Employment Rights and Responsibilities

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Employment Rights and Responsibilities
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Areas of ERR

• Employment rights and obligations for recruitment
• Employee rights on appointment
• Basic employee rights
• Health and Safety Hairdressing and Beauty therapy
  career pathways and industry structure

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Basic Employee Rights

• Contracts of employment
• Hours of work
• Working time rights
• Holidays
• When does the leave year start
• Breaks at work

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Contracts of employment

• Contracts Are There To Protect Your Rights
• Contract Should be issued within 8 Weeks of
  Employment

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Hours of work

• Your Contract Should Specify Your Hours Of Work
• What Are Maximum Hours Of Work

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Holidays

• 20 days per year if you work a 5 day week
• Holiday pay is the same as your basic wage per
  day
• You still accumulate holiday entitlement when off
  sick
• You still accumulate holiday entitlement when on
  maternity leave

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• When Does the Leave Year Start
• This is Usually Specified In Your Contract
• Leave Starts From The First Anniversary of Your
  Employment

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Breaks At Work

• You are entitled to a 20 minute break if you work
  over 6 hours a day (if you are 18)
• If over school leaving age but under 18 you are
  entitled to a 30 minute break if you are working
  longer than 4 and a half hours.

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Equality and Diversity

• EQUALITY (EQUAL)
• Equal in number, rank, status etc
• DIVERSITY (DIVERSE)
• Different, unlike in character or qualities.

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• RECOGNISING THE DIFFERENCES BETWEEN PEOPLE

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• REALISING SOME PEOPLE FACE PARTICULAR DIFFICULTIES

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• CHALLENGING PREDUDICE AND DISCRIMINATION
• WORKING OUT WHAT ADDITIONAL ACTION WE NEED TO
  TAKE TO ENSURE THAT PEOPLE GET EQUAL ACCESS

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• WORKING OUT WHAT ADDITIONAL ACTION WE NEED TO
  TAKE TO ENSURE THAT PEOPLE GET EQUAL ACCESS TO
  JOBS AND SERVICES

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PREJUDICE

• TO PRE - JUGDE SOMEONE - KNOWING NEXT TO
  NOTHING ABOUT THEM
• BUT JUMPING TO CONCLUSIONS BECAUSE OF SOME
  CHARACTERISTIC OF THEIR APPEARANCE

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DISCRIMINATION

• OCCURS WHEN SOMEONE IS TREATED LESS FAVOURABLY
  BECAUSE OF THAT CHARACTERISTIC

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RACE DISCRIMINATION

• Racial discrimination happens when someone is
  treated less fairly because of their race,
  colour, descent, national origin or ethnic origin
  than someone of a different 'race' would be
  treated in a similar situation. This is known as
  'direct discrimination'.

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• Racial discrimination can also happen when a
  policy or rule that treats everyone in the same
  way has an unfair effect on more people of a
  particular race, colour, descent, or national or
  ethnic origin than others. This is known as
  'indirect discrimination'. Unlike direct
  discrimination, indirect discrimination may be
  justified if the policy or rule is reasonable and
  relevant to the particular circumstances

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SEX DISCRIMINATION ACT

• The EOC (Equal Opportunity Commission) issues
  this Code of Practice for the following purposes
  
• for the elimination of discrimination in
  employment
• to give guidance as to what steps it is
  reasonably practicable for employers to take to
  ensure that their employees do not in the course
  of their employment act unlawfully contrary to
  the Sex Discrimination Act (SDA)
• for the promotion of equality of opportunity
  between men and women in employment.

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RELIGIOUS DISCRIMINATION

• Some religious organizations require specific
  holidays and or conditions,
• Where possible, companies should accommodate
  needs.
• Annual leave allowed or time given unpaid.

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AGE DISCRIMINATION

• A person who is considered too old or too young
  to perform a job well.

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• EXAMPLE
• I applied for a job. I was well qualified. When
  they saw my age, they would not even interview
  me.
• This can work against young and old alike.

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EQUAL OPS OBJECTIVES

• To make sure every one has a clear understanding
  of the meaning of Equal Opportunity Diversity
• To help us understand the role we play in the
  provision of E O D

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• To show how E O D can help us get on better
  with our colleagues Clients
• To look at ways in which we can offer E O D
  within our Companies

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WHO NEEDS E O D?

• Everybody! We are often placed and named within
  specific groups like some of the following
• WOMEN
• MEN
• PEOPLE FROM MINORITY ETHNIC CULTURES
• DISABLED PEOPLE THOSE WITH CHRONIC ILLNESSES
• LESBIAN GAY MEN
• EX - OFFENDERS

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WHY THESE PARTICULAR GROUPS?

• Some people do not like them
• They are often left out
• They face discrimination
• They are sometimes treated unfairly
• They face prejudice
• There are lots of stereotypes about them

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EO DSome Ground Rules

• Respect for the perspectives experience of
  others
• confidentiality for the contributions of others
• contribute and ask questions we learn more that
  way
• Any others?

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E O D Looking at Language

• Slang terms and language we use may offend
  certain groups.
• Can you give me an example and how they should be
  referred to.

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CONCLUSION

• NEED - consider what a persons needs are, not
  what they are or what they look like
• INDIVIDUALITY - we are all individuals and need
  to be treated as such
• CHECK - even if you think you know how to handle
  a situation
• EMPATHISE - you like to be treated as an
  individual with your own feelings - so does
  everyone else

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Relevant legislation

• Equal Pay Act 1970 and Equal Pay Regulations 1983
• Race Relations (amendment) Act 2000
• Sex Discrimination Act 1975 and 86
• Sex Discrimination and Equal Pay Regulations 1993
• Disability Discrimination (amendment) Act 2003

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Relevant legislation Cont

• Employment Rights Act 1996
• Employment Relations (Amendment) Act 2003
• Asylum and Immigration (Amendment) Act 1999
• The Nationality, Immigration and Asylum Act 2002