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Bill: Employees Charter

Details

Submitted by[?]: We Say So! Party

Status[?]: passed

Votes: This is an ordinary bill. It requires more yes votes than no votes. This bill will not pass any sooner than the deadline.

Voting deadline: June 2977

Description[?]:

The Employees Charter, the basic principles of employment law in Hobrazia since 2055 and destroyed through poorly thought through economic policies of previous governments, will be re-instituted in its entirety.
All employees are covered and supported by this law in order to guarantee that no employee is poorly treated or not provided with support by employers. However, the Employees Charter is also a defined set of laws which all employees are expected to abide by and failure to comply can result in action by an employer against the employee as deemed legally required.
In order to facilitate fairness within this bill, the legality of Trade Unions will, once again, be accepted into the workplace and membership, although voluntary, does not constitute the ability for the employee to work beyond these guidelines nor those laid down by their employer.

# The general principle regulating the working hours is a maximum of either 8h per day or 48 hours per week. But with shift work for example the maxima may be increased to eleven per day and fifty per week. In cases where work cannot be interrupted, the limit rises to 12 hours per day.
# Night work is defined as work performed between 20.00 and 06.00 hours. Night work is, in principle, prohibited but there are many exceptions to this: hotels, events firms, health care, etc. Except when the law makes provision to the contrary, working on public holidays is prohibited.
# Flexible working hours permit to adapt working hours to the actual needs of a company (e.g. annualisation of working hours). Overtime is defined as time spent working over and above normal hours.
# Overtime must be compensated by time off allocated during the same quarter in which the overtime was performed. In addition, working time that exceeds nine hours per day or 40 hours per week entitles the employee to a payment on top of his normal wage of 50 %, or 100% in case of overtime on holidays.
# Shift work does not entitle employees to additional payments, unless the time worked is overtime as defined above. Full employment throughout the whole year confers entitlement to 28 days holiday the following year. If the employee has not worked the full year, the number of days leave is reduced proportionately.
* the right to at least four weeks paid holiday per year
* the right to time off for trade union duties and activities. This applies from the day the employee starts work. The time off does not necessarily have to be paid. Employees also have the right to be accompanied by a trade union representative to a disciplinary or grievance hearing. If an employee takes part in official industrial action and is dismissed as a result, this will be an automatically unfair dismissal
* the right to paid time off to look for work if being made redundant. This applies once the employee has worked for two years for that employer
* the right to paid time off for ante natal care. This applies from the day the employee starts work
* the right to paid maternity leave of 26 weeks and the right to return to work after this maternity leave. This applies from the day the employee starts work. If you have worked for 10 months or more for your employer, you will be entitled to additional maternity leave
* the right to paid paternity leave equal to that of maternity leave (see above)
* the right to paid adoption leave
* the right to ask for flexible working
* the right to take unpaid parental leave for both men and women (if you have worked for the employer for one year) and the right to reasonable time off to look after dependants in an emergency (applies from the day the employee starts work)
* the right under The Employees Charter: Working Hours Limitation to work a maximum 48 hour working week. This applies from the day the employee starts work
* the right not to be discriminated against on grounds of sex, race, disability, sexual orientation, religion or belief. This applies from the day the employee starts work.
* the right to notice of dismissal, provided you have worked for your employer for at least one calendar month
* the right to written reasons for dismissal from your employer, provided you have worked for your employer for one year. Women who are pregnant or on maternity leave are entitled to written reasons without having to have worked for any particular length of time
* the right to claim compensation if unfairly dismissed. In most cases you will have to have worked for one year to be able to claim unfair dismissal
* the right to claim redundancy pay if made redundant. In most cases you will have to have worked for two years to be able to claim redundancy pay
* the right not to suffer detriment or dismissal for �blowing the whistle� on a matter of public concern (malpractice) at the workplace. This applies from the day the employee starts work
* the right of a part-time worker to the same contractual rights (pro-rata) as a comparable full-time worker
* the right of a fixed-term employee to the same contractual rights as a comparable permanent employee.

Proposals

Debate

These messages have been posted to debate on this bill:

Date11:59:32, July 30, 2010 CET
FromKapitalistyczna Partia Hobrazia
ToDebating the Employees Charter
MessageHow much are the unions paying the WSS!P for this communist piece of legislation?

Date12:01:51, July 30, 2010 CET
FromWe Say So! Party
ToDebating the Employees Charter
MessageThis bill merely brings employees the same rights as employers.
The WSS!P has never received any funding from Trade Unions, especially as, at present, trade unions are illegal.
How much are big business funding the CPoH in order to keep the workers in poverty?

Date12:04:52, July 30, 2010 CET
FromKapitalistyczna Partia Hobrazia
ToDebating the Employees Charter
MessageIf your beliefs in trade unions were principled then you would offer the same rights to public employees.

However, the WSS!P, whose unprincipled and power-hungry leader believes she has some a right to rule by virtue of her surname, maintain a policy of staggering arrogance which translates as 'the state is always right, business is always wrong, and the workers are always right unless they work for the state.'

The workers were better off under the CPoH as tax rates were lower.

Date12:10:28, July 30, 2010 CET
FromWe Say So! Party
ToDebating the Employees Charter
MessageAnd wages significantly lower.

Date12:12:44, July 30, 2010 CET
FromKapitalistyczna Partia Hobrazia
ToDebating the Employees Charter
MessageEvidence?

Date12:28:04, July 30, 2010 CET
FromWe Say So! Party
ToDebating the Employees Charter
MessageAnd wages significantly lower.

Date12:32:22, July 30, 2010 CET
FromWe Say So! Party
ToDebating the Employees Charter
MessageOOC: Ignore above post, hit the wrong button.

IC: When setting the taxable incomes to reintroduce income tax we were astounded to learn that not only were the number of peole on higher end incomes significantly lower than previous but their wages were lower (couldn't get any taxable income from anyone over 135000HCR, a drop of some 15000 since our previous government).

Date18:23:01, July 31, 2010 CET
FromKapitalistyczna Partia Hobrazia
ToDebating the Employees Charter
MessageWe suspect that this was due to CPoH tax breaks which allowed amounts of personal income to be 'set aside' from taxation for purposes of expenditure on health and education. These policies predated the abolition of income tax.

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Voting

Vote Seats
yes
 

Total Seats: 243

no
 

Total Seats: 157

abstain

    Total Seats: 0


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