- to meditate
- to be entitled
- disciplinary procedure
- statutory rights
- administration of labor law
- usual practice
- social security
- body of laws
- legal rights
- regulations
- a set of rulings
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, , , (. 1, 2, 3).
1. Labour law does not deal with employment of labour.
2. Labour law also deals with family relations.
3. The contract of employment is the agreement between the employer and trade unions.
4. Labour law regulates the relationship between employers and employees.
5. There are no special rules about employment of children and young people.
6. The statutory rights are legal rights based on laws passed by Parliament.
7. Trade union cannot negotiate a contract of employment with an employer.
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a) fixed or controlled by law
b) money paid by an employer to a worker who cannot work because of illness
c) a condition in an agreement or law
d) work that you do to earn money
e) an act of removing someone from their job
f) physical problems that make someone unable to use a part of their body properly
g) the ability to control your behavior or way of working
h) something that you complain about because you feel you have been treated unfairly
- disability
- discipline
- dismissal
- employment
- statutory rights
- provision
- sick pay
- grievance
(. 2).
TEXT 2
, , . .
Active vocabulary
Wages p
Deductions -
Abuse ,
Annual leave
Redundancy ()
Short time working ( )
Sick pay
Flexible working hours
Lay-off (- )
1. What is covered by the law on wages?
2. What are all workers entitled by law?
3. What does short-time working mean?
4. If the employer does not have work for you to do what can he/she do? What can you be offered?
5. If a worker gets sick is he/she entitled to get some payment?
6. In what case do employees have statutory right to have paid time off work?
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7. Why do some people ask for time off for training?
8. In what case can an employee ask for flexible working hours?
Labour Law
There are a number of statutory rights associated with wages. The substantive law on wages and remuneration covers such elements as forms and methods of payment, the protection of wages against unlawful deductions and other abuses, minimum wage agreement and so on. There are certain requirements concerning the forms of wages and methods of wage payment.
Nearly all workers are entitled by law to paid annual leave. Unless your contract of employment gives you bank holidays in addition to your statutory paid holiday, bank holidays are included when calculating your entitlement.
If your employer has no work for you to do, they may put you on short-time working or lay you off. If you are laid off, you will not usually get paid. Short-time working means you will receive only part of your normal wage. This could affect your pension. It also affects your tax position and any benefits you get. If you are laid off or put on short-time working, you may be entitled to a payment from your employer, called guarantee payment. In some cases, lay-offs or short-time working may be offered to you as an alternative to redundancy. In some cases, you may be able to claim a redundancy payment if you have been laid off or put on short-time working.
Many employees will be entitled to statutory sick pay if they are off work due to sickness. In addition, some employees may receive occupational sick pay from their employer but this will depend on their contract of employment.
Almost all employees have statutory right to take paid time off work for the following: to carry on duties as a trade union official
to carry out duties as a trade union health and safety representative
to look for work if faces with redundancy
to have a baby, to take paternity leave, to take adoption leave or to ask for flexible working hours to care for a child.
In England, Scotland and Wales some people have the right to ask for time off work to do training. But even though you have the right to ask for time off, your employer does not have to give you this time off. If they do give you the time off, they do not have to pay you for it. You can ask for time off to do any training which would help you to be more effective at work, and improve the performance of the business you work for. The training can be training that leads to qualification, or that helps you develop skills at work. There is no time limit on the amount of time you can ask for.
If you are a parent of a child under 17 or caring for an adult, you have the right to ask your employer for flexible working. You must also have worked for your employer for at least 26 weeks. Flexible working can include working part time, working school hours, working flextime, home working, job sharing, shift working, staggering hours and compressing hours. But although you have the right to ask to work flexibly, your employer does not have to agree to it. But they must have a good business reason if they decide not to agree and explain it if you ask for it.
If you are caring for an adult, the adult must be one of the following:
your husband
your wife
your civil partner
your partner
a family relative, such as mother, father, grandfather,
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brother or sister
someone who is not related to you, but lives at the same
address
