Supporting Good Practice in Managing Employee Relations

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GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS GUIDANCE LEAFLET. Understand the impact of employment law at the start of the employment relationship Internal and external factors that impact on the employment relationship Internal: • Performance, pay and reward: employers should set clear and transparent targets in order to make it easier for employees to know what is expected of them. If these targets are followed employees can be rewarded and this should improve the relationship between employer and employee. • Management style: there are two types of manager: autocratic and democratic. Autocratic managers make decisions without involving the staff. This can be a good idea in some circumstances (for example the need to make a…show more content…
These extra rights, for example, include: protection against unfair dismissal, maternity and paternity pay and leave, the right to ask for flexible working hours, statutory sick pay, minimum notice periods (in case of an employer dismissing you), redundancy pay and some others. Permanent/f ull time and part-time employees have basically the same rights. The claim to being an employee could come even after the contact has ceased, in order to assert employment rights. Self-employed: • Self-employed people are considered their own boss as they are not actually employed by an organisation, they are in business of their own right and don’t have a contract of employment. They usually take on work or perform services of their own accord and get to decide how much sick or holiday time they give themselves. They are responsible for paying their own income tax and national insurance contributions and they usually provide their own equipment/tools to do the work/service. You will find self-employed people usually submit invoices, are VAT registered and can be a limited company. It is important to distinguish this employment status from others because if you were to offer work to this person, for example painting a house even though this person claims to be self-employed, HMRC may take a different view
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