Thursday, September 26, 2019

The Membership of the European Union and Employment in the UK Essay

The Membership of the European Union and Employment in the UK - Essay Example However in late Britain tends to understand and respect its long-standing membership with such a potential body like the European Union (Euromove, 2011). In the current era, United Kingdom is thus making every endeavor to help resolve conflicts pertaining to ideologies through holding open discussion forums with the members of the European Union (Perth and Hope, 2011). The employment relation policies followed in the European Union can be understood as follows. Firstly the European Union requires the employer bodies in the different member states to encourage its members to actively participate in the formation of trade unions. In that, the employees are rendered the right to collectively bargain for their right in cases where they are deprived of such and also can hold strikes as a sign to protest against the decisions of the employer body. Secondly, the employment relation policies followed by the European Union also require the employers to form collective agreements with the employees or representative bodies of the employees in regards to issues on compensation systems, leave policies and working hours and conditions in the concern. These policies of the European Union are found to be active whether in regards to a single employer or a group of employers in regards to a specific business or diversified business categories (Business Link, n.d.) . In the third case, the European Union body also requires the different employers belonging to the companies in the member nations to openly consult and share potential information with the different employees or employee groups. This policy tends to enhance the level of transparency in regards to the employer-employee relationships in the member countries. Fourthly the employer bodies pertaining to the member nations are strictly required to have a word with the representative bodies of the employees in the light of working out a redundancy plan. Herein, the employer bodies are required to effectively state as to how many numbers of people they require to be made redundant with also stating the need for planning of such action. Further, the employer bodies are also required to state plans through which the company would tend to reemploy the redundant employees or help them gain a suitable position in the future.   The employers are also required to state in what manner they have calculated and arrived at the number of employees they require to be turned off and therein must also reflect on the pattern taken to effectively compensate such people. Similarly, in the fifth case, the European Union body also requires the employer bodies pertaining to the companies operating in the member countries to rightly inform the staff in cases of any change or transfer of ownership into new hands. Sixthly the European Union also requires the employer or the management team of the companies operating inside its member countries and possessing an employee base of around 20 to continually inform them about the economic and employment status of the concern. In that, the employers are also required to inform the internal people about any substantial changes that the employers consider to bring about in the near future.   However, the general legislation brought about by the European Union in regards to employment relations must also be effectively dealt with country or regi on-specific circumstances to help enhance its due efficacy.

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