Supporting Good Practice in Managing Employment Relations
2 internal factors which impact on the employment relationship
It is well known that pay helps to motivate and even retain staff in most cases, but nowadays it is not just the financial rewards that employees are seeking, its possibility of career enhancement and training opportunities. If employees know that they are being appreciated and groomed for greater things then this could have a positive impact on employee and employer relations.
Organisational culture –
A company’s organisational culture can have a huge impact on employment relations. Some companies may be very strict about work ...view middle of the document...
Some employees may be told that due to bad economic climate their roles are reduced from full time to part time. This could have a negative impact between employers and employees; especially if the employee in question has been in the same role for a long time at the company.
Defining the following work contracts
A permanent contract is the most common type of contract in employment. It does not mean that the job is for life as there can be factors that may cause the position to be taken away from the employee, redundancy for example. The main features of this include the employee having to undergo an interview before employment commences, signing a contract of employment and undertaking induction training. Also the contract includes the employee getting paid monthly wages, being part of a pension scheme if offered and having to give a notice period of at least 4 weeks if they decide to leave their current employment.
Temporary contracts are usually issued by job agencies to people who are looking for temp jobs. A person may be asked to start a temp job at very short notice, and they may also be told that they are no longer needed after just a day of employment. It is not the most stable of contracts but it is convenient for employers as there is no interview process for them to go through. Temporary contract employees mainly get paid by the agencies, and the companies pay the agency to find employees for them.
Temp staff get paid weekly, do not qualify for a pension scheme and can be released from their contract with basically no notice at all.
Fixed term contracts are offered to employees by the companies that they work for, not by job agencies. Fixed term contract means that an individual is in employment with a company until a specific date which is agreed beforehand, or until a certain project has been completed. A fixed tern employee could be with a company from 3 months to a year, or even longer depending on the role or project that needs completing. This type of contract is used a lot as maternity cover because it is already established how long the pregnant employee will be off for, therefore someone is bought in by the company as a fixed term cover. A company may keep on the fixed term employee after their contract is up if they wish.
An individual’s employment status is important to determine because
• It will determine how much tax is to be paid
• To determine the wages the employee will get
• When the employee would get paid. Weekly or monthly.
• Leaves such as paternity and maternity are only granted to certain contracted individuals (Permanent)
• Only certain contracted individuals would be protected and disciplined under company disciplinary acts.
• Temp employees cannot appeal when they have been let go but permanent employees can
• Rights of...