Employee Relations

| A trade union is an organisation that employees can join, where their rights and interests are discussed and protected. A trade

The relationship between employees and companies are becoming more and more complex all over the years. This relationship is extremely important since it directly affects how the employees fells about the organization, what are their attitudes about the company and how they effectively perform in their jobs.

It is important to establish the nature of the employment relationship as this is key to determining the employment rights to which an individual is entitled. In employment law a persons employment status helps determine;

* 3 different types of employment status and 3 reasons why it is important to clarify/determine an individual’s employment status

A company’s culture can have a huge impact on employment relations. If the organisation encourages staff to be engaged and involved in how business is delivered, they are more likely to be motivated and productive and retention will be higher. Creating a good reputation outside the business can also help with future recruitment.

Self-employed people will run their own business, they will be contracted to provide a service their clients. They will not be paid through PAYE and they do not have the same employment rights as employees or workers, Self-employed people will however still have protection for their health and safety on a client’s premises, they will have their rights and responsibilities set out in the terms of the contract with the client. They will not be entitled to holiday pay. They may however in some cases be classed as self-employed for tax purposes but classed as an employee or worker for employment rights. See point 2 Appendix

The professional working in this area of HR ensures that the relationship between an organisation and its staff is

Understanding your employment status is the first step to finding out what rights and protection you may have at work. Each type of employment status has different legal rights and will determine your rights at work.

Employee – this is the most common status and applies to the largest group of people within the workplace. You are defined as an employee if you are working under a contract of employment. Your employer is obliged to deduct income tax and national insurance contributions from your wage before paying you. You are entitled to all minimum statutory employment rights including statutory sick pay and statutory redundancy pay.

References:Paul Blyton and Peter Turnbull (2004) "The theory of employee relations" The Dynamics of Employee Relations (3rd edition) PALGRAVE MACMILLAN Printed in ChinaJohn Gennard and Graham Judge (2002) "Employee Relations Strategies and Policies: Management style" Employee Relations (3rd edition) London: Cromwell Press, Trowbridge, WilrshireEd Rose (2004) "Theoretical Approaches to employment and industrial relations" Employment Relations2nd edition Prentice HallRasmussen & Lamm, (2002) "R&L,

A ‘self-employed’ temporary worker, works for themselves and is responsible for their own NI and tax contributions, whereas with a ‘worker’ is paid directly by the employer or agency, who will be responsible to tax deductions.

A number of factors can have an impact on the relationship between employees and employers which can be identified as internal and external factors.

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

There are several factors that can have an impact on the relationship between employees and employers; these are identified as internal and external factors.

The relationship between employers and employees has long been the subject of widespread study and debate within the business world. This employment relationship can be defined as a complex system in which social, economic and political factors combine with an employee who exchanges mental and manual labour for rewards allocated by the employer (Encarta Encyclopaedia Deluxe. 2004). Industrial relations and human resource management advocates have traditionally held different views on the subject of organisational conflict. Many authors have argued that organisational conflict is inevitable in most work settings and that the employment relationship is essentially a trade-off ground (Alexander and Lewer, 1998; Deery, Plowman, Walsh and Brown