Saif attends an interview for his first job after leaving college. He is offered a labouring job with a building firm. A week after the interview he received written confirmation of what was agreed to at the interview: the start date, the pay, and procedures for grievance and disciplinary matters. He receives nothing further in writing. He starts work and then discovers that given the hours per week that he is expected to work, he is not earning the minimum wage. Further to this, after working for two months, he is told he has to go and work on a site in Germany for a month. Apart from the address of the German site, he is given no further information. Examine employment rights and how those rights impact on a business and its employees in UK law.

Peter applied for a job as an assistant in the distribution centre of a national furniture chain called Savesome. He was invited to an interview and at the interview was verbally offered the job. He was asked to start on 1.9.16 at 8.30 am, at their Luton branch. He was told that his annual salary would be £20,000 and that he was entitled to 3 week’s holiday per year. He started work as agreed, having received no formal written confirmation or contract of employment. On 30.10.16 he received a written statement in the post which stated his employer, his start date, the store address and where he should go to get advice on any grievance. In the staff room at work, pinned to the notice board, are details of sick pay and relevant procedures. Provide advice to a business to a business on the effects of non-compliance with the written statement of employment particulars according to UK law.

Peter applied for a job as an assistant in the distribution centre of a national furniture chain called Savesome. He was invited to an interview and at the interview was verbally offered the job. He was asked to start on 1.9.16 at 8.30 am, at their Luton branch. He was told that his annual salary would be £20,000 and that he was entitled to 3 week’s holiday per year. He started work as agreed, having received no formal written confirmation or contract of employment. On 30.10.16 he received a written statement in the post which stated his employer, his start date, the store address and where he should go to get advice on any grievance. In the staff room at work, pinned to the notice board, are details of sick pay and relevant procedures. what the written statement of employment particulars, and contract of employment must include to comply with the UK law.

Peter applied for a job as an assistant in the distribution centre of a national furniture chain called Savesome. He was invited to an interview and at the interview was verbally offered the job. He was asked to start on 1.9.16 at 8.30 am, at their Luton branch. He was told that his annual salary would be £20,000 and that he was entitled to 3 week’s holiday per year. He started work as agreed, having received no formal written confirmation or contract of employment. On 30.10.16 he received a written statement in the post which stated his employer, his start date, the store address and where he should go to get advice on any grievance. In the staff room at work, pinned to the notice board, are details of sick pay and relevant procedures. Examine employment rights and how those rights impact on a business and its employees according UK law.

Peter applied for a job as an assistant in the distribution centre of a national furniture chain called Savesome. He was invited to an interview and at the interview was verbally offered the job. He was asked to start on 1.9.16 at 8.30 am, at their Luton branch. He was told that his annual salary would be £20,000 and that he was entitled to 3 week’s holiday per year. He started work as agreed, having received no formal written confirmation or contract of employment. On 30.10.16 he received a written statement in the post which stated his employer, his start date, the store address and where he should go to get advice on any grievance. In the staff room at work, pinned to the notice board, are details of sick pay and relevant procedures. Evaluate the impact that employment rights in the workplace have had on businesses, using decided cases and recent statutes to justify conclusions acording to UK law

Darren is searching for a new job in Brisbane. He pays a $150 fee to join a job website called "Jobs in Brisbane" where he will conduct his search. He is currently employed and is paid $50,000 annually but would like a job that pays more. Darren values his free time the same as his hourly rate which is $30/hour. Which of the following statements is true? Darren should search until he knows all the available jobs in Brisbane. The opportunity cost of Darren searching for a new job is $50,000. Within the first three hours of searching Darren doesn't find a job and so he should give up and return to his current one. Darren should search until the value of his searching reaches thirty dollars an hour. Darren should factor in the $150 fee he has already paid to use the website.