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Employment
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Employment Law 9e
Packed with a wealth of case law and legislation, this book will enable you to fully understand the intricacies of this fast-changing subject with ease.With features such as chapter summaries and further reading suggestions, Employment Law is well-suited to support you in your studies. The ninth edition has been fully updated to include coverage of the latest legislative and case law developments, including: issues around shared parental leave;the national living wage;legal developments in the area of non-standard work. Offering comprehensive coverage of all the key aspects of individual and collective employment law in a clear and accessible way, Employment Law is ideal for both LLB and HRM students.
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Unlocking Employment Law
For those approaching employment law for the first time, either in the course of an undergraduate or postgraduate elective within a law degree, or as students of business, HRM and allied professions, Unlocking Employment Law will ensure that you grasp the main concepts with ease, providing you with an indispensible foundation in the subject.Including all the latest developments in law, such as the developments relating to the Equality Act 2010, the book explains in detailed, yet straightforward terms: The origins of modern employment law The effect of EU membership on UK employment law Institutions and procedure Employment status The contract of employment Restraint of trade Implied terms Statutory employment protections Protection from discrimination Health and safety law Grievances and discipline TUPE transfers Termination of employment Contractual duties of ex-employees Trade Union membership and collective bargaining. The Unlocking the Law series is designed specifically to make the law accessible.Each chapter contains: aims and objectives activities such as self-test questions key facts charts diagrams chapter summaries definitions of legal terminology essay questions with answer plans. The series covers all the core subjects required by the Bar Council and the Law Society for entry onto professional qualification courses as well popular option units.
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EU Employment Law
This new edition of EU Employment Law provides a complete revision and update of the leading English language text in the field.The coverage in the new edition has been expanded with material on all the latest developments, incorporating the changes made by the Lisbon Treaty; the EU2020 strategy; the Charter of Fundamental Rights; the 'Article 19 Directives'; the Temporary Agency Work Directive; the revisions to the existing including the Directives on Parental Leave and European Works Council; and the new Social Security Regulations 883/2004.It also analyses the ever-expanding body of employment case law, including the momentous decisions in Viking, Laval, Rueffert, and Commission v Luxembourg. The book begins with an examination of the development of EU employment law focusing on the shift from employment law to employment policy.The text then studies rule-making in the field of employment law, considering both the traditional routes to legislation and governance techniques such as the Open Method of Coordination.The final chapters look closely at the substantive area of employment law, examining the free movement of persons, equal treatment, health and safety and working conditions, the restructuring of enterprises, worker participation, and collective action.Throughout, the book addresses the fundamental question as to the purpose of EU employment law: is it primarily economic, or social, or both?
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Is the employment reference good or bad?
The employment reference can be good or bad depending on the content and tone of the reference. A good employment reference will highlight the candidate's strengths, skills, and positive contributions to the company. It will also provide specific examples of the candidate's work performance and reliability. On the other hand, a bad employment reference may include negative comments about the candidate's work ethic, attitude, or performance, which can harm their chances of securing a new job. Therefore, it is important for job seekers to carefully choose their references and ensure that they will provide a positive and accurate portrayal of their abilities.
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From which score onwards does one progress in an employment test?
One progresses in an employment test from the passing score onwards. Once a candidate achieves a score that meets the minimum requirement set by the employer, they can move on to the next stage of the hiring process. This passing score indicates that the candidate has demonstrated the necessary skills and knowledge to be considered for the position.
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What types of employment references are there: qualified employment reference or simple employment reference?
There are two types of employment references: qualified employment references and simple employment references. A qualified employment reference is provided by someone who has directly supervised or worked closely with the individual, and can speak to their skills, abilities, and work performance. On the other hand, a simple employment reference is typically provided by someone who may not have worked closely with the individual, such as a colleague or HR representative, and can only confirm basic details like job title and dates of employment. Qualified employment references are generally more valuable to potential employers as they provide more detailed insights into the candidate's capabilities.
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Why do temporary employment agencies deceive people and give them unnecessary hope?
Temporary employment agencies may deceive people and give them unnecessary hope in order to attract more candidates to fill their job openings. By exaggerating the likelihood of securing a job or misrepresenting the nature of the work available, these agencies can increase their pool of potential hires. This can lead to false expectations and disappointment for job seekers who are ultimately not selected for the positions they were promised. Additionally, some agencies may prioritize their own profit over the well-being of job seekers, leading them to deceive individuals in order to meet their own financial goals.
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Managing Employment Relations
Employment relations is concerned with the relationship between employees and their employers - one of the most important aspects of an HR role.Managing Employment Relations will give students a thorough grounding in the processes, context and practical application of employment relations and the skills they need for a successful career in HR. Covering everything from the legal aspects of employment relations, essential policies, strategies and the changing social context to conflict resolution, mediation, employee engagement and workplace discipline, Managing Employment Relations is an indispensable guide.With brand new content on gig economy workers, supporting diversity in the workplace, individual and group policies and the need for greater transparency in the employer-employee relationship, this book is a comprehensive guide to the theory and practice of employment relations.Mapped to the CIPD Level 7 module in employment relations and full of case studies and exercises to help students understand the practical application of the core topics, this is an essential textbook for postgraduate HR students and practitioners in an employment relations role.Online resources include a lecturer guide, lecture slides, sample essay questions and additional case studies for students and lecturers as well as annotated weblinks.
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European Employment Law
European employment law is becoming increasingly important.Its impact upon domestic law of the Member States in fields such as fixed-term employment contracts, collective redundancies or industrial action, is growing.This volume therefore covers the complete scope of European employment law: its foundations in EU primary law and its various sources in EU secondary legislation, as well as the growing body of case law of the European Court of Justice. The book begins by providing an overview of the relevant fundamental rights, fundamental freedoms and competences of the European Union in the field of employment law.A systematic presentation of the conflict of law rules in European Employment Law then follows: the Rome I and Rome II-Regulations, the Posting of Workers Directive and the Brussels Regulation on the recognition and enforcement of judgements.Subsequently, the author focuses on individual labour law which, at the EU level, is principally composed of rules on non-discrimination, the protection of safety and health and working time; rules on atypical forms of employment (part-time, fixed-term and temporary agency work) and special groups of employees (mothers, parents, young people); as well as legislation concerning employment protection in situations of collective redundancy, business transfer and insolvency.This is followed by a discussion of collective labour law issues.Particular attention is given to the European Works Council and the rules on employee involvement in the European Company, the European Cooperative Society, and the European Private Company, and to employment law rules contained in the Directive on cross-border mergers. European Employment Law is written for advanced students, academics and practitioners specialising in EU employment law.
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Creating Rural Employment
Originally published in 1987, this book discusses the problem of rural employment in developing countries.It puts forward strategies for action and is intended as an applied development manual to assist those organising rural public works programmes.It draws on the experiences of over 20 countries which have implemented such programmes and it draws out the lessons for developing countries in all continents.It discusses policy making, organisational features of programmes, the need to be realistic in establishing the potential and limitations of programmes and explores the problems of assessing performance.
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101 Positive Steps Toward Employment with Autism : Social Skills for the Workplace
This book is for parents and professionals who are guiding adolescents and young adult children with high functioning autism or Asperger’s toward employment and independence. Employers are looking for employees who are positive.Employers may list specific "hard" or technical skills that they want an employee to have for a particular job, but surveys show that employers most want to hire people who have positive "soft skills." Employers want to hire someone who can work in harmony with others, someone who can communicate and respond socially to customers, coworkers, and supervisors with positivity.Unfortunately for young people with autism/Asperger’s, hard skills may come easily but soft skills are much more difficult to learn and use.This book will help you focus on your child’s positivity in their interactions with others, and will help you guide him or her to respond positively to the many challenges he or she faces every day.
Price: 19.95 £ | Shipping*: 3.99 £
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Is a temporary employment agency a good option?
A temporary employment agency can be a good option for both job seekers and employers. For job seekers, it can provide a way to gain work experience, earn income, and potentially transition into a full-time position. For employers, it can offer flexibility in managing staffing needs, filling short-term vacancies, and evaluating potential candidates before making a permanent hire. However, it's important to carefully research and choose a reputable agency to ensure fair treatment and quality job placements.
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How good is this training certificate/employment reference?
Without specific details about the training certificate or employment reference, it is difficult to assess its quality. However, the value of a training certificate or employment reference depends on the reputation and credibility of the organization providing it, as well as the specific skills and experiences it attests to. It would be important to review the content and credentials of the certificate or reference to determine its quality and relevance to the desired job or further education.
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Which temporary employment agency in Stuttgart is good?
There are several temporary employment agencies in Stuttgart that are well-regarded, including Manpower, Adecco, and Randstad. These agencies have a strong presence in the area and offer a wide range of temporary job opportunities in various industries. It's important to research each agency to determine which one best fits your needs and career goals. Additionally, consider reaching out to individuals in your network for recommendations and experiences with different agencies in Stuttgart.
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Does the temporary employment agency request to terminate the employment?
Yes, the temporary employment agency can request to terminate the employment of a temporary worker if they are not satisfied with the worker's performance or if the client no longer requires their services. The agency has the authority to end the assignment and find a replacement for the worker. It is important for the agency to communicate clearly with both the client and the temporary worker about the reasons for termination and to handle the situation professionally and respectfully.
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