Employment Agreement Ppt

22 impact on HRMs today? To understand where we stand, we need to know where we are coming from (for example. B History – Torrington, 1989) Topics to take into account: – Management of the working relationship – the needs of the organization – „Hard` HRM – Taylorism – the needs of the individual – „Soft” HRM – Human relations – Which version will probably prevail in practice? Type of HR role – Well-being? / Specialist?/ Generalist?/ Visionary?/ strategic partner?/ Agent change? / Adviser? / Assistant? Past phases and context is and is contextual? Future/future role of work? Do we see evidence of the changing role of HR? / revolutionary new rh role? 8 2. (B) Written employment data Employers should also provide additional written documents (which may be included in the main count above or may be issued separately): -Sickness benefit agreements/other sick conditions -The notice periods for the employer and the worker – Details of a company pension – Duration of expected/temporary contract – Details of collective agreements on terms of employment – Disciplinary and applicable claims provisions and -When workers work abroad, Duration of employment abroad / Allowances and additional benefits Previously, Under the Workplace Relations Amendments (WorkChoices) Act 2005, there were a number of categories of workers for determining wages and conditions. These include: `the safety net`, `certified agreements` (union and non-union) – individual contracts (AWAs) – Greenfield agreements (employers and unions) The current industrial relations system 4 Statutes… The federal government has passed many labour relations laws. This legislation includes: 1907 – Harvester Case Base Salary 1969 – Equal Pay Case 1975 – Racial Discrimination Act 1979 – Maternity Leave Act 1984 – Sex Discrimination Act 1988 – Industrial Relationship (Structural Efficiency Principles Linkinig Wages for Productivity Gains) 1996 Certified Agreements – AWA`s) 2005 – Workchoices Amendment Act 2008 – Workplace Relations Amendment Act (Forward with Fairness Act) 7. (A) Written data on workers should be communicated in a single document on their main job within 8 weeks of starting their activity: who has agreed to a job – date of the start of employment – professional title or brief description of the job – salary – hours of work – hours of work – rights to leave pay and leave pay – Employment When a worker converts to another employer internally his continuity of employment is not affected, i.e. retaining their rights to full employment – The statement written above should be amended, in order to explain that such an internal approach has occurred 2 Common Law Contracts Common Law is done in the judicial system and developed over time by judges Decisions that become „collectively” for all citizens characteristic of contracts that have been tested in the judicial system belong to the responsibility of the employer in : Placement Abiding Income Payment by Law Care Obligation For employees, they must: Follow instruction to use care – skill in their law most workers are in good faith on these agreements.