CIPD Level 7OS01 Example
There are few things to keep in mind while practicing advanced employment law. The prime perspective that you should always focus on is that you should always protect the interest of your clients and never lose it. For this you should completely understand the relevant law, only in that manner you should be able to effectively advocate for your client. This means that you should always maintain good relationship with the employees and aware of their goals, so that you can represent them best.
You should be trying to build a strong network of resources. By understanding the law changes early you can always be ahead of everyone, find expert witnesses, and more. You should maintain professionalism and integrity at work. By this you will be winning the trust of clients and colleagues alike, which is essential in this field. We have designed a proper assignment for CIPD aspirants specially from UK, USA and KSA.
Table of Contents
1) Assignment Task: Get legal knowledge about the framework for employment regulations.
· 1.1 Define the sources of employment law and its evolution, including the employment rights.
· 1.2 Describe the principles of in the fields of precedent laws, continuity of employment and vicarious liability.
2) Assignment Task: Determine the regulations that protects employees from unlawful discrimination.
· 2.1 Describe the characteristics covered by Equality Act 2010.
· 2.2 Describe the defences that respondents deploy in discrimination case and remedies.
3) Assignment Task: Get knowledge about alteration, establishment and termination employment contracts laws.
· 3.1 Elaborate the principles of to underpin the law on different types of employment contracts, and practical significance for organisations.
· 3.2 Determine unfair dismissal law and its practical implications in an organisation.
· 3.3 Comply the law on transfer of undertakings and redundancy.
4) CIPD LOS01 Learning Outcome: Get knowledge about compliance in relation to further regulations relevant to people’s practice.
· 4.1 Define parental employment rights, including the importance of flexible working employment legislation.
5) We provide CIPD level 7 assignments in highly affordable price.
1) Assignment Task: Get legal knowledge about the framework for employment regulations.
1.1 Define the sources of employment law and its evolution, including the employment rights.
There are many sources of employment law in UK, some of the major ones are defined as follows:
· European Union (EU) law, which includes directives and regulations that member states must implement into their national law.
· The development of employment law has been shaped by a number of key events, including the Industrial Revolution, the growth of trade unionism and the enactment of key pieces of legislation such as the Factory Acts (1802-1901) and the Trade Disputes Act (1906).
· The common law, which is based on case law or judicial precedent.
· The major employment rights in the UK include the right to fair pay, the right to paid holiday, the right not to be unfairly dismissed and the right to work in a safe and healthy environment.
· Statutory law, which is codified in legislation passed by Parliaments.
1.2 Describe the principles of in the fields of precedent laws, continuity of employment and vicarious liability.
There is a precedent in a principle of law which defines that the judgement passed by law will be followed in the likewise cases. This makes sure that the law is applied fairly and consistently, in this way individuals can predict the court’s decision about their case.
Another law which is a legal principle and declares that the employers are the responsible ones when it comes to the action of their employees, this law is called vicarious liability. This clearly states that employers can be held liable for any damages caused by their employees, even though they were not include in the particular thing.
The principle that protects employees from being unfairly dismissed or redundant is called continuity of employment. This gives multiple rights to the employees such as, right to accrue holiday, it also gives employees certain rights etc.
2) Assignment Task: Determine the regulations that protects employees from unlawful discrimination.
2.1 Describe the characteristics covered by Equality Act 2010.
If we talk about equality act 2010, it mainly protects nine basic acts of employees such as:
disability, age, marriage and civil partnership, race, sex and sexual orientation, religion or belief, gender, pregnancy and maternity, etc. These are the main characteristics used to define the protection of employees and no unlawful discriminations can take place on the basis of following characteristics according to this law.
This act further contains the provision to protect people from discrimination ‘by association’ or ‘by perception’. This means they cannot be held responsible for things done by any of their relatives or close ones, no discrimination can take place according to this.
This act also protects employees from discrimination if they complained about the unlawful discrimination taking place with someone else within the organization. As they have help someone launching the complaint many people can have issue with this. This is known as ‘victimisation’.
2.2 Describe the defences that respondents deploy in discrimination case and remedies.
In case of discrimination, there are multiple types of defences that can be followed by the respondent.
Some of these are as follows:
Justification: This type of defence is used by the respondent to show that discriminatory treatment is the ‘proportionate means of achieving a legitimate aim’. The objective justification is available in only few cases of discrimination and respondent can face high burden of proof.
Positive action: This is the type of defence which is used by employer to address under-representation of people from a particular group in a workforce.
The 2010 equality act allows to take action in relation to promotion and recruitment, it provides the action taken for necessary proportionate and does not discriminate against anyone.
Reasonable adjustments: In case of any disability based discrimination this type is used, and forces employers to make adjustment in the workplace to meet the needs of the disable person.
There is a test to determine what is ‘reasonable’, this may vary depending on circumstances, size and resources of the individual employee.
3) Assignment Task: Get knowledge about alteration, establishment and termination employment contracts laws.
3.1 Elaborate the principles of to underpin the law on different types of employment contracts, and practical significance for organisations.
There are different principles which underpins the law on different types of employment contract, these are defined as follows:
· A legal binding between employee and employer is called the contract of employment.
· This contract comes with some terms like any other contract which can be expressed or implied. The express terms is specifically agreed between both parties in writing or verbally.
· An implied term can be defined as the term which is not stated but can be considered by the nature of the contract.
· The Employment Rights Act 1996 sets out certain minimum statutory rights that apply to all employees.
· The practical significance of these principles for organisations is that they need to be aware of both the express and implied terms of their employees’ contracts.
3.2 Determine unfair dismissal law and its practical implications in an organisation.
A test which is used to determine whether or not employee has been unfairly dismissed or not is called the test of reasonableness. This test is mainly based on the ability of employees to act reasonably in all circumstances, it also includes dismissing of employees. This means that the employer should have valid reason for their dismissal and all must follow fair procedures.
The organization should know the consequences of dismissing the employees unfairly, or not following the fair procedure. This will help then in case of any claim being made against them
3.3 Comply the law on transfer of undertakings and redundancy.
The process of complying with the law on redundancy and transfers of undertakings is mentioned below:
· The employer must consult with employees about the proposed redundancies.
· The practical implications of these requirements for organisations is that they need to ensure that they consult with employees about proposed redundancies, select employees for redundancy fairly, and offer suitable alternative employment to those at risk of redundancy.
· The employer must offer suitable alternative employment to employees who are at risk of redundancy.
· The employer must give employees the opportunity to appeal against their selection for redundancy.
· The employer must select employees for redundancy fairly, using objective criteria.
4) CIPD LOS01 Learning Outcome: Get knowledge about compliance in relation to further regulations relevant to people’s practice.
4.1 Define parental employment rights, including the importance of flexible working employment legislation.
In employment act 1996 the rights are set for parental and maternity employment, in the same act the parental employment rights as well. There was an amendment in the act for 2006 which is for Pregnant Workers Directive (92/85/EEC) and the Work and Families. These rights cover things like paid time off for antenatal appointments and leave for new mothers.
The directives for pregnant workers requires that it is same for other persons when comes to safety and health. So they should not be forced to do any work that can affect their health.
The Work and Families Act 2006 gives parents the right to request flexible working arrangements, such as working from home or changing their hours of work. This right is open to all parents of children under the age of 16 and in case of disable child it is 18 years.
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