Legislation

2288 Words Jun 22nd, 2013 10 Pages
TASK 1
An employer’s obligations to his employee regarding pay are that an employer must administer pay, deduct taxes and pay benefits to their employees, employers must administer PAYE, National Insurance (Class 1 and 1a), Statutory Sick Pay (SSP), Statutory Maternity Pay (SMP), Statutory Paternity Pay and student loan deductions. An employer must provide employees with an itemised pay statement and pay employees with an itemised pay statement and pay employees in full at an agreed time. Employers must provide paid holidays for all workers, and pay men and women equally for equal work. Should a situation arise where an employer can not provide work they must pay ‘guarantee payments’. An employer must provide paid paternity and paid
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An employee should not compete in business against their employer whilst employed by them, and should not disclose any of the employers confidential information, or disrupt business. An employee should be willing to give their employer any inventions developed during their employment, and look after the employers property. 3. The unwritten duties of an employee to their own job and that an employee should work with reasonable skill and care, and be prepared to learn new skills if their job changes.

TASK 6
It is important for the employer to keep up to date with all employment legislation as legislation is constantly changing. Failure to keep up to date with the latest legislation may lead to an employer becoming at risk of claims from employees.

TASK 7
The essential features of an organisation’s disciplinary procedures are that, the procedure should be non-discriminatory, and that the employee(s) should be notified of what disciplinary action may be taken. Employees should be aware of which levels of management have the authority regarding various levels of disciplinary action. All information regarding disciplinary procedures should be kept confidential and should be in writing. Employees should be informed of the complaints against them and any supporting evidence before any disciplinary hearing. Prior to any disciplinary action being taken, the
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