Three main points that can have affect on employers are: Data Protection: The data protection Act 1998 (DPA) is a United Kingdom Act of Parliament which defines UK law on the processing of data on identifiable living people. It is the main piece of legislation that governs the protection of personal data in the UK.
Although the Act itself does not mention privacy, it was enacted to bring UK law into line with the EU data protection directive of 1995 which required Member States to protect people’s fundamental rights and freedoms and in particular their right to privacy with respect to the processing of personal data. In practice it provides a way for individuals to control information about themselves. Most of the Act does not apply to domestic use, for example keeping a personal address book. Anyone holding personal data for other purposes is legally obliged to comply with this Act, subject to some exemptions.
The Act defines eight data protection principles. It also requires companies and individuals to keep personal information to themselves. Employment Law: UK employment laws make it essential for all employers to have access to the right legal and HR advice, support, and documents to use when dealing with their staff. Every year thousands of hours of management time is taken up dealing with workplace disputes with employees and HR issues that have happened because employers fail to issue adequate contracts, don’t use proper procedures when dealing with their employees and fail to seek professional advice before taking action.
The Term Paper on The Patriot Act Usa 2003 Law
The USA PATRIOT Act The United States of America is a country that is based upon a principle of balancing the rights of an individual, while still preserving public order. The U. S. Constitution (specifically the Bill of Rights) guarantees every American certain Individual rights. Some of these rights include; freedom from unreasonable search and seizures, a right to due process of law, and ...
UK employers need the correct employment law documents, advice and support to be able to comply with UK employment law and avoid costly and time-consuming disputes and issues which can often end up in Employment Tribunal claims. All employers need to know how to deal with recruitment, promotion, dismissals, staff management, disciplinary action, and grievance complaints, in a way that is fair, does not discriminate, or infringe employment rights.
Health and Safety: The Health and Safety at Work etc Act 1974 , also referred to as HSWA, HSW Act or HASAWA, is the primary piece of legislation covering occupational health and safety in Great Britain. The Health and Safety Executive with local authorities (and other enforcing authorities) is responsible for enforcing the Act and a number of other Acts and Statutory Instruments relevant to the working environment. 2b) List three key points of legislation that affect employees in a business environment. Three main points that can have affect on employees are:
Employment Rights and Responsibilities: An employee has both rights and responsibilities in the workplace. An employer may not deny an employee time off for medical reasons; however, the employee must notify the employer immediately when requesting leave of absence. Employers may not discriminate or harass employees, just as employees may not discriminate or harass other employees. Employees have the right to be paid for any labour they have provided an employee, but the employee must be honest when reporting the number of hours he has worked. Leave of Absence
An employee has the right to take a leave of absence under the Family Medical Leave Act. The employee is entitled to 12 unpaid weeks off in a 12-month period due to pregnancy, adoption of children, or medical emergencies of the employee or family members of the employee. The employee has the responsibility of notifying the employer of the leave of absence request. A 30-day notice is best if the employee knows she will be requesting time off; if not, the employee is responsible for notifying the employer as soon as possible so the employer can fill the position for the time being.
The Essay on The age discrimination in employment act
Part 1625 of the Code of Federal Regulations, Title 29, Chapter XIV is the Age Discrimination in Employment Act (ADEA) specifies that it is unlawful for a covered employer to discriminate in "hiring or in any other way by giving preference because of age between individuals 40 and over." Essentially this act forbids firing, refusing to hire or to promote, or treating an individual differently ...
