CIPD 5OS01 example
This module of CIPD level 5 mainly deals with the specialist employment law which covers all the principles of employment law and their respective principles. This covers all the responsibilities and rights of employers and employees in all the public and private sectors.
This course covers multiple types of disciplinary and grievance, contract and redundancy. It is highly advised to those individuals who are aspiring or working in HR, and general responsibility of managing people in an organization.
By learning this module you get proper knowledge of employment contracts and how to resolve their disputes, and also get an insight to tribunal decisions and latest case law. This module will also equip you with all the necessary tools that you need to improve your HR practice.
Here we have designed a proper guide for you, to help you with writing CIPD 5OS01 Specialist Employment Law Assignment in UK, USA and KSA. So let’s look at it:
Table of Contents
1) CIPD 5OS01 Assignment Task: Get proper knowledge of the purpose and need of employment regulation and how to enforce it in practice.
· 1.1 Define the objectives and aims of employment regulation.
· 1.2 Describe how the cases are managed during and before formal legal procedures.
2) CIPD 5OS01 Assignment Activity: Get proper Understanding to manage recruitment and selection activities according to the law.
· 2.1 Define selection, employment and recruitment according to the principles of discrimination law.
· 2.2 Discuss all the legalities of equal pay.
3) 5OS01 Assignment Brief: Get proper knowledge to manage change and recognition according to law.
· 3.1 Define the legal aspects of managing change.
· 3.2 Define the legalities which relates to transfer of undertakings.
4) CIPD 5OS01 Learning Outcome: Define according to low how can we tackle issues relating to working time and pay.
· 4.1 Define the statutory rights of workers relating to pay.
· 4.2 Define relating to flexible working the rights of employees.
5) Get high quality CIPD 5OS01 Specialist Employment Law assignment from us.
1) CIPD 5OS01 Assignment Task: Get proper knowledge of the purpose and need of employment regulation and how to enforce it in practice.
1.1 Define the objectives and aims of employment regulation.
There are multiple aims and objectives which relates employment regulations, these aims and objectives can be divided into two main categories.
· Protecting the rights of employees.
· Ensuring fairness in the workplace.
Both the types can be applied to different organizational setup, It is up to you as a peoples professional to decide which type of system will shoot your organization.
1.2 Describe how the cases are managed during and before formal legal procedures.
There are multiple ways to handle a case before and during formal legal procedures. They mainly includes the following points.
· Through mediation or arbitration,
· By making an application to the court for summary judgment.
· By making an application to the court for strike out.
· By making an application to the court for a stay of proceedings.
· By making an offer of compromise.
As a peoples professional it is up to you to decide appropriate points which should be applied according to the condition.
2) CIPD 5OS01 Assignment Activity: Get proper Understanding to manage recruitment and selection activities according to the law.
2.1 Define selection, employment and recruitment according to the principles of discrimination law.
The discrimination law is mainly designed to protect individuals from unfair judgement and protect them from wrong characteristics. If we talk about in terms of recruitment, selection and employment, this means that any employer cannot treat any employee or job applicant falsely in terms of their cast, race, colour, and national origins etcetera.
As an HR professional it is up to you to make sure that in an organization all such things should be avoided.
2.2 Discuss all the legalities of equal pay.
The equal pay policy and act differ from country to country and may contain changes from the act which we are about to discuss, If we talk about UK the following act is applicable.
The Equal Pay Act 1963 is an UK law which tackles the gender pay gap by making it illegal for employers to pay men and women differently for doing equal work. The act requires equal remuneration for work of equal value, irrespective of sex. It also makes it unlawful to offer different employment terms on the grounds of sex. This includes terms and conditions relating to hours, location, shifts, overtime rates and annual leave entitlement.
This is just one act which we talked about in this for an idea so that you can get a hint that which types of act you have to cover in order to write this assignment perfectly.
3) 5OS01 Assignment Brief: Get proper knowledge to manage change and recognition according to law.
3.1 Define the legal aspects of managing change.
The legal implications of change management can be significant. Such as changes in employee roles or responsibilities. In addition, to this you’ll need to be aware of any labour laws that may apply to the situation which you are dealing with. For instance, the National Labour Relations Act (NLRA) protects employees’ rights to form unions and engage in collective bargaining.
3.2 Define the legalities which relates to transfer of undertakings.
If we talk about United Kingdom, the Transfer of Undertakings Regulations 2006 (as amended in 2014) (“TUPE”) provides necessary protection for employees in case of relevant transfer of an undertaking, business or as a part of undertaking or business.
The relevant transfer will occur when there is a transfer of economic entity which retains its identity after the transfer. It determines whether there had been a relevant transfer, the courts will look at a number of factors, including whether there has been a transfer of assets and/or liabilities, whether there has been a change in ownership and/or control and whether there has been a change in the workforce.
4) CIPD 5OS01 Learning Outcome: Define according to low how can we tackle issues relating to working time and pay.
4.1 Define the statutory rights of workers relating to pay.
The statutory rights workers who are in the relation to pay de have the right to be paid at the national minimum wage, they have this right to be paid under their agreed wage by the law, and no deduction must be made without their consent.
As a people professional of an organization it is your duty to find factors in order to support such laws and make sure that this policy applies at your organization.
4.2 Define relating to flexible working the rights of employees.
It is every employee’s right to request for flexible working arrangements, in addition to this employees do have the right to take reasonable time off, but only for certain purposes, such as:
· Caring for a sick family member
· Attending a school event.
· For marriage.
· To perform some important religious task
It can contains multiple points but only when they are essential and such work which cannot be done after office hours. Employees have the right to receive fair treatment from their employers. This includes the right to be free from harassment, retaliation and discrimination etcetera.
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