美国留学HRM作业代写:零时工合同

2019-12-21 23:29

零时工合同的使用为雇主和雇员的情况提供了灵活性，尽管除非有正当的理由，否则不能被视为永久的安排。根据法例，如果工作需要雇员经常工作，并持续工作一段时间，则不适用;这对雇主有不利的影响，因为这意味着如果他们喜欢员工，想要看到他们更频繁地工作，那么他们必须首先提供给他们一个有问题的新合同。举个例子，如果一个人被要求在一年中从周一到周三工作8-1小时。在这种情况下，防止不利待遇条例将决定该雇员有权担任全职工作。零时工合同也不授予雇主逃避一切责任的权利。工作人员尽管有合同，但必须享有充分就业的权利，并需要得到合法的待遇。这方面的一个例子是，雇主不能否认那些在零时工作条件下工作的人享有病假和同工同酬等福利。这对雇主的影响非常大，因为这意味着他们必须确保在零时工合同上工作的雇员得到与其他所有人同样公平的待遇，否则他们就违反了防止不公平待遇的规定，并面临严厉的罚款和负面宣传。零时工合同不适合用作企业的支柱。它们只对自发或意外发生的事件有用;例如，员工紧急休假。按照这种逻辑，零时工只能被不定期地使用——限制了员工在该行业的发展，因为监管限制阻碍了公司对他们的过度使用。
美国留学HRM作业代写:零时工合同
The utilisation of zero-hour contracts provide flexibility in both the employer & employee’s situations, although cannot be viewed as a permanent arrangement unless there is a justifiable excuse for doing do. By law, they are not appropriate if the job requires the employee to work regularly for a continuous amount of time on a permanent basis; this has an adverse effect on the employer as it means that if they like the employee & want to see them work more frequently then they must first offer them a new contract which is problematic. An example of this is if an individual is required to work from 8-1 on a Monday to Wednesday over the course of a working year. In this instance, the Prevention of Less Favourable Treatment regulations would decide that the employee is entitled to a full-time role.Zero-hour contracts additionally do not grant employers with the right to evade all responsibility. Staff, despite their contracts, must be entitled to full employment rights and need to be lawfully treated. An example of which means that employers cannot deny those who work under zero-hour conditions perks such as sick-leave and equal pay. This impacts employers closely as it means that they must ensure the employees operating on zero-hour contracts are treated with the same degree of fairness all others are, else they are breaching the Prevention of Less Favourable Treatment regulations and face harsh fines & negative publicity. Zero-hour contracts are inappropriate to be used as the backbone of a business. They are only useful for spontaneous or unexpected events that occur; for example emergency leave from over staff. By this logic, zero-hour workers can only be used irregularly – limiting the progression the employee can have in that business as regulation limitations impede the company from excessively using them.