lecture on element 2 health and safety
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Understand legislation and regulations relating to health, safety and security in the travel and tourism sector
Employment ContractsAn employment contract is one where a party provides their services in terms of work in exchange of consideration which is the pay
It is hence a contract which deals with workers who are generally of two main types; employees (Contract of Service) and self- employed or Independent contractors (Contract for services)
It is essential to make these difference due to the fact that the two types of workers enjoy different rights in law
In case of a conflict, it is generally the court which makes the distinction as a matter of law using tests
Difference between the two in LawEmployees differ from self-employed in relation toTax and National Insurance contributionCommon Law rights such as vicarious liability Statutory rights such as those provided in the Employment Rights Act 1996 relating to leave, redundancy, unfair dismissal and the Health and Safety at Work Act 1974Some statutory rights apply to both such as the Occupiers Liability Act 1957/1984 and the Legislation of discrimination
Making the distinction between Employees and Self EmployedIt is usually the court which decide whether a worker would fall
under employees or self employed using three key testsControl test established in the case of Yewens v Noaks 1880 which
looks at who control the workers activitiesIntegration test established in the case of Cassidy v Ministry of
Health 1951 which looks at whether the workers activities are well integrated to those of the employer’s main activity
Economic reality or multiples test established in the case of Ready Mixed Concreate v Ministry of Pension 1968, where the court looks at who makes the most economic benefit between the worker and the employer to make the decision. In doing this the court looks at a number of factors
Key Features of an Employment ContractIt is formed in precisely the same ways as a normal
contract with all the essential elements of Offer, Acceptance, Intention to create legal relations, Consideration, Capacity and Form all taken into account for the contract to exist
The same vitiating factors of misrepresentation, duress or illegality apply here which may prevent the contract from being enforced
Just like in normal contracts, the terms could be either express (from the parties and must be communicated within two months) or implied (from law; customs, courts and statutes)
Court Implied Terms (Duties Employers)Pay reasonable remuneration
Repay reasonable expenses
Provide a safe place of work
May not provide work if payment is made in full
May not provide a reference however if they do, it must be positive
Court Implied Terms (Duties of employees)Fundamental obligation of faithfulness
Obedience of reasonable instructions
Duty of skill and care
Account for employers property
Duty not to delegate to an outsider
Statutory Implied Terms for employees in Employment ContractsEmployment Rights Act 1996 As amended in 1999,
2002 and 2008 dealing with leave, maternity leave, paternity leave, redundancy pay, notice for dismissal
Working Time Regulation 1998 dealing with maximum number of hours for work by an employee
The National Minimum Wage Act 1998 which deals with the list that workers get paid per hour of work
The Health and Safety at Work Act 1974 which deals with safety and security of employees at the work place
Legislation on Discrimination
The Health and Safety at Work Act 1974The broad responsibility of the employers’
responsibility falls under the following areasTo ensure that all systems (work practices) are
safeThat the work environment is safe and healthy
(well lit, warm, ventilated and hygienic)That all plants and equipment must be kept up
to the necessary standard Instruction, training and supervision should be
directed towards safe working practices and the safety policy communicated to all staff
Further rules through EU DirectivesThese directives were phased into UK laws in 1992 and
1998 respectivelySome provisions include the fact that the employer has
to ;Carry out risk assessment in writing of all work hazards
and such assessments should be continuousIntroduce controls to reduce risks Share risk hazards with other employers including those
in adjoining premises and revise safety policy in the light of such information
Employ competent safety and health advisersEmployees also have duties to take care of themselves and
not to interfere intentionally or recklessly with equipment
The workplace (Health, Safety and Welfare) Regulation 1992Besides requiring that all offices within the EU should be
properly ventilated with fresh or purified air, it specifically deal with temperature as well
The room temperature should not be less than 16 degree Celsius where people are sitting down or 13 degrees Celsius where they are moving about
Windows clean and unobstructed and floors cleaned at least weekly
Escalators should function safely and have readily accessible emergency stop devices
Sanitary conveniences and washing facilities must be suitable and sufficient
An adequate supply of drinking water should be available with suitable drinking vessels
Legislation on Discrimination and the Commissions responsible for Regulation Sex Discrimination, Equal Pay Act (EPA) 1970, Sex
Discrimination Act (SDA) 1975 dealing with pay and all other grounds respectively (E.O.C)
Race Discrimination, Race Relations Act (RRA) 1976 dealing with discrimination on groups of colour, race or nationality (C.R.E)
Disability Discrimination, DDA 1995 dealing with mental and physical discrimination (Disabilities Rights Commission, D.R.C)
Discrimination on grounds of Religion, Sexual Orientation, Employment Equality (RB) R 2003, EE(SO) Regulation 2003
Discrimination on grounds of Age, EE(Age)R2006The Human Rights and Equalities Commission
(H.R.E.C)now oversees enforcement of the above legislations
Termination of employment contracts
Dismissal with notice (Agreement)Fixed Term contracts not renewed
(Performance)
Despite no breach, the employee has a statutory right to bring an action for unfair dismissal if job is available
Breach
Breach of Employment ContractRepudiation (rejection of the contract) by
employee or the employer
Summary Dismissal where an employee was instantly dismissed without notice
Constructive Dismissal where the employee resigns due to employer’s breach
Actions available on Termination
Wrongful Dismissal (common law) action available for employees who are dismissed without notice
Unfair Dismissal (statute) action available for employees who have been dismissed while their jobs are still available
Redundancy (statute) available for employees dismissed because the job no longer exist
Wrongful DismissalAction for dismissal without noticeBrought in a usual courtAction to be brought within six yearsDefendant has defence of gross misconductRemedies include notice period pay and usual
damages
Unfair DismissalDismissal where job is still availableAction within three months at E. TribunalMust be employee of ages 18 to 65 years and above with
at least a year of serviceBurden on the employer to prove one of five fair
reasons and procedure as prescribed in the Advisory, Conciliation and Arbitration Services (ACAS) code of practice
Under the Employment Act 2008, the powers of ACAS has been enhanced in terms of conciliation from the start to end of a case at the Tribunal.
Dismissal may be automatically unfair in a number of instances such as pregnancy and trade union membership
Remedies for Unfair DismissalRe-instatement; Being given same job back
Re-engagement; Being given a job of similar ranking to previous job
Compensation which falls under basic and compensatory awards
CompensationBasic award is for a maximum of 20 years and a
maximum weekly pay of £430.18 yrs- 21 yrs, half week pay per year of
service22 yrs- 40 yrs, one week pay per year of
service41 yrs- 65 yrs plus, one and a half weeks per
year of serviceCompensatory award of £85,200 except for
automatic unfair dismissal which goes beyond
RedundancyDismissal because job no longer exist or the
employer cannot continueAction must be brought within six monthsMust be employee of two year service of ages
18 to 65 and aboveNotice to be given to employees or their
representative and inform the secretary of state if more than 20 are to be made redundant
Compensation is based on age and length of service
HUMAN RIGHTS LEGISLATION AND ITS EFFECT ON ENGLISH LAWRegulated by the Human Rights Act 1998 to implement the European Convention for the Protection of Human Rights and Fundamental Freedoms 195041 Member states signed the convention and now make up the Council of EuropeThe legislation binds public authorities to uphold the rights of persons who could be natural or corporations except there is a legitimate need to derogate from the conventionIt allows courts to set aside any precedent or past case which is incompatible with the convention and follow previous ECHR casesIt requires courts to make a declaration of incompatibility for sections of primary legislations not compatible with provisions of the convention during interpretation and for Parliament to update itIt allows courts to declare as void any secondary legislation which is incompatibleIt require future statutes to be compatible with the conventionIts final appellate court is the European Court of Human Rights
Assessment on Employment Law and Health and Safety1. What is an employment contract2. Give three differences between the two types 3. What is the control test4. What is the multiples test5. State two express terms in a employment contract6. What does the Working time Regulation 1998 deal
with7. State two key points highlighted by the health and
Safety at Work Act 19748. Where can an unhappy employee bring their case
Assessment Cont…9 What was the role of the Equal Opportunities Commission10 What was the role for Commission for Racial Equality 11 What is the meaning of Genuine Material Difference
(GMD)12 What is Genuine Occupational Qualification (GOQ)13 Which body is now responsible for enforcing equality
laws in the UK?14 Distinguish wrongful dismissal from unfair dismissal15 Which action will be sure to give the claimant employee
more money, unfair dismissal claim or redundancy claim?
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