堪培拉代写assignment:工会系统

2017-06-16 19:39

在其现代发展而言，工会系统的主要特征是一个传统的“唯意志论”的观点，应该反映国家的作用仅限于创建一个粗糙的平衡之间的资本的社会力量和有组织的劳工。在目前的形式中，它主要是法令的产物（英国议会的行为），而不是普通法。领先的就业法律法规包括就业权利法案（时代）1996、种族关系法案1976（修订）条例2003，全国最低工资（最低工资）的规定1999、2002就业法2006修正和各种立法规定禁止对性别、种族、残疾、性取向的歧视，宗教和年龄。英国的劳工制度也在指令的形式由欧盟条约和立法的影响和国际法院的判决；尤其是欧洲法院（ECJ）和欧洲人权法院（欧洲人权公约）。其他法定机构像平等和人权委员会（EHRC）、咨询、调解和仲裁服务（ACA）和中央仲裁委员会解决纠纷的工人和雇主之间的领域发挥着特殊的作用，无论是个人和集体。英国立法异常，的就业法律制度的运作在整个英国的大致相同，虽然存在一定的差异，在英国，普通法的威尔士、苏格兰和北爱尔兰，雇佣关系的一个更重要的发展是就业保护立法等1996个时代的设定，赋予对个体员工的法定权利。这些提供了收入保护和就业保障的基本框架。权利的主要类别涉及解雇前的最低通知期、产假工资、在保证周内的解雇工资以及雇主提供的雇用条件的书面说明。立法也已推出提供保护免受不公平解雇（s.94时代（1）1996）和冗余提供的付款（s.136（5）和s.174时代），并在招聘方面歧视对性别或种族为由取缔，就业条件和终止。这些权利和义务不吸引刑事制裁；相反，他们是受个人通过行为对损害的金钱奖励通过一个专门的法院系统，从上诉可能对正规的司法系统的高等法院（迪肯，1986）。在发现不公平解雇后，法庭可作出复职或重新聘用的命令，但雇主有权抗拒可能导致更大经济处罚的命令。
堪培拉代写assignment:工会系统
In terms of its modern development, the central feature of the labour system had been a tradition of 'voluntarism' reflecting a view that the role of state should be confined to the creation of a rough equilibrium between the social forces of capital and organised labour. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law. Leading Employment Law Statutes include the Employment Rights Act (ERA) 1996, the Race Relations Act 1976 (Amendment) Regulations 2003, the National Minimum Wage (NMW) Regulations 1999, the Employment Act 2002 amended in 2006 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and age. The UK labour system is also influenced by the EU Treaty and legislation in the form of Directives and the decisions of the international courts; especially the European Court of Justice (ECJ) and the European Court of Human Rights (ECHR). Other statutory bodies like the Equality and Human Rights Commission (EHRC), Advisory, Conciliation and Arbitration Service (ACAS) and the Central Arbitration Committee play a special role in the field of dispute resolution between workers and employers, both individually and collectively. Unusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK, although there are some differences in the common law between England, Wales, Scotland and Northern Ireland.A more significant development for the employment relationship has been the enactment of employment protection legislation such as the ERA 1996, which confers statutory rights upon individual employees. These provide a basic framework of income protection and job security. The main categories of entitlement relate to minimum periods of notice prior to dismissal, maternity pay, lay-off pay within a guaranteed week and the provision by the employer of a written statement of the terms and conditions of employment. Legislation has also been introduced to provide protection against unfair dismissal (s.94 (1) ERA 1996) and to provide a payment on redundancy (s.136 (5) and s.174 ERA), and to outlaw discrimination upon grounds of sex or racial origin in the terms of hiring, the conditions of employment and at termination. These rights and obligations do not attract criminal sanctions; instead they are enforceable by individuals through actions for monetary awards of damages via a system of specialised tribunals, from which appeal may lie to the higher courts of the regular judicial system (Deakin, 1986). A tribunal may make an order of reinstatement or re-engagement following a finding of unfair dismissal, but the employer is entitled to resist the order which may lead to incurring a greater financial penalty.

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