Further the employer bodies are also required to state plans through which the company would tend to reemploy the redundant employees or help them gain a suitable position in the future. The employers are also required to state in what manner they have calculated and arrived at the number of employees they require to be turned off and therein must also reflect on the pattern taken to effectively compensate such people. Similarly in the fifth case the European Union body also requires the employer bodies pertaining to the companies operating in the member countries to rightly inform the staff in cases of any change or transfer of ownership into new hands. Sixthly the European Union also requires the employer or the management team of the companies operating inside its member countries and possessing an employee base of around 20 to continually inform them about the economic and employment status of the concern. In that the employers are also required to inform the internal people about any substantial changes that the employers consider to bring about in the near future. However the general legislations brought about by the European Union in regards to employment relations must also be effectively dealt with country or region specific circumstances to help enhance its due efficacy (Business Link-a, n.The impact of the European Union Policies in regards to employment regulations upon the employment practices continued in the region of United Kingdom clearly reflects a large amount of changes in the employment scenario of the country. During 2002 a directive was legislated throughout the region of United Kingdom that gave the rights to the employees to gain information and. The Membership of the European Union and Employment in the UK.
Business Link, No date. Collective employment relations in the EU [online]. Available at: http://www.businesslink.gov.uk/bdotg/action/detail?itemId=1083407789&r.i=1083407826&r.l1=1074404796&r.l2=1084109577&r.l3=1084109495&r.l4=1083407743&r.s=sc&r.t=RESOURCES&type=RESOURCES. [Accessed April 27, 2012].
Business Link-a, No date. EU law on information and consultation with worker representatives [online]. Available at: http://www.businesslink.gov.uk/bdotg/action/detail?itemId=1083407826&r.i=1083407789&r.l1=1074404796&r.l2=1084109577&r.l3=1084109495&r.l4=1083407743&r.s=sc&r.t=RESOURCES&type=RESOURCES. [Accessed April 27, 2012].
Eurofound, 2009. UK: The impact of the information and consultation directive on industrial relations [online]. Available at: http://www.eurofound.europa.eu/eiro/studies/tn0710029s/uk0710029q.htm. [Accessed April 30, 2012].
Euromove, 2011. Britain and the EU: are there alternatives to membership? [online]. Available at: http://www.euromove.org.uk/index.php?id=6509. [Accessed April 27, 2012].
Perth, J., and Hope, C., 2011. Whitehall officials urgently review Britains EU membership. The Telegraph [online]. Available at: http://www.telegraph.co.uk/news/worldnews/europe/eu/8856974/Whitehall-officials-urgently-review-Britains-EU-membership.html. [Accessed April 27, 2012].
Wood, S., 2005. Overview of the impact of employment relations law: post-1997 [pdf]. Employment Relations Research Series No.45. Available at: http://www.bis.gov.uk/files/file11342.pdf. [Accessed April 30, 2012].
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