5OS01 Specialist employment law

5OS01 Specialist employment law

Unit 5os01 specialist employment law provides insight into the difficult areas of the Chartered Institute of Personnel and Development qualification and is designed to provide a deep understanding of the HR professionals to recognise the difficult legal landscape governing employees. This unit also has a great goal of equipping the learners with detailed knowledge of employment law. It also certified that they can apply and navigate the legislation principles usefully within their organisation. With great mastery of the content HR professionals can manage their compliance better mitigate the risk of legislation and provide lawful and fair practices in the workplace.

This unit has a curriculum which deals with a wide array of topics of employment law including employees` rights, contract law, redundancy procedures, dismissal, and discrimination. It deals with the statutory intricacies and law of case which make the learners able to apply and interpret legislation frameworks to versatile scenarios of HR. Another main emphasis of this unit is on the significance of staying recent with the changes of legislation and recognising their implementation for the policies and practices of HR. It certifies that the professionals of human resources may provide the appropriate legal support and advice for helping their organisation avoid expensive legislation disputes and maintenance of compliance with the law.
In addition, this unit also integrated the practical use of real-world examples and case studies that allow the learners to apply their knowledge to the issues which are realistic employment. This approach is hands-on to increase their potential and to identify the legislation issues, develop strategies to implement solutions and address them hold the ethical standards and legal standards. By providing an approach which is proactive to employment law, this unit makes the human resource professionals handle the difficult challenges of legislation effectively and confidently. Ultimately this unit has the aim to elevate the role of human resources strategically in the management of legal risk. It also promotes a complaints culture and contributes to the entire sustainability and integrity of the organisation.

Unit aims

Here are the objectives of the unit 5os01 specialist employment law on which the whole assignment and the learning outcomes are comprised.

• To prepare the HR professionals with detailed knowledge of the significant improvement law domains that include employee rights, contracts, dismissal, and discrimination and make them able to apply and navigate legal principles usefully within their organisation.
• To certify that the practices of human resources can stay and interpret recent legal changes and provide accurate advice of legislation and support to mitigate the risk of legislation and maintain the compliance of the organisation with the employment law.
• To provide the ability to analyse, resolve and address the complex law issues of employment through practical case studies and the examples of real world by promoting the proactive and legally sound practices of HR.

Learning outcomes

The main learning outcomes of unit 5os01 specialist employment law are demonstrated with accuracy and conciseness.

LO1: Recognise the purpose of the regulation of employment and the method it is enforced for practice.

LO2: Recognise the way to manage the selection and recruitment activities lawfully.

LO3: Recognise the way to manage reorganisation and change lawfully.

LO4: Recognise the way to manage the issues in terms of working time and pay lawfully.

Assessment criteria

Check out the assessment criteria of the unit 5os01 specialist employment law with the integral learning outcomes including:

LO1: Recognise the purpose of the regulation of employment and the method it is enforced for practice.

1.1 Identify the Employment regulation purpose and the method through which it can enforced in practice.

• (Employment role in assisting in achieving Social Justice, fairness and inclusion at the workplace.
• Arguments of the economy in increased favour of regulation
• Protection against inequitable, unjust and negligent acts, discrimination, slavery and child labour
• Negative argument awareness for the regulation of employment such as
• Complex legislation
• Non-deterrent
• Difficult to generate jobs
• Poorly drafted
• Groups who are opposed or support greater regulation)

1.2 Identify the character played by the court system and tribunal in employment law enforcement.

• (Character replayed by Institutions and courts with jurisdictions to listen to the employment in terms of matter and enforce and make employment law
• Court hierarchy
• Employment Tribunal
• Supreme Court
• Employment appeal Tribunal
• Character of appeal courts
• County court
• European Court of Justice)

1.3 Elaborate the way in which cases are settled during and before the formal procedure of legislation.

• (Setting case procedures and system of employment tribunal
Character of ACAS and optimization of COT3 (GB)
• (NI) Labour relations agency
• ROI Birthplace relation commission in early conciliation
• Negotiation and discussion process
• Significant features of agreement settlement
• Terms which can be included in the agreement settlement as a financial settlement
• Requirement for a written agreement of settlement
• Voluntary process significance
• Without prejudice meaning
• Significance of independent advice of legislation)

LO2: Recognise the way to manage the selection and recruitment activities lawfully.

2.1 Identify the d discrimination law principles in selection employment and recruitment.

• (Discrimination law principles that include the way through which they influence the selection activities and recruitment
• Characteristics of protection
• Indirect and direct discrimination
• Harassment in terms of secured characteristics
• Sexual harassment
• Minimum favourable treatment to reject submission to unwanted conduct
• Importance of effect or purpose and victimisation
• Discrimination through Association
• Reception discrimination
• Increasing discrimination from disability

2.2 Discuss the legislation requirements for equivalent payment.

• Equal pay principals
• Depends on an equivalent claim of pay
• Relevant causes
• Remedies
• Conducting equivalent reviews of the pay to certify compliance

LO3: Recognise the way to manage reorganisation and change lawfully.

3.1 Discuss the implications of change management in legislation

• (Process of law for changing
• Consultation and increasing agreement for the change
• Unilaterally change
• Re-engage and dismissal
• Variety through collective bargaining
• Risk in terms of contract variation such as contract breach
• Constructive dismissal
• Sue and stand against discrimination
• Issues of contract in the change management
• Clauses of flexibility

3.2 Describe the requirements of legislation and terms of the undertaking transfer.

• (Main provisions of appropriate legislation
• For example, undertaking protection of employment regulations transfer that includes relevant transfer
• Requirements to provide the liability information of an employee
• Rights of the influenced individual to information and consultation
• Remedies for breached legislation
• Relevant cases

LO4: Recognise the way to manage the issues in terms of working time and pay lawfully.

4.1 Elaborate on the major rights of statutory workers in pay relations.

• (Regulation law the payments of salaries and wages
• National reduced wages
• Statutory pay rates
• Item highest price of pay statement
• Connection with equivalent pay
• Sickness
• working time
• Etc

4.2 Elaborate the major rights of statutory in working time and leave.

• (The working legislation time and minimum entitlements of annual leave such as
• Regulations on working time
• Provisions in terms of maximum hours of working
• Rest period at work
• Annual leave
• Rest period between periods of work
• Way to calculate the pay on annual leave
• Provision for the night workers
• reference periods
• Sickness (long-term or short-term)
• Differences for adult young
• Relevant cases
• Remedies)

4.3 Elaborate on the significant principles of adoption, paternity, and maternity rights in the employment rights context.

• (Pay and leave right during maternity
• Antenatal caretime off
• Adoption or paternity leave
• Sharing of paternal pay and leave
• Keeping in touch days (SPLIT and KIT)
• Qualified service period)

4.4 Elaborate rights of employment of others in terms of flexible working.

• (Unpaid and paid rights time off during the hours of working
• Week and bank holidays and shift working
• Qualifying service
• The right of request for flexible working such as on religious grounds
• Flexible reasoning of working requests may be refused
• Remedies)

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