identify three different areas of employment legislation which are currently important in work place?
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Fair Labor Standards Act - Regulates working conditions for minors, as well as overtime after 40 hours in a week.\n\nOccupational Safety and Health Act (OSHA) - Directs employers and employees to maintain a safe and healthy work environment.\n\nCivil Rights Act of 1971, amended 1991 - Prohibits discrimination based on various factors such as age, race, religion, etc.; Also covers sexual discrimination.
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there are a lot of dept's. like mkting, hr, transport , quality,training etc
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The utilisation of the employee
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Contracts, Licenses,and employees\nRaising Capital & Business Sales/acquisitions
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If it is legal, you can check with your payroll or human resources department.  Otherwise you might wanna add more info as to what you are trying to find.
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office space, computers, business license, programmers, network taps, software, phones, desks,\n\nand lots of other things I'm sure.
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emotional instability, "leave of absence" situations\n\ncheck with your employee handbook or boss, cause it really depends on your job.
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http://www.workpermit.com/uk/uk.htm\n\nCheck this website.  It should give you more of an idea plus i includes other european countries.\n\nGood Luck
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I found a great website for you, check out http://www.laborlawtalk.com . I don't work for them, but they have state specific forums and probably will have people available to answer what ever questions you may have.
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The most notable is MRTP Act (Monopolies and Restrictive Trade Practices Prevention Act). But then there are other legislation which affect functioning of an organisation. Like a main co office may be subject to Companies Act while its small branch office may come under the local Shops and Establishments Act of that state.
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The State of Florida website has a section devoted to employement and labor within the state:\nhttp://www.stateofflorida.com/Portal/DesktopDefault.aspx?tabid=10\n\nHope this helps!
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This is an Act of Parliment enacted by Her Majesty the Queen of England which consolidates all laws relating to employment rights. \n\nThis Act includes the following rights:\n\n    * The right not to be unfairly dismissed. A dismissal is automatically unfair if it is for a reason related to pregnancy, childbirth, maternity leave, parental leave, or time off for dependants.\n    * The right to maternity leave.\n    * The right to paid time off for ante-natal care.\n    * The right to unpaid time off to care for or to arrange care for dependants where the dependant is ill, injured, assaulted, gives birth or dies; if arrangements for the care of a dependant break down; or if there is an unexpected incident involving a child at school.\n    * The right to be offered suitable alternative work on not substantially less favourable terms and conditions if a legislative requirement or a health and safety recommendation prohibits a woman from doing her usual job because she is pregnant, has recently given birth or is breastfeeding.\n    * The right to be suspended on full pay if a woman is unable to do her usual job on maternity grounds as described above and no suitable alternative work is available.\n    * The right to a statement of employment particulars.\n    * The right to an itemised pay statement.\n    * The right not to suffer unauthorised deductions from wages.\n    * The right to a minimum period of notice on termination of employment.\n    * The right to a redundancy payment.\n    * The right to a written statement of reasons for dismissal.\n\nThe entire act (long) is available at: http://www.opsi.gov.uk/acts/acts1996/1996018.htm
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Employment Law is a very complicated field of law. It is also very misunderstood. \n \nEmployment law in the United Kingdom\n============================\nDuring much of the Nineteenth century the employment contract was based on the Master and Servant Act of 1823, designed to discipline employees and repress the 'combination' of workers in Trade unions.\n\nEmployment Law in the United Kingdom has developed rapidly over the past forty years, due to a historically strong Trades Union movement and to the United Kingdom's membership of the European Union. In its current form, it is largely a creature of Statute, (Acts of the UK Parliament) rather than Common Law.\n\nLeading Employment Law Statutes include the Employment Rights Act 1996, the Employment Act 2002 and various legislative provisions outlawing discrimination on the grounds of sex, race, disability, sexual orientation, religion and, from 2006, age.\n\nUnusually for UK legislation, the operation of the Employment Law system is broadly similar across the whole of the UK. There are some differences in the common law between England & Wales and Scotland and, in addition, Northern Ireland has extra anti-discrimination legislation.\n\nSummary of Internal Employer's Process\n==============================\nAfter the employer's own processes, such as disciplinary hearings and internal appeals, have been exhausted, employment law cases usually start by the aggrieved employee presenting a complaint to an Employment Tribunal (ET). These (as Industrial Tribunals) were set up under the 1964 Industrial Training Act, although they now have a substantially greater role and do count as courts. They have sometimes been referred to as industrial juries.\n\nNorthern Ireland offers a Fair Employment Tribunal and an Industrial Tribunal. These are administered by OITFET - the Office of the Industrial Tribunal and the Fair Employment Tribunal.\n\nAs from 1st October 2004, both employers and employees will be required to follow a statutory dispute resolution procedure when effecting dismissals or dealing with grievances. A failure by the employer to follow the procedure results in the dismissal being automatically unfair and an enhancement in any compensation payable to the employee. A failure by the employee in following the procedure results in a possible bar to bringing tribunal claims or a reduction in any compensation payable.\n\nSummary of Tribunal Process\n======================\nGenerally speaking a tribunal will hear specific complaints about an aggrieved party being deprived of their rights, including (but not limited to) unfair dismissal.\n\nIn short, a claim is submitted, a response is required by a certain deadline, any preliminary issues are dealt with at a case management conference or a pre-hearing review, a period of time is allowed for ACAS (UK) or the LRA (NI) to explore settlement options, and then the tribunal orders are sent out after the ACAS conciliation period has expired leading to a full merits hearing of one or more days. Complex cases that are not resolved in one day are carried over to a remedy hearing at a later date to discuss the award only. A judgment is then sent out with the parties given 14 days to ask for written reasons behind the decision (unless they ask on the day).\n\nComplaints to Tribunal and Time Limits\n============================\nA complaint of unfair dismissal can only be made where there has been a dismissal, so that there is no general right to complain of unfair treatment. An employee may, however, complain at any time that they consider a statutory 'employment protection' right has been infringed. Where this takes place in connection with a dismissal an employee may combine this with their complaint against the dismissal.\n\nExcept where no qualifying time limit applies (as in the case of 'statutory rights') an employee needs to have worked for their employer for a least a year in order to make a complain
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job\nbills\npets\nrelationships\nmore bills
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Provision\nProvider\nCarer\nStandards\nFoundation stage\nBirth to three framework\nFeedback\nRoutine\nObservation\nDevelopment\nLearning through play\nNursery officer\nChild led activities\nPlanning\nPrevention\nIncident\nAccident\nBehaviour\nReward\nPraise\nMedicine\nLegislation\nChild protection\nLanguage\nCommunication\nCognitive\nSkills\nRecords\nFirst aid\nDietry requirements\nRisk assessment\nHealth & safety\nFood hygiene\n\nHope this is the kind of thing you were looking for. I could probably think of many more.
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Data Protection Act\nFreedom of Information Act\n\nSex Discrimination Act\nAge Discrimination Act\n\nEuropean Convention on Human Rights\nGeneva Convention
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business opportunities\nregulations and federal and tax laws\nplaces for business opportunities and tax incentives