Assignment Help | Identify the main sources of UK and EU employment relations law and include a brief summary of some of the main developments in individual and employment law.

•Identify the main sources of UK and EU employment relations law and include a brief summary of some of the main developments in individual and employment law.



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Question 3

Provide a brief summary on how you would advise on the purpose and scope of statutory trade union recognition.

Question 4
•Clarify the key terms used in employee involvement and participation
•Explain the extent to which they can strengthen employee voice in a union and non-union context.
•Provide a brief assessment of the link between employee voice and organisation performance.


Question 5

Briefly explain the differences between conflict and misbehaviour at work and between official and unofficial industrial action. In your answer, give a brief review of some contemporary trends in the type of conflict and industrial sanctions.


Question 6
•Explain what is required to advise, coach and guide line managers in the skills for handling grievance or disputes in the workplace.
•Distinguish between third-party conciliation, mediation and arbitration.


Contemporary Developments In Employment Relations

Sources of Employment Relations Law in the UK and EU

            The primary sources of employment relations law for the UK and EU comprise statute, common law, and European law in line with both the European directives, including the ECJ | PLACE YOUR ORDER NOW AT | to common law, since all UK and EU employees work under an employment contract with their respective employer, it forms the legal basis characterizing employee and employer | PLACE YOUR ORDER NOW AT | contract should not be and is often put in writing. However, certain rights under the mandatory statutory employment protections will apply irrespective of the contract law. 

           Another source – the statute – is characterized by the | PLACE YOUR ORDER NOW AT | of the legislations for employment protection in the UK, and the general EU since the early 1970s, and have supplemented the rules of the common | PLACE YOUR ORDER NOW AT | statutes of the employment law are many, and some of them comprise the 1970s Equal Pay Act, the | PLACE YOUR ORDER NOW AT | (Disability Discrimination Act) | PLACE YOUR ORDER NOW AT | of the sources, implies that when the UK domestic law fails, the focus should be turned to and relay on the EC Treaty before the United Kingdom courts. In the process, issues are touched on, and they comprise areas of discrimination, equal pay, and the rights on the business transfer of the employees. 

Q3: Advice on the Objective and Size of Recognition of Statutory Trade Union

           The Central Arbitration | PLACE YOUR ORDER NOW AT | to a tribunal (independent) with various legal | PLACE YOUR ORDER NOW AT | voluntary arbitration when handling industrial disputes. It also has statutory mandate in adjudicating cases concerning recognition | PLACE YOUR ORDER NOW AT | bargaining agreements (Hoque et al., 2017, p. 29). In this case, my advice is based on the CAC role, and it should comprise the determination of the scope of the unit for bargaining unless the parties have agreed on it. As emphasized by Cullinane et al. (2017), a declaration ought to be made on whether the union should be appreciated based on the majority of workers concerned, and they should comprise union members or that a qualified majority considers recognition in the ballot (p. 640).

           Accordingly, as stipulated in the Employment Relations | PLACE YOUR ORDER NOW AT | is a need to refer the matter to the CAC for determination. Based on my understanding of the procedures of a statutory trade union recognition, there is a need for procedures to be used in respect of at least 21 employees. An application to the CAC should be done before the union demonstrated that at least 11% of membership should be | PLACE YOUR ORDER NOW AT | industrial action raises complicated issues, there is a need for legal advice to be considered and taken. Since legislation focuses on the recognition of the statutory laws for trade unions, which means independence is needed. At the same time, the employer is recognized in relation to the primary goal of achieving collective bargaining. 

Q4: Employment Involvement and Participation

           Employment participation and | PLACE YOUR ORDER NOW AT | have been at the center of industrial relations since the beginning although much of the contemporary terminology has shifted when it moved from the ‘industrial democracy’ since | PLACE YOUR ORDER NOW AT | for “employee participation” and “patient involvement” have grown and changed after a period of time, and it has been shown on different disciplinary definitions such as HR management, industrial relations, psychology; political science; competing objectives between management; changes in socio-economic contexts; government and labor; and other practices (Bryson et al., 2004, p. 441).

           Therefore, the key terms of employee involvement are | PLACE YOUR ORDER NOW AT | includes financial and job | PLACE YOUR ORDER NOW AT | , while key terms of employee participation comprise industrial democracy (worker control), employee engagement (when influencing making of decisions), and engage | PLACE YOUR ORDER NOW AT | comprise task involvement, consultative arrangements, and systems for a team briefing. 

Key Terms advancing and strengthening Employee Expression in the Context of Union and Non-union Organizations            In the context of | PLACE YOUR ORDER NOW AT | and non-union | PLACE YOUR ORDER NOW AT | the key terms of both employee participation and involvement strengthen | PLACE YOUR ORDER NOW AT | involves the chances for workers to engage in decision-making affecting employment, or about the wider issues of the company and the | PLACE YOUR ORDER NOW AT | participation can either be direct or indirect, especially in the decision-making process. These terms are extensively involved with the employees’ capacity to influence the direction…


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