Human Resources supporting good practice in managing employment relations

Order Description ***COMBO ORDER***Hi this is for cipd level 3 (UK). x 2 case studies please see below. 6 references for the 600 word case study & 8 for the 800 word case study thanks (600 words) Case study: Oxford City Council employs a number of tour guides to take visitors around the city. It employs 20 tour guides on permanent contracts, working all year round. In addition, it employs up to 50 tour guides on a casual basis through the summer months. These tour guides are offered a number of tours each week, depending on the bookings that the council has received. The tour guides can refuse to do any tours, and Oxford City Council has no obligation to offer a minimum amount of work. What do you think will be the main internal and external factors impacting on the employment relationships with the two different groups of tour guides? (give at least two internal and two external factors) Explain the different employment status of the two groups of tour guides. Identify one other type of employment status. Why does the different employment status matter? (give at least three reasons). (800 words) You work in a call centre which has recently experienced a downturn in the amount of business that it has. It has been decided, therefore, to make 5 of the 20 Call Centre Operators redundant. Write a letter to the Operations Manager explaining: a. The main legal requirements that need to be considered, including Codes of Practice, explain the impact that these have on the organisation b. How to ensure that the dismissals are fair, and the importance of this to both the employer and employee c. The stages that need to be followed in handling the redundancy situation to minimise the impact on the organisation. d. The purpose and importance of carrying out exit interviews with all employees prior to their leaving the organisation. Indicative content is provided for each of the learning outcomes of the unit. The content is neither prescriptive nor exhaustive but should enable achievement of the learning outcomes. Understand the impact of employment law at the start of the employment relationship. Context: the context within which the employment relationship operates and the impact of internal and external factors. Different types of contract: overview of different types of contract – permanent, temporary, fixed-term, casual, agency workers, and so on – and the impact on the employment relationship of each. Contract of employment: the importance of the contract of employment in setting out the employment relationship; contents of written statement of initial employment particulars and additional sections that may be added, for example probationary periods, confidentiality clauses, restraints of trade. Employment status: why employment status matters and how it impacts on the employment relationship; a basic overview of employment status tests (multiple and mutual obligations) and an understanding of the importance of employment status. Understand the issues to address at the termination of the employment relationship. The process of termination: importance of handling dismissals fairly; the impact on remaining employees and workforce morale; discipline and grievance procedures; codes of practice. Dismissal: fair and unfair reasons for dismissal and the impact on the employment relationship. Redundancy: consultation, selection and the process of handling redundancies; ‘survivor syndrome’ and the impact on the wider employment relationship. Exit interviews: the importance of understanding the reasons employees leave the organisation