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P4 - explaining how the college obtains cooperation from its employees, I will be producing a report showing what methods the college uses. £5.39
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introduction: I will be explaining how the college obtains cooperation from its employees, I will be
producing a report showing what methods the college uses.
Waltham forest college is a further education college full of young learners on full-time study
programmes and mostly part-time adult learners and a small number of apprenticeships, this
organisation also has a big number of employees which require the college to have good employee
cooperation. It is very important for a team to have cooperation; managers can make the workplace
more welcoming by working to foster cooperation between employees and management to reduce
problems that can leave employees like the staff within the college dissatisfied and eager to quit their
jobs, cooperation also mean taking turns and helping each other out within the organisation.
Employee corporation is an important part of HR planning as it seeks to get employees more involved
in the workplace which involves outlining the entitlements and expectations of both the employer
and employee and the schemes that can help both to work together effectively.
Contracts offered by the college:
Permanent contract
Permanent employment contracts apply to employees who work regular hours and are paid a salary
or hourly rate, the contracts are ongoing until terminated by either the employer or employee and
may be for full or part time work. Employees on these contracts are entitled to the full range of
statutory employment rights. Waltham forest college may want to offer the permanent contract to
their vital staff.
Temporary contract
Temporary contract is an agreement to work for an employer for a specific, limited amount of time
such as during the holydays, over the summer or for another busy time, in some case employees
who sign a temporary contract may be able to transition to permanent employment when the
contract term expires. The college may want to offer this contract to a new member of staff to see if
they really want to keep them (trial) or to cover long term sickness or maternity leave.
Casual contract
A casual contract is like a zero-hours contract in that the employer isn't obliged to offer any work.
However, with this type of contract the employee is not obliged to accept work when offered, this
agreement can be ended by either party at any given time after the agreement has been made. For
an organisation like Waltham forest college this may mean that they may offer a casual contract to a
supply teacher.
Full-time contract
, The most common type of employment contract is full-time, these contracts are generally offered
for permanent positions and usually set out the employee's salary or hourly wage, other details
include holyday entitlements, pension benefits, prenatal leave allowances and details on SSP. There
is no set minimum number of hours that the employees must work on full-time contract however,
most employers recognise full-time work as 35+ hours per week. The college may want to offer this
contract with a permanent contract to their essential staff that they may want to keep.
Part-time contracts
A part-time worker works fewer contracted hours than a full-time employee. However, they
generally also hold permanent positions, and their contract contains many of the same details as the
full-time. The number of hours they are scheduled to work per week should be clearly visible within
the contract, but they may have the option to work overtime, when desired.
Zero hours contracts
Also known as casual contracts, zero-hour contract specify that an employee work only when
required by their employer. The employer is under no obligation to provide a set number of hours to
work, and the employee does not have to accept any work that is offered to them. As have
mentioned before the college may want to offer this contract to supply teachers.
Contracts of employment
A contract of employment is a legally binding agreement between an employer and employee, giving
details about the employee's job, pay, working hours and other important aspects. The contract of
employment sets out their employment rights, responsibilities and duties they are called the terms of
the contract. The college can ensure adherence to the contract by making sure that the employee is
aware that if they do not adhere to the contract their salary will suffer, and other punishments may
be involved. Contracts of employment help with employee cooperation because it is a communication
mechanism that enables both parties to understand each other’s needs, interests and difficulties
therefore benefiting both the employee and employer lead to them cooperating together.
Grievance procedure
A grievance procedure is a formal way for an employee to raise a problem or complaint to their
employer, the employee can raise grievance if they feel raising it informally has not worked, they do
not want it dealt with informally. The business grievance procedure should be given to employees
within their contract of employment, or it needs to be readily available in the company handbook of
the company intranet.
Waltham forest college also has their grievance procedure in place, staff within the college discuss
problems with the head of department or the HR to ask for help to solve the problem informally, if
the problem is not solved employee can write a formal complaint in writing to the employer, the
employee may then be requested to attend a hearing with their employers in which the employee can
be accompanied during this meeting by other staff that agree with them. The employee will then
discuss the problem with the HR or the head of department to ask for help to solve the problem
formally to which the employee will accept the decision or appeals against it and wait for further
outcome which will mean that the employee and the employer will have to attend an independent
hearing within the college to try to solve the issue. The help of a mediation organisation if requested
can be used to help resolve the dispute and the grievance could be taken to an employment tribunal
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