Employment law (EML) assessment Brief - Organisation Structure - Law Assignment Help

Assignment Task:

Task:

CIPD learning outcomes and assessment criteria
The following table sets out the CIPD learning outcomes and associated assessment criteria:
 

Learning outcomes Assessment criteria
1 Understand the purpose of employment regulation and the way it is enforced in practice.

1.1 Explain the aims and objectives of employment regulation.
1.2 Describe the role played by the tribunal and courts system in enforcing employment law.
1.3 Explain how cases are settled before and during formal legal procedures.

2 Know how to manage
recruitment and selection activities lawfully.

2.1 Identify the main principles of discrimination law in recruitment and selection and in employment.
2.2 Explain how contracts of employment are established.

3 Know how to manage change and reorganisation lawfully.

3.1 Describe when and how contracts can be changed lawfully.
3.2 Explain the main requirements of redundancy law.
3.3 Explain the main requirements of the law on business transfers.

4 Know how to manage issues relating to pay and working time lawfully.

4.1 Identify the major statutory rights workers have in the fields of pay, leave and working time.
4.2 Explain the major requirements of equal pay law.
4.3 Explain major maternity, paternity and other family-friendly employment rights.

5 Be able to ensure that staff are treated lawfully when they are at work.

5.1 Identify the major requirements of health and safety law.
5.2 Explain the significance of implied duties as regards th management of employees at work.
5.3 Explain the principles of the law on freedom of association.

Organisation structure
It is anticipated that the restaurants will see little change after the transfer other than the new branding of Zuzu’s Kitchen. However, there will be some duplication of head office roles therefore some redundancies in central functions will be likely.
? Terms and conditions of employment
Zuzu’s had a HR manager, but he left the organisation 2 years ago and has not been replaced. Employees with more than 2 years’ service appear to have written contracts on file but they have not been updated. Contracts for new hires have not been issued at all since the HR manager left.

Risks to Hell’s Kitchen

•  Explain how discrimination can come into recruitment and selection activities and in general employment. (2.1)
•  Apply this to the recruitment and selection practice and performance management of Bernard Reader in Zuzu’s Newcastle, making reference to applicable case law.
• Explain how the contractual terms and conditions of staff employed at Zuzu’s in the last 2 years have come about. (2.2)
•  Advise what should be done to firm up the arrangements and what should be included in any documentation making reference to appropriate Statute.
•  Explain the process to follow to broach a settlement agreement with Mike. If Mike does not accept the agreement and later claims constructive dismissal, outline the circumstances in which a settlement agreement can be a useful option during an employment tribunal process. (1.3)

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