Business Law Assignment (GC0140)

Table of Contents

Assignment 1: Part 1

1.0 Introduction.

1.1 ‘Standard’ and ‘atypical’ forms of employment

1.3 Employee/employment status.

1.4 Common law tests.

1.5 Why business owners need to be aware of employee status and relationship.

1.6 Conclusion.

Assignment 1: Part 2.

2.0 Introduction.

2.1 Consumer Rights Act of 2015.

2.2 Advice for Robert.

2.3 Conclusion.

References.

Assignment 1: Part 1

1.0 Introduction

Employees work in an organization in exchange for money or salary. The relationship between employees is also an exchange relationship. This exchange relationship is known as ‘work-wage’. The business groups are employing businesses and every group is a particular worker. As an exchange relationship is several from another relationship under which serfdom, conscription and slavery works function.

Employee and employer are the two major parts of a business. Both employees and employers have equal status. But there is no equality in economic employment.  To describe the contract of employment, every particular employer creates the collective resources beginning having social terms collective power (Brodie, 2015). But in realism, the employer employs employees for work and every worker has no equal to the labor market in bargaining power.

The relationship of employment is synchronized and this relationship is not open for all people. There are four recognized parts used in this relationship. These are 1. Collective contracts with workforce representatives or different business sectors, 2. there should be an agreement between employee and employer, 3. Statutory instruments and statute law both are together with case laws, 4. Other agreements under that employment are undertaken individually. The relationship of employment is ruled by all of these elements which create different kinds of rules. Three instruments have breaches and force of law and properly get to employment courts and tribunals.

Another instrument is the result of an employer’s voluntary decision to bargain openly with a business sector or, otherwise, to allow collective agreement conditions bargained somewhere else. In respect of employment conditions and terms, they do and can have valid forces. Collective agreements conditions connecting to holidays, pays and hours are proper and not corporate in the law to a person’s employment agreement.  Therefore, all the instruments have lawful force practically.

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1.1 ‘Standard’ and ‘atypical’ forms of employment

Full-time workers: according to EurWork (2016), full-time workers are the employment standard and typical and it is regarded as a standard form for a long time. Full-time workers are mostly working up open-ended agreements. Other workers depend on fixed-term contracts. 75% of full-time workers represent the workforce (EurWork, 2016).

Part-time workers: According to EurWork (2016), they are not full-time workers. They work not full-time hour’s schedule. In a particular company, they work for part-time jobs. 60% of workers work full-time for a company and the other 30% work for a part-time job (Labour Market Statistics, March 2011). In a company, 15 hours is the average working hours according to survey data. 85 percent of females are part-time workers.

Part-time works are normally found in the health sector, education sector, restaurants, hotels, public administration sectors and the percentage of this part-time work is two-thirds. Different part-time works are based on job sources. Double jobbing means having a second job. The double jobbing worker is 1.1 million almost. And 60 percent of women are work for double jobbing. Usually, compared with full-time workers, part-time workers have different conditions and terms of employment under which they work (Emecon, 2017).

Temporary workers: according to Emecon (2017), there are different forms of temporary jobs. Temporary works depend on different times such as years, days, or weeks. Temporary works also depend on a particular task. Zero-hours contracts, casual work, seasonal work, non-permanent jobs are atypical employment or the form of temporary works. In an organization, 6% of workers are temporary workers.

Most of the temporary workers are female. In an organization, 10% of workers are temporary workers in public sectors such as health care or education sector. Professional occupations are the greatest connections in occupation. 37% of temporary workers are not involved in a permanent job (EurWork, 2016)……………

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