It is important for Tesco to have rights over their employees so they can have control of what is happening in the company. It is also very important for employees in Tesco to have certain rights, so they will be happier and work harder. Some of the rights that the employees have in the company are right to have a contract of employment. The contract should show things such as whether it’s a permanent or temporary job, full or part time, pair overtime, salary and wage, what day of the month to be paid, sick pay and maybe even paid annual leave. In Tesco you have the right to work in a safe supermarket, like no water on the floor or unsteady shelves. You have the right to be trained by the more experienced staff, which enables you to do better things.
Expectations in the workplace
Employees might expect:
A fair wage for the work done.
To be treated fairly by the managers and everyone else in the organization.
To work reasonable hours in a clean and safe environment
To receive some paid holidays.
To receive appropriate training for a job.
To join a trades union or staff association.
To be able to access their confidential computer records kept by the business.
In return, employees might expect employees to:
Be punctual and co-operate.
Obey all reasonable instructions.
Treat facilities and equipment with care and respect.
Be loyal and trustworthy and perform a fair amount of work each day.
Notify them if they cannot attend work.
Dress in appropriate manner.
A contract exists once a person has agreed to work for an employer and the employer has offered to pay wages. This means a contract is a legal binding, even if it is a verbal agreement. The TURER states than an employee must be given a written statement of the main terms and conditions of their employment within two months of starting a job. Here is an example of a contract
Rate of pay – Per hour/per year
PY – £40,000
Frequency of payment – Weekly/Monthly
Hours of work
9-6 – Monday – Saturday
4 Weeks per annum
Place of work – office/home/shop
Informal discussion, verbal warning, 1st written warning, final written warning, dismissal.
6% per wage
The Employment Rights Act 1996.
This law covers most of the main rights of the employees. Some of the areas is covers are sick leave, maternity leave and jury service rights; dismissals and redundancies rights. It specifies details that employees must be given such as itemised pay-slips and job descriptions. It explains what employees cannot be sacked for.
The Sex Discrimination Act 1975.
You are not allowed to discriminate directly, E.g, Men only are allowed to apply. This is illegal, your not allowed to do this indirectly either, E.g. a condition which would make it difficult for one sex to apply, for instance ‘only those over 6 foot 4 inches in height may apply’. It deals with recruitment, promotion and selection, training, way you are treated, dismissal and redundancy.
The Race Relations Act 1976.
This is similar to the Sex Discrimination Act, but deals with discriminating peoples colour, race, nationality and even ethnic origin.
The Disability Discrimination Act 1995.
This deals with people that are horrible to people with disabilities in employment, or as customers. It also controls other acts these include recruitment, training, promotion and dismissal. The employers must be ready to make reasonable adjustments to the workplace.
Health and Safety at Work Act 1974
This law will help of a safe workplace on the employers and employees. The employers must take precautions to ensure a safe working environment. Also all employees must take care in the ensuring the safety of themselves. An example of this is when there is a spillage and Tesco need to clean it up.
Reporting of Injuries, Diseases and Dangerous Occurrences Regulations 1985
If an accident happens at work which results the victim to have 3 or more days of work must be reported to the authorities. Also accidents involving work equipment must be reported too.
Control of Substances Hazardous to Health Regulations 1988
Sometimes employees work with hazardous substances the employer needs detailed information and correct training. In Tesco this would be cleaning products.
Noise at Work Regulations 1989
The employers need to reduce the risk of hearing damage to employees. To do this the company could provide ear protectors or have noise insulation installed. In Tesco this would be when stock is delivered.
Workplace (Health, Safety and Welfare) Regulations 1992
This law is about have procedures and systems in place everywhere around the workplace. A lot of it is protective equipment and training of staff to reduce the risks.