the firm may wish to move out of business, the company may be willing to restructure itself or even the organization may be willing to do away with a given product. While laying off my employee, I would first make...
4 Pages(1000 words)Essay

Human Resources

...? How Staffing Factors Contribute To Poor Employee Performance How Staffing Factors Contribute To Poor Employee Performance More often than not, Human Resource Managers have to deal with workers who do not perform to their expected standards (Marchington & Wilkinson, 2006). The performance of workers could be affected by several factor with some related to the external environment while some are related to the internal working environment of the employees. In the manufacturing industry such as the one involving the assembling of tuning devices that are fitted in cell phones, the HR manager expects more care and attention to detail because any sign of incompatibility could cost the company its fortune. In this case, the company has to look...
3 Pages(750 words)Essay

Human Resources

... employers to be highly socially responsible for their employees. Equal employment opportunity law seeks to safeguard employees from unfair discrimination within the workplace. Human resources personnel ought to be familiar with the requirements of legislation give that noncompliance can impose adverse outcomes to HRM practice. Employment practice and law avail businesses with assessment and documentation in the absence of policies and procedures. For instance, businesses pay statutory maternity pay to employee’s, but enjoy the right to claim the majority of this from the government. There a number of laws that must be considered during the recruitment process, which encompasses legislation centring on description and equality. The Equality...
15 Pages(3750 words)Essay

Human Resources Employment law for Businesses

Based upon these facts the company needs to retain legal counsel because the lawsuit is valid.
2. Natalie Weston has a valid lawsuit against her former employer. The store manager broke confidentiality when telling a company calling to verify Ms. Weston previously worked at the company by telling them she came to work drunk. Based upon these things the Martin's department store needs to retain legal counsel. In addition the description does not state that the store manager has any proof that Ms. Weston was drunk while at work. With this proof this situation can easily be called defamation of character. However, the determination in regards to ruling will maybe influenced by the evidence presented. If an employee or the pot...
3 Pages(750 words)Case Study

Human resources: Employment law for businesses

... harassment based upon the vulgar names she was called while working. The exposure to this environment created a hostile work place which affected Cindy on multiple levels. Moreover, Cindy was exposed to nude pictures on the wall which were offensive. In further Cindy's situation raises claims against the employer as Cindy can demonstrate that she was the only women working with this company. The vulgar names Cindy was called were for being a woman working in this industry were directly and intentionally targeted at her. Case 4 1. Unfortunately there are few avenues for legal protection available to gay and lesbian workers. Most laws that allow rights to homosexual workers exist on state level in comparison to a federal level. On a federal...
3 Pages(750 words)Case Study

Human Resources Employment Law for Business

... what must be proven to succeed in discrimination under Title VII and discrimination under the IRCA? Do you agree with the difference? Why? Title VII deals with the discrimination against employees based on race, religion, gender, and so forth. IRCA deals with the hiring of illegal immigrants. It is harder to prove discrimination on race, religion, or gender. Title VII must be proven in court through testimony and documentation. IRCA discrimination can be proven through citizenship documentation. If an employer will not hire because of the IRCA law, than the U.S. citizen must be proved through Title VII. I agree with the differences. Each case is different. Legal claims must be proven in court. Each case has their own merits.... Choose the...
1 Pages(250 words)Assignment

International Employment Relations/Human Resources

...INTERNATIONAL EMPLOYMENT RELATIONS/HUMAN RESOURCES of The history of employment relations in India has been shaped by the economic, cultural, and political in the country over the decades. Employment relations in India are reflected in the particular institutional, legal, and policy framework, as well as the social partners and the government relationship (Bhattacherjee, 2001, p. 246). So, how is the history of employment relations in India? It is important to first point out that employment relations in India trace its history to many decades ago; however, the agrarian age was when some sort of formal employment relations was evident. The concept progressed through the colonization period. Being a British colony, the practices...
2 Pages(500 words)Essay

Human Resources Managent - Equal Employment Opportinunity

Equal Employment Opportunity There should be equal employment opportunities in organizations. And there are certain laws such as the Civil Rights Act of 1964 which apply to organizations with more than 15 people which do not allow such acts of discrimination in the organization on the basic of caste, color, creed, sex etc. There is even a law which protects the aged from being discriminated against and provides them with additional benefits in the workplace. And in order to prove in some cases that there is no discrimination that has taken place, tests like McDonnell Douglas test are conducted in which the Supreme Court judges whether an act conducted by the organization was discriminatory or not and if the court perceives it to b...
2 Pages(500 words)Essay

The Universality in International Human Rights

The continuous changes in the international area have created the necessity for a flexible legal framework that could achieve the above target. However, in order for such a task to be successful, there must be a specific theoretical ‘vehicle’ that could present with accuracy both the existing situation, the problems under examination and the desired result. Towards that direction, the creation of the ‘international human rights’ sector gave to the nations the chance to organize their internal legal rules and their behaviour in the global area in the basis of a specific set of principles recognized by the international community as binding and directly applied in the interior of the participated countries. I...
10 Pages(2500 words)Assignment

Effects of Human Resource Systems on Manufacturing Performance and Turnover

Most of these developments, not surprisingly, have come from communities of scholars focusing on their own particular countries or regions, be it the US (for example, Arthur, 1994; Delery and Doty, 1996; Huselid et al., 1997), the UK (for example, Brewster, 1999; Guest et al., 2003), elsewhere in Europe (for example, D’Arcimoles, 1997; Lahteenmaki et al., 1998; Roderiguez and Ventura, 2003). The difference in perspective on the value of people in organizations and the validity of HRM, particularly in non-Western Countries may be best understood in terms of the concept of locus of human value (Jackson et al., 2003). Jackson et al. (2003) came up with a conceptual map of international organization and human resource management...
12 Pages(3000 words)Essay

The Evolution of Human Resource Management

The employee was sent to HR for a final briefing where he mentioned that he had been requesting a change in the shift for the last few weeks he has to attend to his ailing father. His superior continuously ignored the request. The employee was skill and aptitude tested and reassigned to a different project.
This is a small incident where an HR professional can play a vital role. An organization is also constantly looking for such solutions from its Human Resource Department. It is this expertise and skill, which a budding professional from any institute should be equipped.
Such valuable certification programs initiated by the Human Resource Department surely help build a successful organization. The Human resource depart...
6 Pages(1500 words)Term Paper

The Humane Elements of Human Euthanasia

 Credibility material: As I watched my grandmother deteriorate into her senility, slowly forgetting everyone she knew as well as the logical explanation for the tremendous pain she suffered as a result of her cancer, it became increasingly important to me to find some way of reducing her pain and suffering. The only available answer, euthanasia, was not available legally, so my grandmother was forced to die a terrible death in confused terror among strangers. She had been a strong, vibrant, intelligent woman who took tremendous pride in her family, yet we were left with this image of a terrified child lost in pain and confusion.
Thesis sentence: In exposing the various facts regarding human euthanasia and the debate surr...
7 Pages(1750 words)Speech or Presentation

National Health Service Human Resource Planning

There are about 1500 primary care dentists who are working on a salaried basis with the NHS, in most cases employed by primary care trusts. This group of individuals was a part of the local government earlier but in 1974, they were transferred into the NHS. (Personnel Today, 2007). Starting from the year 1997 onwards, the U.K. Department for Education and Employment had allowed for additional funding of $7.2 million to ensure that medical schools are able to pay clinical academia staff the awards that have been recommended for doctors and dentists in the NHS, by the Doctors and Dentists Review Body (Beecham, 1996). This move was initiated to introduce pay parity because university employers found it difficult to pay the 3.8% incre...
14 Pages(3500 words)Term Paper

Problems of Human Activities

... impact are insufficient due to the conflict between temporal and spatial scales. The change in land use due to rapid urbanization and widespread intensification of agriculture has had an adverse impact on the bio-diversity in the grasslands. The shrinking of the grasslands due to major growth and development and thereby expansion has placed increasing pressure on wild species and the regular flora and fauna in the area. Another problem of human activity facing grasslands is the rapidly increasing human population and migration due to employment opportunities which is taking place both locally and globally which has raised the extinction rates still further. Moreover encroachment of the grasslands due to the necessity of more housing...
7 Pages(1750 words)Term Paper

The British Constitution vs The Human Rights Act 1998

This research essay analyses the above statement and arrives at a conclusion.
Integration of the provisions of ECHR into U.K’s domestic law by way of HRA 1998 can be regarded as revolutionary as it facilitates the majority of the ECHR rights provisions directly applicable in the U.K. Before that integration, a U.K Court has to presume that when there is a clash between U.K’s domestic law and ECHR rights provision, the ECHR rights provision will always prevail. This principle has been laid down in R v Secretary of Home Dept ex parte Brind1 and R v Secretary of Home Dept ex parte Thakrar. 2
Courts have now the power to declare any statue which they find incompatible with ECHR provisions and order for fine-tunin...
9 Pages(2250 words)Case Study

The Law on Physical Punishment of Children Fails to give Sufficient Respect to Childrens Rights

Under the English criminal law, several past and current legislations were made in order to protect the children from corporal punishment or becoming a victim of physical abuse. Despite our effort to prevent parents from using physical force in disciplining their children, the British Government remains unconvinced that the law which protects the children from physical punishment is sufficient (Keating, 2008). Physical punishment such as ‘smacking’, ‘slapping’, ‘kicking’, or ‘spanking’ is referring to the act of causing a degree of pain or discomfort to the child. (Niland, 2009, p. 6) With regard to the legal issues behind child protection against physical abuse, this study aims to d...
6 Pages(1500 words)Coursework

Project Planning Human Capital

Project planning involves a lot of factors and areas that we need to address for the effective management and handling of the project. The aim of this report is to provide a deep insight into some of the main areas that we need to address for the project of Adams's family farmhouse renovation. These issues are project team communication, project risk management, and deadline handling. Effective communication in a project provides a huge advantage regarding the better working and handling of the project. I have selected a very significant project regarding the preservation of the old and historical places. Here we require effective communication to provide better interaction among the designer, developers, and history preservation...
8 Pages(2000 words)Coursework

Universal Declaration of Human Rights

An assessment regarding the binding nature of the provisions of the UDHR was made in this work. The UDHR was instrumental in the development of international law, specifically the International Covenant on Civil and Political Rights (ICCPR) and the International Covenant on Economic, Social and Cultural Rights (ICESCR). Furthermore, the role of ICCPR and ICESCR, which derive from the UDHR were examined. This was done by referring to case law and the opinions of various authors. It also analyzed UN Charter provisions, such as the preamble, Article 1(3), 2, 13(1), 51, 55, 56, 62(2) and 68.3

This work arrived at conclusions, by establishing the binding nature of the UDHR on the member states. The UDHR was rendered binding...
8 Pages(2000 words)Case Study

Human Resources and the Law (Employment Law)

...EMPLOYMENT LAW A. Dimity Dimity was very active in promoting the Never Run, Walk campaign, which was aimed at preventing injury at the workplace. Oneday at work, she climbed a foldable stepladder, without opening it. Due to a distraction, she lost her footing and fell down, thereby injuring her spine. She had been cautioned by her supervisor, Mike, on several previous occasions to use the stepladder in a safe manner. Her injury made her unfit, for work that required standing for prolonged periods. For advising Dimity with regard to her rights in the workplace, in the context of her injury, the following issues need to be considered. Issue Whether Dimitys injury, which resulted from her falling down from a ladder, while working...
7 Pages(1750 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Literature review on topic Human resources and employment rights for FREE!

Contact Us