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Law at work section on CIPD website

Summative Assignment for Employment Law (5EML/07)

 

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Learning Outcomes

This assignment is designed to assess the following Learning Outcomes:

  1. Understand the purpose of employment regulation and the way it is enforced in practice.
  2. Know how to manage recruitment and selection activities lawfully.
  3. Know how to manage change and reorganisation lawfully.
  4. Know how to manage issues relating to pay and working time lawfully.
  5. Be able to ensure that staff are treated lawfully when they are at work.
  6. Know how to manage performance and disciplinary matters lawfully.

Assessment brief

You are required to provide written answers to each of the six activities below:

  1. Explain the purpose of employment law and how it is enforced. Briefly describe the role played by the tribunal and courts system in enforcing employment law. Include how cases are settled before and during formal legal procedures.
  • Assessment Criteria 1.1, 1.2, 1.3
  1. You are asked to develop a training session for line managers with the title ‘managing recruitment, selection and appointments lawfully’. Outline the key points you would include in your presentation and why. Provide an example to illustrate your key points.
  • Assessment Criteria 2.1, 2.2
  1. Your organisation is planning a major reorganisation that will involve relocating some people to other sites and outsourcing a major function to a sub-contractor. You should summarise the major ways the law protects employees in such situations.
  • Assessment Criteria 3.1, 3.2, 3.3
  1. You are asked to summarise for managers the key issues they need to consider to manage pay, leave and working time lawfully. Ensure you include the major statutory rights, equal pay, and maternity, paternity and other family-friendly employment rights.
  • Assessment Criteria 4.1, 4.2, 4.3
  1. An employee makes a formal complaint about serious bullying at work. He alleges it is due to his refusal to join a trade union. The bullying has been sufficiently severe to require the employee to seek medical help and is taking medication to help him recover. Explain the grounds and case this employee might be able to bring against the organisation.
  • Assessment Criteria 5.1, 5.2, 5.3
  1. You work for a small organisation which has never had to take formal disciplinary action against an employee before. A long-standing employee is now suspected of coming to work while under the influence of illegal drugs. Summarise what steps need to be taken and why if the organisation is to minimise the chances of having to defend the case in an employment tribunal.
  • Assessment Criteria 6.1, 6.2

Evidence to be produced/required

Written answers for each of the six activities of no more than 3,600 words in total (divided appropriately across the six activities).

You should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts,
articles and other publications and by using organisational examples for illustration.

All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count).

 

Videos and Podcasts

Videos

Visit our Youtube channel for a range of informative and useful guidance videos on a variety of topics, including About Acas, First day at work, Having difficult conversations and our Acas most asked series.

Podcasts

The RNIB report Vocational rehabilitation makes a clear social, business and financial case for retention of newly disabled employees wherever possible. This podcast gives the listener an insight into how to successfully manage this important conversation.

The podcast is a phone conversation between Adam who is 30 working as a section leader of a business team at a Bank and his line manager Susan. Adam has recently been diagnosed with Crohn’s disease.

For more information on Crohn’s see www.crohnsandcolitis.org.uk

See the RNIB report.

Acas Model Workplace

Find out why former Acas council member Sarah Anderson thinks the Acas Model Workplace is a useful tool for small businesses by listening to our latest podcast:

Default retirement age

Three example conversations between employers and employees about performance and future plans. Guidance on these workplace discussions is contained in the Acas booklet on working without the DRA.

Equality Act 2010

 

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