Effects of UK and EU employment Legislation

Many employment laws exist within the UK today, which any organisation must take into deep consideration. The society in which we live in is a diverse multicultural society. It is therefore mandatory that Blacks consider the laws that exist and put them into practice. Employment laws such as race, sex, disability, employment equality and many others play a vital role. The law regarding the race of an individual, first came into practice in 1968, with the Race Relations Act, which had been adopted in order to give those from other ethnic backgrounds the same rights as those who are within the UK.

This certainly applies today, as many people from multi-cultural backgrounds live within the UK. The Race Relations Act has affected the working conditions within the UK, particularly when recruiting and selecting people for jobs. A company such as Blacks needs to operate in a certain way, which ensures that equality is reached within the workforce, and those who are from different ethnic backgrounds get the same opportunities, and are treated as equally as their counterparts.

The law states that each person when considered for a job must be judged on their ability rather than their ethnicity, and Blacks need to take into consideration such factors. There are also the beliefs and values of those who are from different ethnic backgrounds. Blacks need to ensure that these are not affected, and must respect any beliefs or values an individual may have. Blacks have taken the Race relations Act into consideration, because from personal experience Blacks employs diverse workforces who range from different backgrounds.

The Sex Discrimination Act first became apparent in 1975, and was again addressed in 1986. This act has certainly changed the working conditions and practices within the organisation. Women are seen as equal counterparts to their male employees, and need to be treated with the same respect. Blacks need to address this issue within their own corporate values, to ensure that there is no discrimination within the workforce. This law has also changed practices, as Blacks need to take into considerations, the needs of women rather than just men.

For example, the need to take maternity leave needs to be considered, and addressed. Blacks have in fact addressed this issue, going one step further by giving an employee paternity leave. So they are trying to address this issue. The Disability Discrimination Act is also an important act which a company such as Blacks needs to consider. The working conditions need to be made suitable for people with disabilities, so that they also have the same opportunities to work.

Despite Blacks being a chain with relatively small stores, it needs to address the issue of giving those with disabilities the opportunity to work within such an environment. Blacks have tried to accommodate for this by providing lifts at stores where there are two floors such as the Brent Cross branch. They also provide a ramp at the Harrow branch, where those with disabilities find it easier to use, rather than steps. The Employment Equality Act, very much relates to the Race Relations Act, and has to do with respecting all people who work within the organisation, and treating all people as equals.

This act is particularly important in that it now means that the working conditions should be exactly the same, no matter who is working. As previously mentioned, organisations need to respect the beliefs and values of individuals. One should not be discriminated against, because they do not share the same beliefs as someone else within the organisation. The employment equality act means to treat each person equally, and to go one step further in ensuring that people do actually feel happy working within the organisation, as they are respected for what they do, rather than who they are.

Blacks needs to adopt this within their work practices, as it is vital that no one feels as if they are being victimised due to the colour of their skin, or their religion. Equal opportunity also needs to be adopted, whereby all people are given the chance to apply for a promotion, or another job within the organisation. The corporate name that Blacks wishes to have, is a good company who looks after their employees, and ensure that all people are given the same opportunities, and that all are treated the same.

They wish to build on that as they believe that the workforce is a core part of the success of their company, therefore keeping good relations with them is extremely important. Part-time workers (prevention of the less favourable treatment) regulation aims to ensure that part-time workers are not treated less favourably than full-time workers. This means they receive the same rate of pay. They are also not excluded from training at Blacks but everyone is given training. They also receive entitle holidays depending on the amount of days they work.

The Fixed Term Employees (prevention of less favourable treatment) Regulation indicates that all part-time or temporary workers must be treated no less different to the full-time or permanent workers. The temporary holiday staff and other part-time workers are treated equally to the full timers. They are given the same respect as the full timers because the part-timers all work mostly on the weekend and are relied upon. They carry out the same responsibilities that the weekday staff do and are paid the same. The same type of contract is given to both full-timers and part-timers.

This improves the employer and employee relations because as they treat everyone the same at Blacks. By doing this they are promoting a friendlier environment with less conflict occurring due to irregularities. The Equal Pay Act means that Blacks should give men and women equal treatment in the terms and conditions of their employment contract and they should both also be on the same wage. There is also the important National Minimum Wage Act of 1998, which states that each person, depending on their age must be paid a minimum wage.

Any organisation who fails to meet this requirement could be taken to court, with bad consequences, not only financial but also in terms of their company name. For example, those who are over 18 by law must be paid a minimum of i?? 5. 05. It is vital that Blacks take the issue of the minimum wage into consideration. When taking into consideration the wage, Blacks need to consider the physiological needs that its employees require, and from there decide the best payment they could offer.

Blacks are also seen as a specialist company, whose employees have a certain skill, and knowledge about their products which others do not simply have. They are in fact addressing this issue to a certain extent, by paying all staff that are over 18 a good wage of i?? 5. 80 per hour. They also offer a generous pension schemes to employees, showing that they care about their workforce. The contract that is agreed is very important at Blacks if they are to comply with the working time regulation.

This regulation states that employers must provide 11 hours rest per shift of every employee, give 48 hour maximum working hours per week to an employee for who works 5 days or 6 days a week and give a minimum 4 weeks annual paid leave. Blacks comply with this European Union legislation and observe and demonstrate this law by checking the staff's daily rota to make sure no one has been given any more hours that exceed that amount by mistake. This acts as a safety net for workers as they cannot be asked to do more hours than 48 hours per week.

Doing and checking rota's improves the working conditions as everyone knows when they are working and how many hours they are working. Employment equality regulation for sexual orientation is EU legislation, which means the legislation acts as an aim to provide protection on the grounds of sexual orientation. An example of how Blacks demonstrate this law is by having several women and men in charge of the store on different days. This act is very similar to the sex discrimination act where a person cannot be discriminated against because of their gender in category such as when it comes to recruitment and selection.