5009321399430Centre name: ICS Learn
Candidate name: Stephen Hutton CIPD Membership Number: 48884014 ICS student number: 21023765
Qualification title: Level 3 Foundation Certificate in Human Resource Practice
Unit title(s):
Supporting Good Practice in Managing Employment Relations Unit code(s):
R70-OL3MER02
Assessment number 40552/11
*Online Class Date 24th January 2018 *Tutor Name Anne-Marie Stevenson
* Not required when submitting a Formative assessment
Please Note – You cannot submit your assignment until you have attended your Level 3 Online Classroom – all details must be filled in above before your work will be marked.

1st Submission Date 2nd March 2018 Word Count 608
2nd Submission Date Word Count 3rd Submission Date Word Count Candidate declaration:
‘I confirm that the work/evidence presented for assessment is my own unaided work.’
I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action.

I agree to this work being subjected to scrutiny by textual analysis software if required.

I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998.

I understand that the work/evidence submitted for assessment may not be returned to me and that I have retained a copy for my records.

I understand that until such time as the assessment grade has been ratified by internal and external quality assurance verifiers it is not final.

00Centre name: ICS Learn
Candidate name: Stephen Hutton CIPD Membership Number: 48884014 ICS student number: 21023765
Qualification title: Level 3 Foundation Certificate in Human Resource Practice
Unit title(s):
Supporting Good Practice in Managing Employment Relations Unit code(s):
R70-OL3MER02
Assessment number 40552/11
*Online Class Date 24th January 2018 *Tutor Name Anne-Marie Stevenson
* Not required when submitting a Formative assessment
Please Note – You cannot submit your assignment until you have attended your Level 3 Online Classroom – all details must be filled in above before your work will be marked.

1st Submission Date 2nd March 2018 Word Count 608
2nd Submission Date Word Count 3rd Submission Date Word Count Candidate declaration:
‘I confirm that the work/evidence presented for assessment is my own unaided work.’
I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action.

I agree to this work being subjected to scrutiny by textual analysis software if required.

I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998.

I understand that the work/evidence submitted for assessment may not be returned to me and that I have retained a copy for my records.

I understand that until such time as the assessment grade has been ratified by internal and external quality assurance verifiers it is not final.

Task 1
“Oxford City Council employs a number of tour guides to take visitors around the city. It employs 20 tour guides on permanent contracts, working all year round. In addition, it employs up to 50 tour guides on a casual basis through the summer months. These tour guides are offered a number of tours each week, depending on the bookings that the council has received. The tour guides can refuse to do any tours, and Oxford City Council has no obligation to offer a minimum amount of work”
1.1.0 – Introduction…………………………………………………………………………..Page 2-2
1.1.1 – What do you think will be the main internal and external factors impacting on the employment relationships with the two different groups
of tour guides?…………………………………………………………………………………. Page 2-3
1.1.2 – Explain the different employment status of the two groups…. Page 3-3
1.1.3 – Why does the different employment status matter?…………… Page 4-4
1.1.4 – Conclusion…………………………………………………………………………… Page 4-4
References…………………………………………………………………………………………Page 5-5 Bibliography……………………………………………………………………………………… Page 5-5
– Introduction
CIPD.co.uk states that” Employment law regulates the relationship between employers and employees. It governs what employers can expect from employees, what employers can ask employees to do, and employees’ rights at work.” Depending on the contract type, employers need to make sure they comply with the law.

– Main internal and external factors impacting on the employment relationships with the two different groups of tour guides
Figure 1 – Internal/External Factors
Internal Factor – Opportunities Internal Factor – Threats
As there is already permanent roles within this organisation some of the casual workforce could be given contracts. Economic reasons could stimulate more permanent job roles. Due to the different employment status of the workers casual workers are free to look for work elsewhere leaving the potential for unfulfilled tours.

External Factor – Legal External Factor – Economic
Due to the working time directive anyone under 18 is unable to work more than 8 hours per day or 40 hours per week which could lead to staff shortages if they hire school age/college students. Due to the seasonality in visitors to the area this could greatly increase or decrease the need for casual workers.
As we can see from figure 1 there are different issues that can affect casual and permanent workers. As casual workers are under no commitment to fulfil tours this has the potential for staff shortages or hostility between them as the permanent staff could end up having to cover extra shifts.
– Explain the different employment status of the two groups
Permanent Employees
This type of employment status means they are guaranteed a set amount of hours per week, they will sign a contract normally within this contract it will set out their entitlements such as sick pay, vacation and any benefits they may receive. Permanent employees cannot be dismissed easily a few of the reasons are gross misconduct or redundancy reasons.

Casual Staff
Casual staff work on an as required basis, if there is no work then they are not required to attend similarly of there is work they can refuse or decline the request without fear of reprisal. Casual Staff are entitled to holidays however and must be payed the national minimum wage for any work they undertake.

Fixed Term Contract (FTC’S)
FTC’s are given a contract for a set time of period it could be to cover maternity leave for example, they can be extended after this initial period if required. Whilst under contract they have the same rights as others on a permanent contract. The contract could also be project based i.e. when the completion of a building is complete then the contract will end.

– Why does the different employment status matter?
Notice Period
Unfortunately casual workers are under no obligation to be given a notice period due to dismissal or other factors, however permanent employees but be given notice and a valid reason, if this is unjust then permanent employees can go to an employment tribunal.

Obligation to work
Casual workers are not obliged to take on tours in this instance, however a permanent employee cannot turn down tours, and the employee may offer an alternative however they are under no obligation to do this for permanent employees. Permanent employee can apply for flexi working where they reduce the hours they work or the location they work however this can be declined if it’s unreasonable.

Seasonality
Casual workers are not guaranteed work, they are employed on the basis that wok will be available but factors such as weather could affect this, if it’s a particularly bad season they may have let go a lot of casual workers, however permanent employees will need to be guaranteed some sort of work even if it falls out with their normal duties or a different location as long as its local.

1.1.4 – Conclusion
There are many different types of working contract each with their pros and cons. Due to the councils vacancies being mainly seasonal, then employing casuals workers are a good solution, however as I have discussed this can lead to its own issues with shortages.
References
Article title: Employment Law | CIPD
Website title: CIPD
URL: https://www.cipd.co.uk/knowledge/fundamentals/emp-lawArticle title: Working hours | Acas advice and guidance | AcasWebsite title: Acas.org.uk
URL: http://www.acas.org.uk/index.aspx?articleid=1373Article title: Contract types and employer responsibilities: Fixed-term contracts – GOV.UK
Website title: Gov.uk
URL: https://www.gov.uk/contract-types-and-employer-responsibilities/fixedterm-contracts
Bibliography
Article title: Data Protection Act 1998
Website title: Legislation.gov.uk
URL: https://www.legislation.gov.uk/ukpga/1998/29/contents
Article title: CIPD The Professional Body for Human Resources and People Development
Website title: CIPD
URL: http://Cipd.co.uk
Article title: ICS Learn | Distance Learning Courses | Online Courses
Website title: ICS Learn
URL: https://www.icslearn.co.uk/

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