Industrial Relations Portfolio

Each of us possess personal characteristic strengths that makes each of us unique. As individuals these strengths allow us to add value to all of our relationships both personally and professionally. For many of us, we can recognize the characteristics and how they add value to lives, unfortunately though many of us will struggle voicing these strengths openly during job interviews, performance evaluations, or team meetings. One of the first challenges is to understand that we are all lifelong learners and it is through these experiences that we develop these strengths which allows us to become an essential part of a relationship whether it is a personal or professional relationship. As within the realm of a Human Resource Professional the ability to recognize these strengths in people we must also recognize them within ourselves so that we may leverage those skills to advocate for both the employee and the organization. Throughout my life, my strengths have tended to gain more clarity and centered on my profession because form many of the majority of our time is spent there. Some of my personal characteristics that will bring value and strength to any organization are: organization, communication, the ability to be discrete and ethical, conflict management/problem solving and change management. As in many organization HR management requires a very orderly approach. Throughout my

It was passed in 1990 and amended by the Americans with Disabilities Act Amendments act of 2008 (EEOC). These two acts were the most significant. These added protections for employment, education, and public life. Employers and educational institutions are required to provide reasonable accommodations, such as assistive technology and modified tasks. The ADA also affected public life, such as transportation. Public transportation employees have to announce stops loud enough for everyone to hear (The Americans).

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

The degree to which the size of the employer's enterprise would be likely to impact on the procedures followed in effecting the dismissal; and

The Act was amended in 1986 to ensure that discrimination within small firms, private households and employment, and at the age of retirement, was abolished.

The submissions of the Australian Federal Government that the Workplace Relations Act 1996, amended by the Workplace Relations Amendment (Work Choices) Act 2005 was constitutionally valid prevailed with a majority of 5:2 by the High Court of Australia.1 This High Court decision inaugurated a shift of legislative power from the States to the Commonwealth.2 Since officially coming into effect as of 27 March 2006, the Work Choices Act has been the most comprehensive reformation in Australia in nearly a century, constantly sparking matters of controversy. 3

changes to your terms or employment, this explains that the company reserves the right to make any changes to the terms and conditions of employment and that no less that one months notice will be given of any changes. Grievance procedure, this explains that if I have a grievance relating to my employment that I should raise this is writing in accordance to the grievance procedure.disiplinary & dismissal procedures. This explains that any disciplinary action relating to employment or dismissal procedure will be handled in accordance with the correct procedure.

The major piece of legislation in the UK that impacts on staff recruitment and selection is The Equality Act of 2010. This statute consolidated nine separate pieces of anti-discrimination legislation into a single Act these were

This act bought together a range of anti-discrimination acts to protect people, children and young people against discrimination for having a disability, the colour of their skin or their gender.

2. How to ensure that the dismissals are fair and the importance of this to both the employer and employee.

3. Equality Act 2010 (Race Religions Act & Disability Discrimination Act) –‘It requires equal treatment in access to employment as well as private and public services, regardless of the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation.’ (Wikipedia) As for it relating to nursing for the mentally disabled, ‘employers and service providers are under a duty to make reasonable adjustments to their workplaces to overcome barriers experienced by disabled people’

Workers have the right to 11 hours rest between working days (eg if you finish work at 8pm, they shouldn’t start work again until 7am the next day).

The main features of current employment legislation are:- Health and Safety at Work Act (1974), Minimum Wage Act (1998), Pensions Act (2008), Employment Rights Act (1996), Disability Discrimination Act (1996), Rehabilitation of Offenders Act (1974), Sex Discrimination Act (1975) and the Race Relations Act (1976) .

2:1 Give examples of legislation that impact on: employee holidays, rest periods, working hours and night working and explain why these are important for both employee and organisation:

At this time and since then, several agencies have been organized to enforce the Act and prohibit discrimination. The Equal Employment Opportunity Commission came into effect to enforce antidiscrimination laws. The EEOC investigates allegations of bias, negotiates agreements after charges are filed, and occasionally goes to