Hospitaliy human resources - Research Paper Example

Employment Law           Employment Law Employment law can be described as the body of rules and regulations that govern the relationship that exists between employers and employees in a bid to ensure that no party takes advantage of the other (Stanford, 2005). It is designed to ensure that there is a fair working environment for all employees and gives both parties (that is, employers and employees) a guideline through which they can work together (Budd & Bhave, 2008). There are two major categories that can be found in employment law, they are collective and individual employment laws.

Collective Employment LawCollective employment law deals with the relationship between three parties which are the employers, the employees and their unions (Curtin & Wessel, 2005). Worker unions are groups that have been developed by the employees to represent their needs to their employers, and when necessary fight for their rights if need be. Collective employment law deals with the relationship that exists between these three parties.Individual Employment LawIndividual employment law deals with the various rights that an employee is entitled to at their place of work according the work contract that they have signed with their employer (Budd & Bhave, 2008).

These laws are designed to ensure that an employer keeps up their end of the deal as stated in the contract and do not take advantage of the employee in any sort of manner. Some of the more popular individual employment laws include:Contract of employment – This involves the contract that an employee signs at the beginning of their employment, and has to do with the details that are incorporated in the contract (Curtin & Wessel, 2005). An employer is obligated to ensure that they maintain the relationship between them and their employee as stipulated within the contract.

For example, if one signs a contract as a hotel manager, they should not be expected to perform any duties that are outside the scope of the duties of that position and thus the employer should not ask that of the employee.Minimum wage – This has to do with the lowest salary that an employer is allowed to pay an employee (Stanford, 2005). It deals with the exploitation of workers through the issuing of wages that is below the value of work done by an employee and ensures that one is able to get an adequate amount of money that they can survive on.

A waiter for an example cannot be paid below a certain wage in relation to the length of their shifts and the number that they take up. Working time – This law involves the length of time that an employee is expected to work (Stanford, 2005). This ensures that an employer does not take advantage of their workers by making them work extended hours that will leave them drained and is not healthy in terms of issues such as sleep deprivation among others (Budd & Bhave, 2008). The usual number of working hours nowadays is 8 hours although in some hospitality professions employers should consider reducing this length due to the nature of the work involved such as hosts of social establishments who are usually on their feet and moving about for the length of their shifts.

Health Safety – The safety of the work environment is an essential part of employer requirements. This has to do with the conditions that an employee is subjected to at their place of work. The environment needs to be made as safe as possible, and all health risks should be cleared (Curtin & Wessel, 2005). These involves the employer providing their workers with means with which to deal with any safety and health hazards that they may come across during work (Stanford, 2005). This can include the provision of safety apparel such as gloves and face masks as well as ensuring an environment that enhances the safety levels of the workers such as the provision of an adequate number of exits in case of emergencies such as fires.

This especially important in establishments such as nightclubs which are usually filled to capacity most nights and thus a lack of a sufficient number of exits may lead to the eruption of a panic that may lead to avoidable casualties during emergencies.            ReferencesBudd, J. W. & Bhave, D. (2008). Values, Ideologies, and Frames of Reference in Industrial Relations, Sage Handbook of Industrial Relations. Sage.Curtin, D. & Wessel, R. A. (2005). "A Survey of the Content of Good Governance for some International Organisations".

Good Governance and the European Union: Reflections on Concepts, Institutions and Substance. Intersentia nv.Stanford M. J. (2005). Cycles of Economic Thought. "Economic Ideas and the Labour Market" Comparative Labor Law and Policy Journal 25 (1).