Module Learning Outcomes Assessed
Assignment 2 is designed to meet Module Learning Outcome 3, 4 and 5 and students should address these learning outcomes when attempting to answer the question.
- Critically evaluate quasi-legal and third-party intervention in employment relationships.
- Critically analyse legal issues arising in workplace labour and employment relationships.
- Critically evaluate organisational risks and develop persuasive arguments for the effective application of employment law to the development of policy, practice and decision making.
Format
It is to be submitted in the format of an individual consultancy report. This format aligns with the following transferable skills as stated in the module descriptor:
- Ability to apply current legal statute and regulation to people management practice
- Legal and academic information retrieval and research skills
- Critical reading skills
- Independent learning
- Consultancy report writing skills
Assignment Question
You are the HR Advisor for Custom Furniture Manufacturers. You have been presented with the below information (see case study) and you have been asked to:
- Critically analyse the legal issues and critically evaluate the organisational risk, considering the extent to which organisational policy, practice and procedure comply with current and forthcoming legal standards, including The Worker Protection (Amendment of Equality Act 2010) Bill (the Act) which recently received Royal Assent and which will come into force in October 2024, placing employers under a proactive, positive obligation to take reasonable steps to prevent employees experiencing workplace sexual harassment.
In your answer, you are required to develop persuasive arguments based on discussion of current employment statute, recent case law (you should draw evidence from a minimum of 6 key judgments that are relevant to the case), and potential statutory third-party intervention processes. The organisational risk should include a specific section on how Employment Tribunal awards are calculated in cases involving sexual harassment and unfair dismissal. Please note, while this case study centres round a particular protected characteristic, you may find recent judgements pertaining to other protected characteristics also relevant if they interpret similar points of law.
