UK Employment Law Seminar or Public Course

Police and Law Enforcement

Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
About the course:
OBJECTIVES:
- Define the bases of the a employer-employee relationshipa ™
- Determine the purpose, components and parameters of the UK employment law
- Illustrate the key provisions of the Employment Act 2002
- Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting a employer-employee repudiationa ™
- Identify some of the key issues of he Employment Relations Act 2004 and their positive and negative effects on their organisational relations
- Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy
- Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements
- Distinguish between instant dismissal and summary dismissal, indicating which levels and type of employee behaviour that might warrant a on the spot dismissala ™ that are likely to be upheld by an Employment Tribunal
- Demonstrate a heightened awareness of the functions, organisation and conduct of UK Employment Tribunal
- List the statutory information requirement for new employees and their timescale
- Draw on employment tribunal, employment appeals tribunal and High Court cases in their explanation of a Frustration of Contracta ™
- Use case laws to formulate a a Standing Plana ™ which will highlight areas in the employment contract where the issue of frustration of contract can be construed with a high probability of being legally supported
- Illustrate the fundamental issues that need to be covered by an employment contract
- Exhibit an understanding of the value of employees as their organisationsa ™ Intellectual Property
- Suggest ways by which their organisations intellectual property might be legally exploited
- Explain how an organisation might protect its intellectual property
- Use case laws to determine the issues that determine which copyright an organisation or its employee might own
- Formulate an organisational policy that protects its intellectual capital, whilst allowing a Intellectual Property Rights Lawa ™ to remain un-infringed
- Demonstrate an understanding of the Copyright Design and Patent Act 1988 an how these protect an organisational inventions and emblems
- Suggest the organisations position in relation to research and development on the one hand, and intellectual property rights on the other
- Demonstrate an understanding of the legal bases of a reverse engineeringa ™ and the extent to which it might be a copyright infringement
- Explain the steps that will be able to take to avert, reduce and detect industrial sabotage
- Explain the steps that will be able to take to avert, reduce and detect industrial espionage
- Determine the legal bases of industrial espionage as theft and a Grand Larcenya ™.
Contents, Concepts and Issues:
- Employer-Employee Relationship
- What is Employment Law?
- Key Provisions of The Employment Act 2002
- The provisions of The Employment Act 2002, with its Statutory Instrument 2004, in averting a Employer-Employee Repudiationa ™
- Key Issues In The Employment Relations Act 2004
- Discrimination in Employment
- The Race Relations Act 1976,
- The Race Relations (Amendment) Act 2000
- The Race Relations Act 1976 (Statutory Duties) Order 2001
- The Disability Discrimination Act 1995
- The Disability Discrimination Act 1995 (Amendment) Regulations 2003
- The Equal Pay Act, 1970, the Equal Pay (Amendment) Regulations, 1983,
- The Sex Discrimination Act 1975
- The Employment Rights Act 1996
- The Sex Discrimination (Gender Reassignment) Regulations 1999.
- Equality with a Difference: Crucial Interpretation of the Equality Regulations
- Job design and the Equality Regulations
- Mechanistic Job Design
- Biological Job Design
- Perceptual Job Design
- Motivational Job Design
- Legal Issues associated with Job Design
- Legal Issues Associated with Flexible Working
- Statutory Minimum Requirements for Grievance and Disciplinary Procedure: Employment Act 2002 (Dispute Regulations 2004)
- Instant Dismissal or Summary Dismissal?
- Legal Issues in Recruitment and Selection: Avoiding Discrimination
- Statutory requirement for Employment
- Statutory Information Requirement and Timescale for New Employees
- Frustration of Contract: An Illustrative Guide
- The Employment Contract
- Sick Pay Entitlement
- Maternity Leave: Statutory Requirement
- Paternity Leave as a Legal issue
- Employees as Intellectual Capital
- Exploiting the Organisationa ™s Intellectual Property
- Protecting the Organisationa ™s Intellectual Property
- Employee VS Employer in ownership of Intellectual Property Rights
- Defining and Employee: Determining Intellectual Property Rights
- Patent and Intellectual Property Rights
- Research and Development and Intellectual Property Rights
- Research and Development and the Patent Act
- a Reverse Engineeringa ™ and Intellectual Property Rights
- International Convention for Intellectual Property Rights
- Copyright, Design and Patent and the Law
- Industrial Espionage
- Industrial Sabotage
- The Role, Organisation and Operation of Employment Tribunals (ETs)
- The Employment Appeal Tribunals (EATs)
- The Copyright (Computer Software) Amendment Act 1985,
- The Copyright Design and Patents Act 1988,
- Registered Design Acts 1941 and 1988,
- The Registered Design Act 1949 and 1988
Related Software Programs or Products: None
Related Awards, Degrees or Certifications: Diploma- Postgraduate
This is primarily ilt training
on-line e-learning cbt (computer based)This is an online eLearning or CBT training program
on-line tutorialThis is an online tutorial
self directedThis is a self-directed course
instructor led trainingThis class may be available at a classroom in London, London,
Course Level:executive
Duration:5 days
Training Presented in:English
Master's Degree Program Provided by Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
UK Employment Law Seminar or Public Course
The details of the course:
OBJECTIVES:
- Define the bases of the employer-employee relationship
- Determine the purpose, components and parameters of the UK employment law
- Illustrate the key provisions of the Employment Act 2002
- Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting employer-employee repudiation
- Identify some of the key issues of he Employment Relations Act 2004 and their positive and negative effects on their organisational relations
- Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy
- Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements
- Distinguish between instant dismissal and summary dismissal, indicating which levels and type of employee behaviour that might warrant on the spot dismissal that are likely to be upheld by an Employment Tribunal
- Demonstrate a heightened awareness of the functions, organisation and conduct of UK Employment Tribunal
- List the statutory information requirement for new employees and their timescale
- Draw on employment tribunal, employment appeals tribunal and High Court cases in their explanation of Frustration of Contract
- Use case laws to formulate a Standing Plan which will highlight areas in the employment contract where the issue of frustration of contract can be construed with a high probability of being legally supported
- Illustrate the fundamental issues that need to be covered by an employment contract
- Exhibit an understanding of the value of employees as their organisations Intellectual Property
- Suggest ways by which their organisations intellectual property might be legally exploited
- Explain how an organisation might protect its intellectual property
- Use case laws to determine the issues that determine which copyright an organisation or its employee might own
- Formulate an organisational policy that protects its intellectual capital, whilst allowing Intellectual Property Rights Law to remain un-infringed
- Demonstrate an understanding of the Copyright Design and Patent Act 1988 an how these protect an organisational inventions and emblems
- Suggest the organisations position in relation to research and development on the one hand, and intellectual property rights on the other
- Demonstrate an understanding of the legal bases of reverse engineering and the extent to which it might be a copyright infringement
- Explain the steps that will be able to take to avert, reduce and detect industrial sabotage
- Explain the steps that will be able to take to avert, reduce and detect industrial espionage
- Determine the legal bases of industrial espionage as theft and Grand Larceny .
CONTENTS, CONCEPTS AND ISSUES:
- Employer-Employee Relationship
- What is Employment Law?
- Key Provisions of The Employment Act 2002
- The provisions of The Employment Act 2002, with its Statutory Instrument 2004, in averting Employer-Employee Repudiation
- Key Issues In The Employment Relations Act 2004
- Discrimination in Employment
- The Race Relations Act 1976,
- The Race Relations (Amendment) Act 2000
- The Race Relations Act 1976 (Statutory Duties) Order 2001
- The Disability Discrimination Act 1995
- The Disability Discrimination Act 1995 (Amendment) Regulations 2003
- The Equal Pay Act, 1970, the Equal Pay (Amendment) Regulations, 1983,
- The Sex Discrimination Act 1975
- The Employment Rights Act 1996
- The Sex Discrimination (Gender Reassignment) Regulations 1999.
- Equality with a Difference: Crucial Interpretation of the Equality Regulations
- Job design and the Equality Regulations
- Mechanistic Job Design
- Biological Job Design
- Perceptual Job Design
- Motivational Job Design
- Legal Issues associated with Job Design
- Legal Issues Associated with Flexible Working
- Statutory Minimum Requirements for Grievance and Disciplinary Procedure: Employment Act 2002 (Dispute Regulations 2004)
- Instant Dismissal or Summary Dismissal?
- Legal Issues in Recruitment and Selection: Avoiding Discrimination
- Statutory requirement for Employment
- Statutory Information Requirement and Timescale for New Employees
- Frustration of Contract: An Illustrative Guide
- The Employment Contract
- Sick Pay Entitlement
- Maternity Leave: Statutory Requirement
- Paternity Leave as a Legal issue
- Employees as Intellectual Capital
- Exploiting the Organisation s Intellectual Property
- Protecting the Organisation s Intellectual Property
- Employee VS Employer in ownership of Intellectual Property Rights
- Defining and Employee: Determining Intellectual Property Rights
- Patent and Intellectual Property Rights
- Research and Development and Intellectual Property Rights
- Research and Development and the Patent Act
- Reverse Engineering and Intellectual Property Rights
- International Convention for Intellectual Property Rights
- Copyright, Design and Patent and the Law
- Industrial Espionage
- Industrial Sabotage
- The Role, Organisation and Operation of Employment Tribunals (ETs)
- The Employment Appeal Tribunals (EATs)
- The Copyright (Computer Software) Amendment Act 1985,
- The Copyright Design and Patents Act 1988,
- Registered Design Acts 1941 and 1988,
- The Registered Design Act 1949 and 1988
About The Training Provider: Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute
Human Resource & Organisational Development Consultancy (HRODC) Postgraduate Training Institute - We offer a wide range of Postgraduate Courses, specifically designed to enhance the Employee Development and Continuous Professional Development (CPD) of Professionals and workers of all hierarchical levels within organisations. We maintain a viable presence in Construction, Government Organisations, Industrial Sub-Sectors, Banks, Commercial Institutions and Education, Internationally. A...
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