From the Case Study of Oxford City Council, the following is identified. There are internal and external factors impacting on the employment relations between casual and permanent contracts.

Internal Factors: -

1. Procedures laid and Polices have a great contribution to this. For instance, is there are flexible working arrangements in place this can help in promoting work and life balance, including job shares. This allows the employees to spend more time with their families, further educational studies and motivates employees as they are able to meet their goals. Payments and rewards help in motivating while increasing the ability to retain staffs.
2. Employee Engagement – This is a brilliant idea allowing employees input. Asking for feedback on the organisation encourages improvements in working condition, as they share thoughts, how they feel and suggesting different approaches. Examples of this would be setting up Representatives Committee awarding them an opportunity to voice concerns if any, ideas, implementing changes. This helps motivating staff particularly if their ideas are actioned.

External Factors: -

1. Government Policies – Working regulations mainly affect individual’s relationships differently such as the imposition of working regulations, trade unions approval and unjustified dismissal. The most appropriate citation would be that of the policies created by the labour party which seeks to improve employment securing, working environment and employee’s payments. It is their campaigns for fair working surroundings that resulted in the legislation of Equal Act 2010. The main objective is to promote business development.
2. Economy - The economy level affects the overall attitude with the current economic and financial crisis, business budgets have shrunk, staff remuneration and other benefits. Consequently, salary reduction redundancies, deferral of several HR staffs a reduction in the recruitment of newer staffs have increased over-time. Negotiating power of the workers is deteriorated, circumstances are less constructive for them in this situation (Martin & Whiting, 2013).

Employment Status: -

1. Casual workers – This type of employment is either a one-off basis offer not regular probably short fixed- term contract where the worker joins the authority’s workforce. There are no guaranteed working hour’s e.g. Agency workers mostly, freelancers, volunteers, and zero hours’ work.
2. Employee – Permanent Contracts are in place and will work to the written terms of employment. Working hours are guaranteed, pay and annual leave.
3. Self Employed – They usually run their own business, responsible for their own success and the business. They do not have a legal contract of employment with an employer. They don’t have the same rights as above and look after their own taxes hence PAYE contribution is not applicable.

Reasons why different employment status matter are as follows;

1. To Help determine the Rights of workers – To enable provision of qualifying conditions are met and making sure these are properly implemented such as discrimination laws, pay protections etc. Protection against victimisation, discernment, and harassment.
2. Enhances Employer Control: This helps the employer in decision making on how the business is run, delegation of work, workforce, and meeting business targets.
3. Integration: As an employee, this extends your involvement in the organisation that you are part of, by making sure the company benefits are not excluded or any rights violated.
4. Mutual Obligations: In general this entail the limit to which a worker should provide labour and the set anticipations. Such clarity is required as it answers whether your employer only offers work in the case that it is obtainable. Whether you have liberty to choose you have the ability to work well as well are reject any working offers at will.

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Martin, M., & Whiting, F. (2013). Human resource practice. London, Chartered Institute of Personnel and Development. London: Chartered Institute of Personnel and Development.