Employment Relationship Explore the importance of work-life balance AND how it can be influenced by legislation: Work life balance is important because it enables the employee to plan when to be at work and when to be with the family. When the employee is not able to balance between the two, he or she may end up spending too much time in the workplace and little time with the family. In this case, the job may be lost, or good relations with the family may be lost. The balance of work life is also important for the employee in stress management.
If the right equilibrium is not met, the employee may find him/herself taking the work stress to the family and vice-versa. Work life balance can be influenced by legislation when the workplace demands conflict with the family demands. For instance, the employer may want to extend the work duration, which affects the relationship between the employee and his or her family. Some legislation may also lead to unfair work life that may affect the social life of the employee. Summarize four areas of legal support that may be given to the employee as a family member: Area # 1: flexible working conditions: The employee should be allowed time to work and time to be with the family.
The more the employer shows respect for the family, the more productive the employee becomes. This includes day offs and annual leaves. Area # 2: parental rights: As a family member and a parent, the employee is entitled to being with his or her children. Likewise, the employer must give a sustainable salary that will help the employee support the family as desired. Area # 3: The legal claim for injuries in the workplace: The employee has the right of being compensated by the employer if he or she gets injuries in the workplace.
The injuries may impact the family because the member becomes less productive. Area # 4: retirement benefits: After retirement, an individual may become a burden to the family. The employee ought to be supported to be compensated by the employer after retirement in order to lead a good life in the family. Details 2 reasons that justify treating employees fairly in relation to pay: Reason # 1: motivation leads to higher productivity: a fair salary is important for employees because it motivates them to work hard and adore their job.
When compensations and promotions are given fairly, the employee also works with the motivation that hard work is recognized and rewarded. The increased employee performance directly translates to higher organizational performance. The employees do the work as their own and are responsible for the workplace when there is no pay discrimination. Reason # 2: Employees have needs and bills to pay with their salaries: The employer needs to understand that, just like they have pending bills to pay with their salary, the employees also depend on their salaries to sustain themselves and their families.
When the pay is not sufficient for this sustenance, the employee is de-motivated to work. However, this factor should be considered only when the employee demonstrates efforts that demand a fair pay. The organization should look for employment candidates who meet the desired qualifications and pay them as per their qualifications and experiences. Summarize the main points of at least four areas of discrimination legislation Area # 1: gender discrimination: This involves treating people unfairly because they belong to different gender.
For instance, an organization may be gender discriminative when it only recruits men for leadership positions and women for junior positions. It may also involve unequal pay for equal work done by people of different genders. Area # 2: pregnancy as the basis for discrimination: Some organizations may fire pregnant women because they are not productive. Instead of giving them a maternity leave, they opt to discontinue working with them to avoid compensating them for the leave. Area # 3: race/ethnicity discrimination: An organization may employ members of a certain race and not any other race.
Similarly, the legislation may involve only members of the superior race in the region taking management positions. For instance, in a white majority society, the blacks would only be hired for junior positions. Area # 4: Religious discrimination: Some legislation may only allow members of a certain religion to work in the organization. For instance, an organization may fail to allow Muslim employees to attend their prayer sessions because the management does not believe in the religious faith. Explain the good practice that supports organizational policies and the psychological contract. Point 1: it is good practice for the organization to have a written policy on equality and fair treatment of employees.
This provides a good evidential basis for employees to cite incidents of discrimination in the workplace. The written policy is also a good practice because it motivates the employees to be productive with the realization that the organization treats them as equals. Point 2: It is also good practice to have clear rules and regulations of the organization in a written document.
This helps to ascertain that the employees work within the organizational policies and desist from actions that demonstrate discrimination and inequality. The rules are also important as far as the psychological contract is concerned because they act as guides on how things should be done in the workplace.