Employment Law Course

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Comments about Employment Law Course - At the institution - London - Greater London

  • Course description
    Duration: 10 daysObjectives: By the conclusion of the specified learning and development activities, delegates will be able to:  Define the bases of the ‘employer-employee relationship;’  Determine the purpose, components and parameters of the UK employment law;  Illustrate the key provisions of the Employment Act 2002;  Explain the role of the Employment Act 2002 and its Statutory Instrument 2004, in averting ‘employer-employee repudiation;’  Identify some of the key issues of the Employment Relations Act 2004 and their positive and negative effects on their organisational relations;  Draw on The Race Relations Act 1976, The Race Relations Amendment act 2006, The Race Relations Act 1976 - Statutory Duties Order 2001, The Disability Discrimination Act 1995, The Disability Discrimination Act 1995 - Amendments Regulations 2003, The Equal Pay Act 1970, The Equal Pay (Amendment) Regulations 1983, and related Acts and Statutory Instruments, to formulate a legally enshrined Employment Policy;  Develop Grievance and Disciplinary Procedure which incorporates the statutory minimum requirements;  Distinguish between instant dismissal and summary dismissal, indicating which levels and type of employee behaviour that might warrant  ‘on the spot dismissal’ that are likely to be upheld by an Employment Tribunal;  Demonstrate a heightened awareness of the functions, organisation and conduct of UK Employment Tribunal;  List the statutory information requirement for new employees and their timescale;  Draw on employment tribunal, employment appeals tribunal and High Court cases in their explanation of ‘Frustration of Contract;’  Use case laws to formulate   a ‘Standing Plan’ which will highlight areas in the employment contract where the issue of frustration of contract can be construed with a high probability of being legally supported;  Illustrate the fundamental issues that need to be covered by an employment contract;  Exhibit an understanding of the value of employees as their organisations’ Intellectual Property;  Suggest ways by which their organisations intellectual property might be legally exploited;  Explain how an organisation might protect its intellectual property;  Use case laws to determine the issues that determine which copyright an organisation or its employee might own;  Formulate an organisational policy that protects its intellectual capital, whilst allowing ‘Intellectual Property Rights Law’ to remain un-infringed;  Demonstrate an understanding of the Copyright Design and Patent Act 1988 an how these protect an organisational inventions and emblems;  Suggest the organisations position in relation to research and development on the one hand, and intellectual property rights on the other;  Demonstrate an understanding of the legal bases of ‘reverse engineering’ and the extent to which it might be a copyright infringement;  Explain the steps that will be able to take to avert, reduce and detect industrial sabotage;  Explain the steps that will be able to take to avert, reduce and detect industrial espionage; and  Determine the legal bases of industrial espionage as theft and ‘Grand Larceny’.

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