Employment Relations, Work life balance, the law
Work-life balance involves creating an enabling environment for employees to balance between work and personal responsibilities making them work harder and become committed to the organization. Employers should support it to comply with laws to promote equality opportunities by ensuring employees who are parents are not disadvantaged at work due to their caring responsibilities.
Also, afford such people opportunities to earn income and improve their lives.
According to experts, flexible work-life balance reduces absenteeism, increases productivity and improves recruitment and retention of dedicated staff. Legislations have been enacted to support employees by recognizing their need for sick leave, annual leave, maternity leave, time to take care for dependants and right to request for flexible working arrangements. Some of the enacted laws include: Employment Act 2002, The Employment Equality (Age) Regulation, 2006, The Equality Act, 2006, The Work and Families Act, 2006 and Management of Health & Safety at Work Regulations, 1999.
[...] Managing Employment Relations - Work life balance and the law Contents I. Work life balance and the law II. Rights of an employee as a family member III. Reasons for paying employees fairly IV. Areas of discrimination legislation V. The good practice that supports organizational policies and the psychological contract Work life balance and the law Work-life balance involves creating an enabling environment for employees to balance between work and personal responsibilities making them work harder and become committed to the organization. [...]
[...] The leave period is two weeks with 90% of overall earning in that period. Statutory adoption leave It applies to employees who are seeking to adopt a child alone or with a life partner. The leave is entitled to one partner only. Ordinary leave is 26 weeks paid leave while additional adoption leave is 26 weeks 13 of which are paid for. Time off for dependants A dependant may be a sick person or a person requiring care to fulfill his personal needs such as a child, elderly parents, wife or a relative. [...]
[...] This contract portrays the view of both parties to the employment relationship, individual staff and the organization itself, of the implied rights and obligations created in that relationship. The contract is a system of beliefs that entails the duties employees genuinely believe they are obliged to perform and the likely response for the employer. Also, the action employers believe they should undertake what response they expect from members of staff. Employees may expect: to be treated fairly, exploit their skills, know what they are to do, be constantly informed about their work and to be rewarded in accordance to their output. [...]
[...] Transgender discrimination The Anti-discrimination legislation provides that it is illegal to discriminate a person seeking employment or vocational training because the person has undergone gender reassignment or is planning to do so. The employer should not reject someone for a certain position due to the fact he is presenting in the opposite gender role to which he was registered at birth. Disability The Disability Act cautions employers against discriminating disabled people in employment, including job application, interviews, hiring, job description, salary, benefits, promotion and training. [...]
[...] (1999). Managing employment relations. Milton Keynes: Open University. Das, S. (2010). Managing people at work: Employment relations in globalizing India. New Delhi: SAGE. [...]
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