See 'Assignment Criteria' below Case Study Example | Topics and Well Written Essays - 1750 words

See Assignment Criteria below - Case strike ExampleThe United Kingdom had not implemented this Directive by the required date nevertheless(prenominal) the Minister of Health, had issued a statement in the House of Commons to the effect that the United Kingdoms existing legislation, in respect of occupational injuries was fully compliant with this Directive. However, the legislation provides a remedy only to those employees who had been work, for the same employer for at least three years.The Health and Safety Regulations 19921 states that a business employing staff who postulate to work on computing devices for a long time, is duty bound to, first, assess and reduce risks. Some of these risks be aches and pains in the upper limbs, known as repetitive strain injury or RSI and headaches and stress. In order to mitigate the deleterious effect of this type of work, it is imperative that a correct posture has to be adopted for computer use and persons working on computers have to t ake regular breaks from looking at the screen. Further, it has to be ensured that workstations get a line the minimum requirements, namely the provision of adjustable chairs and non-glare lighting. This also includes the general work environment issues such as congestion in the office.Commensurate with the intensity of the work, recesses from work have to be planned and implemented. During these breaks, employees should be permitted to cylinder block using the computer. Such employers have to provide either free or reimbursable ophthalmologic tests to their employees. If special spectacles are prescribed for use while doing the job, then the employer must pay for such spectacles. In addition to this employers have to provide health and safety information and training to their employees, who should know how to use their workstations correctly.2 The EEC Treaty - expression 118a states that the Member States should pay particular attention to encouraging improvements. This is to be especially enforced in the working environment giving special emphasis to the health and safety of workers. Further, the Member States prey should be the harmonisation of conditions, with due attention being given to maintaining the improvements already made. In order to help achieve this objective the Council, acting by a qualified majority on a proposal from the Commission, in cooperation with the European Parliament and after consulting the Economic and Social Committee, should adopt, by means of directives, minimum requirements for gradual implementation, taking into status the conditions and technical rules obtaining in each of the Member States. The provisions adopted pursuant to this Article should not thwart any Member State from maintaining or introducing more stringent measures, which are formulated for the express mark of protecting the working conditions of workers, compatible with this Treaty. Employees on fixed term contracts should be treated as favorably as perma nent workers are. There are two sets of regulations required to implement the EC Fixed terminus Work Directive 1999/70/EC (the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002 and the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 (Amendment) Regulations 2002). The introductory idea of the new fixed term work regulations is to make it unlawful to treat a fixed-term employee less favourably than a comparable non-fixed term employee engaged in similar work