How Modern working practices reducing labour law impacts
The globalisation and enhanced the educational level on social community has changed the common design of working. The employers and business organisations should adopt the demand and supply the goods and services as on time. Therefore, every organisation should be in a stand by positions to face the market conditions and vary from its competitors to provide the solutions to its customers and sustain in the market.
So, organisations tend to hire experts and freelancers to manage upcoming situations. The situation on demand is made alternative employment methods and creating new forms of employment. Eurofound has identified and listed the types of modern working practices such as,
Source; Google images
The modern workforce and forms are doing their jobs beyond the common labour laws. In the period of the industrial revolution, labours are involved in more than twelve hours of working and they frustrated in employment, by forcibly did their working hours for financial commitments. Further, labour law is very firstly imposed on eight hours of work for an employee. They fixed the employer and receiving constant jobs and regular payments, but modern job practices not the same.
"Employees sharing/job sharing is a form of cooperative human resource management. A group of employers jointly hire (a group of) workers for whom the individual firms could not provide sufficient workload. The employers form a separate legal entity that becomes the legal employer of the workers, giving them stability and a single contact point for contractual issues. It is applied in the case of seasonal work, fluctuating demand, need for specialist staff that does not justify full-time employment or for strategic development projects that cannot be covered by core staff" (Eurofound, 2014).
For example, Cinema is a large employment industrial platform in India. But, a variety of professionals required to complete a project such as; directors, financier, actors, musicians, art directors, editors, videographers and more. They are individually hired for a common goal for a short period. The end of the agreement again they separated and willing to join another project with the same or different team.
In this example is showing the individual professionals work as a team and not receiving post-employment benefits and expected quality output within a certain period. the working hours not designed. The labour law is not compatible with freelancers and self employers. So, this type of workgroup was associated with unions and societies to protect themselves.
Casual employment refers to a situation in which an employee is only assured to work when it is needed, and there is no anticipation that there will be more work in the future. During periods when the employee is not working for the employer, the two parties have no active relationship, and neither one has any obligation toward the other. That means that a worker with casual employment would not be allowed to file a personal grievance toward the employer regarding unjustified dismissal during a time when the casual employee is not working. Casual employees are only compensated for time actually worked, which means they would not receive paid time off for holidays (source: Mighty Recruiter)
The freelancers and self employers are fixing the goods and service payments as their accordance. So, here the traditional employer cannot make the salary hunting or bargaining with them. However, they have to finish the job role as they agreed period, the working hours can manage by them. So, either party has gain advantages in this situation. However, the freelancers and self employers facing the threat of job security and day to day update with current practises and technologies and high competitors. If they fail to develop themselves, they will be outdated.
The globalised world communication is and media has taking high advantage in international trade and social living. Journalists are taken as freelancers, take the biggest part of transferring news and information to people through the media. They face high risks in gathering the information and bring evidence to prove the information. Even some of them lost their lives to take a part of it. Actually, labour law is brought to a safe working environment and post benefits to employees. So, when the modern job formulation goes beyond traditional work practice is a high risk to workers. At the same time, they will feel the job satisfaction what they have done with ability. The modern working practices are mostly considered with job satisfaction Brian and Cindy, (2011).
The upcoming generation is slightly avoiding the traditional working method and they are more likely to be freedom seekers in the work environment. So, the work pattern and labour also need to transform and make amendments to the position as the suit to recruitments.
Thank you.
Reference
1. (2011) Journalism Practice; Happier working for themselves, 5(6), pp. 672-686, [online].available at <https://www.tandfonline.com/doi/abs/10.1080/17512786.2011.579780>. [accessed on 20th February 2020].]
2. Eurofound,(2014). New forms of employment; Presentation to the European Parliament Committee on Employment and Social Affairs. pp.1-9.
3. Google images, [online] available at <https://www.pressgazette.co.uk/british-stringer-video-journalists-covering-breaking-news-in-la-are-stars-of-netflix-documentary/>. [accessed on 20th February 2020].
So, organisations tend to hire experts and freelancers to manage upcoming situations. The situation on demand is made alternative employment methods and creating new forms of employment. Eurofound has identified and listed the types of modern working practices such as,
- Employees sharing/job sharing
- Interim Management
- Voucher based work
- Casual work
- ICT/mobile work
- Portfolio work/crowd employment
- Collaborative self-employment.
The modern workforce and forms are doing their jobs beyond the common labour laws. In the period of the industrial revolution, labours are involved in more than twelve hours of working and they frustrated in employment, by forcibly did their working hours for financial commitments. Further, labour law is very firstly imposed on eight hours of work for an employee. They fixed the employer and receiving constant jobs and regular payments, but modern job practices not the same.
"Employees sharing/job sharing is a form of cooperative human resource management. A group of employers jointly hire (a group of) workers for whom the individual firms could not provide sufficient workload. The employers form a separate legal entity that becomes the legal employer of the workers, giving them stability and a single contact point for contractual issues. It is applied in the case of seasonal work, fluctuating demand, need for specialist staff that does not justify full-time employment or for strategic development projects that cannot be covered by core staff" (Eurofound, 2014).
For example, Cinema is a large employment industrial platform in India. But, a variety of professionals required to complete a project such as; directors, financier, actors, musicians, art directors, editors, videographers and more. They are individually hired for a common goal for a short period. The end of the agreement again they separated and willing to join another project with the same or different team.
In this example is showing the individual professionals work as a team and not receiving post-employment benefits and expected quality output within a certain period. the working hours not designed. The labour law is not compatible with freelancers and self employers. So, this type of workgroup was associated with unions and societies to protect themselves.
Casual employment refers to a situation in which an employee is only assured to work when it is needed, and there is no anticipation that there will be more work in the future. During periods when the employee is not working for the employer, the two parties have no active relationship, and neither one has any obligation toward the other. That means that a worker with casual employment would not be allowed to file a personal grievance toward the employer regarding unjustified dismissal during a time when the casual employee is not working. Casual employees are only compensated for time actually worked, which means they would not receive paid time off for holidays (source: Mighty Recruiter)
The freelancers and self employers are fixing the goods and service payments as their accordance. So, here the traditional employer cannot make the salary hunting or bargaining with them. However, they have to finish the job role as they agreed period, the working hours can manage by them. So, either party has gain advantages in this situation. However, the freelancers and self employers facing the threat of job security and day to day update with current practises and technologies and high competitors. If they fail to develop themselves, they will be outdated.
The globalised world communication is and media has taking high advantage in international trade and social living. Journalists are taken as freelancers, take the biggest part of transferring news and information to people through the media. They face high risks in gathering the information and bring evidence to prove the information. Even some of them lost their lives to take a part of it. Actually, labour law is brought to a safe working environment and post benefits to employees. So, when the modern job formulation goes beyond traditional work practice is a high risk to workers. At the same time, they will feel the job satisfaction what they have done with ability. The modern working practices are mostly considered with job satisfaction Brian and Cindy, (2011).
The upcoming generation is slightly avoiding the traditional working method and they are more likely to be freedom seekers in the work environment. So, the work pattern and labour also need to transform and make amendments to the position as the suit to recruitments.
Thank you.
Reference
1. (2011) Journalism Practice; Happier working for themselves, 5(6), pp. 672-686, [online].available at <https://www.tandfonline.com/doi/abs/10.1080/17512786.2011.579780>. [accessed on 20th February 2020].]
2. Eurofound,(2014). New forms of employment; Presentation to the European Parliament Committee on Employment and Social Affairs. pp.1-9.
3. Google images, [online] available at <https://www.pressgazette.co.uk/british-stringer-video-journalists-covering-breaking-news-in-la-are-stars-of-netflix-documentary/>. [accessed on 20th February 2020].
4. Mighty Recruiter, Casual Employment [online]. available at <https://www.mightyrecruiter.com/recruiter-guide/hiring-glossary-a-to-z/casual-employment/>. [accessed on 20th February 2020].
Modern working practices bring many benefits to the life of an employee. These benefits may include greater job satisfaction, a better work / life balance and an increase in employee morale and motivation but Some people take advantage of the flexibility and ability to work from home. If an employee requires structure, they may have difficulty concentrating on work and not on housework and entertainment. Office-oriented people sometimes see their colleagues who work at home as loafers because they cannot physically see their productivity.
ReplyDeleteI disagree with some points. Changing the way we work is not the silver point that solves the problems of the work world. Companies need to be more responsible for the quality work, promotion opportunities and fair treatment of all workers. Law and orders should cover a wide range of changes to increase the number of people working at better wages, including strengthening existing standards, improving the quality of advice and career guidance, enhancing lifelong learning, and making vocational training more flexible obligations. Though the working practices changed, problems are common and legal regularities should be vigilant.
ReplyDeleteModern working methods include choice and voice; A source commented on Taylor's review.
ReplyDeleteA new type of employee is called a contractor within the meaning of labor law. Focused on the economy of the concert, the contractor is probably a flexible employee in a less formal job with fewer basic rights than an ordinary employee. Your rights include the correct minimum wage, holiday pay and sick pay.