Barbados Employment Rights

Ai) To update my staff handbook, so that it reflects the current employment law, I can utilise the following sources to enable me to do this:

Legislation relating to employment exist because employers and employees need to know where they stand in a workplace, if certain legislations was not put in

The Employment Act 2002 (Dispute Resolution) Regulations 2004 provide that all employers must have a standard three-step procedure dealing with both

All Learners need to know that employers and employees have a range of statutory responsibilities and rights under Employment Law and that employment can be affected by other legislation as well. 1.1 Contracts of Employment1

The main features of legislation relating to contracts of employment are outlined in the terms and conditions within a contract of employment. Information about this is included in the handbook for the NJC currently known as the Green Book. Contracts help to protect the rights and responsibilities of both the employer and the employee. Contracts must contain general information about the employee and the employment in which they have been employed: this includes information on the employee's name, date of commencement of employment, position appointed ,employment conditions, rights and responsibilities of the employee, expected duties and information on grade and point scale in relation to pay. Employees are expected by law to follow the terms set out in their contract until employment is terminated by either party.

* Biii – Identify two changes to personal information which you must report to your employer

Legislation relating to employment exists to stop exploitation of workers by their employers mainly to protect the rights of their employee’s and to make sure that they have everything they need such as.

Also it tells me what will happen if one of the parties fail to respect them.

Biv Describe the procedure to follow if you wanted to raise a grievance at work. You may describe this in writing or produce a flow chart or diagram.

As employees, we have rights and responsibilities, during our employment, during some point of our employment, an issue or concern may arise where we feel we have been treated unfairly. In the first instance , we should try to resolve the issue internally, by approaching the Manager, Human Resources etc., if this fails there are external organisations we can

The role of the tribunal and court systems in enforcing employment law is to ensure that cases brought before them are dealt with in a fair and consistent manner. Delivering an outcome that is consistent with the facts put before them. They have to consider the evidence placed by both the employee and the employer. In most cases it is for the employer to prove that they handled the case appropriately taking account of their internal procedures and ensuring that they were not in breach of any relevant employment legislation related to the employee and their circumstances.

The definition of 'employee' and 'worker' differs slightly from one area of legislation to another, but generally workers have less rights

On 24th October 2012, the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal report had not resolved the matter and therefore reported the grievance formally in writing on the 24th October 2012. Mrs Smith wanted her grievance to be discussed formally and resolved. The grievance report was received and dealt with by

Employment Rights Act (1996) states that all employers should write up all information in regards to the terms and conditions of the job, and that they should be easily accessed upon request. The terms and conditions should include the names of both the employer and employee, the starting date of the job, how and in what intervals payment will be made, the working hours, shift/rota as well as overtime if required, the right to have a have a holiday, and the possibility of holiday pay, the title of the job, how long the

compliance with the Act has discretion to consider a variety of factors amounting to whether the employer has made reasonable attempts, in his/her particular circumstances, to comply. The Director-General may conduct a review of whether an employer has complied with the Act and followed it with recommendations on methods of compliance. If that fails, the Director-General may refer the matter to the Labour Court, which is the ultimate Court which may enforce the provisions of the Act. Chapter II of the Act came into operation during 1998. Since the passing of the Act, the President, in terms of Section 65, determined that Chapter III and Sections 35 to 46, 58 and 65, and Schedules 1 and 4 would come into operation on 1 December 1999.