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entitled to a pro rata amount. There are some workers who are not entitled to paid holiday.

Bank holidays

Unless your contract of employment gives you bank holidays in addition to your statutory paid holiday, bank holidays are included when calculating your entitlement. So if, for example, you work full-time and you have eight days off in a year for bank holidays, you will be entitled to these eight days plus another 20 days of holiday.

Lay offs and short-time working

If your employer has no work for you to do, they may put you on short-time working or lay you off. If you are laid off, you will not usually get paid. Shorttime working means you will receive only part of your normal wage. This could affect your pension. It could also affect your tax position and any benefits you get. For example, if your hours fall below a certain level, this could affect any tax credits you get. If you are laid off or put on short-time working, you may be entitled to a payment from your employer, called a ‘guarantee payment’. In some cases, lay-offs or short-time working may be offered to you as an alternative to redundancy. In some cases, you may be able to claim a redundancy payment if you've been laid off or put on short-time working.

Sickness

Many employees will be entitled to statutory sick pay if they are off work due to sickness. In addition, some employees may receive occupational sick pay from their employer but this will depend on their contract of employment.

Time off work

Almost all employees have a statutory right to take paid time off work for the following:-

-to carry out duties as a trade union official

-to carry out duties as a trade union health and safety representative

-to look for work if faced with redundancy

-to receive ante-natal care

-to have a baby, to take paternity leave, to take adoption leave or to ask for

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flexible working hours to care for a child

- to study or train for employees aged 16-17

In addition, almost all employees have a right to take time off work, although not necessarily with pay, for the following:-

-to participate in trade union activities

-to perform ‘public duties’, for example, being a JP, local authority councilor or school governor

-to care for their children. People who have worked for their employer for one year have the right to unpaid parental leave. You are entitled to 18 weeks' unpaid leave before your child is five, or if your child is disabled, before they are 18.

-to attend to unexpected problems with dependants, for example, where child minding arrangements break down. A dependant includes anyone who reasonably relies on the employee.

Exercise 1 Find these words and word combinations in the text.

a)согласованный в устной форме

b)профсоюз

c)уклоняться от уплаты страховых взносов и налогов

d)ежегодный оплачиваемый отпуск

e)отпуск без сохранения содержания

f)сокращение

g)уход за ребенком

h)иждивенец, находящийся на содержании

Exercise 2 Say if the sentences are true or false. Correct the wrong ones.

1. The contract of employment is the agreement made between the employer and the trade union.

2 The contract of employment also includes ‘custom and practice’ agreements..

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3.Some contracts of employment will be illegal if the employee gets all or part of their wages as ‘cash in hand’.

4.A written statement from their employer give details about job responsibilities.

5.All workers are entitled by law to paid annual leave.

6.Bank holidays are included when calculating your entitlement..

7.Lay-offs or short-time working are not an alternative to redundancy.

Exercise 3 Match these terms and their definitions.

1. entitlement

2. grievance

3. terms

4. ante-natal care

5. adoption condition

Exercise 4 Answer these questions.

1.What are the forms of employment contract?

2.Do negotiated agreement form part of a contract of?

3.What do all employees receive from their employer within two months of starting

work.?

4.How long is paid annual leave?

5.What do almost all employees have a statutory right to take paid time off work for?

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TEXT 3.

The right to ask for time for training

In England, Scotland and Wales some people have the right to ask for time off work to do training. But even though you have the right to ask for time off, your employer doesn't have to give you this time off. If they do give you the time off, they don't have to pay you for it.

You have the right to ask for time off for training if:

-you are an employee

-you work for an organization with 250 or more employees

-you've been working for your employer for at least 26 weeks when you make the request

-you don’t already have a legal right for paid time off to study or train. For example, you might already have this right if you're 16-18.

You can ask for time off to do any training which would help you be more effective at work, and improve the performance of the business you work for. The training can be training that leads to a qualification, or that helps you develop skills at work. There's no time limit on the amount of time you can ask for.

The right to ask for flexible working

If you are the parent of a child under 17 (under 18 if your child is disabled) or caring for an adult, you have the right to ask your employer for flexible working. You must also have worked for your employer for at least 26 weeks.

Flexible working can include working part time, working school hours, working flexitime, home working, job sharing, shift working, staggering hours and compressing hours (where you work your total number of agreed hours over a shorter period).

Although you have the right to ask to work flexibly, your employer doesn't have to agree to it. However, they must give your request serious consideration and have a good business reason if they decide not to agree.

If you are asking for flexible working because you're a parent, you must be responsible for your child on a day to day basis.

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If you are caring for an adult, the adult must be one of the following:

-your husband

-your wife

-your civil partner

-your partner

-a family relative, such as a mother, father, grandfather, brother or sister

-someone who isn't related to you, but lives at the same address as you.

You can make one request to work flexibly each year. This must be in writing. You should say how you think the change in your working pattern will affect your employer's business and how this might work in practice.

Your employer must also follow a standard procedure for considering your request. This includes having a meeting with you. If your employer wants to turn down your request for flexible working, they must give their reasons in writing. You have the right to appeal if your request is turned down. You must do this in writing, within at least 14 days of getting your employer's decision. You should give your reasons for appealing and make sure your appeal is dated.

If your appeal for flexible working is refused, you may be able to:

ask ACAS to help you sort out your dispute with your employer (in Northern Ireland this is the Labour Relations Agency). You can only complain to an employment tribunal under certain circumstances, for example, where your employer hasn't followed the procedure properly for considering your request or where they haven't taken the right information into account when making their decision.

You may also be able to make a claim to an employment tribunal for sex discrimination. For example, you can make a claim if you are a man and your request to work part-time to look after your children is refused when a request by a female employee would be accepted. If you are a woman, you may be able to make a claim on the basis that refusing to allow you to work flexibly is 'indirect sex discrimination'. This is because more women than men have childcare responsibilities.

There's a strict time limit for making a claim to an employment tribunal. This is

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usually three months minus one day from the date when the thing you are complaining about last happened.

Health and safety

All employers have a statutory duty to take care of the health and safety of all their employees, for example, they should provide first aid equipment, and adequate means of escape in case of fire, protective clothing and ensure all machinery is safe.

In addition, there are specific rules which cover the following:-

fire safety, cleanliness, noise, machinery, lifting and carrying heavy weights, hazardous substances, toilets, washing facilities, drinking water, seating, first aid facilities, temperatures and hours and rests.

Nearly all workers have the right not to have to work for more than 48 hours on average, a week. Night workers cannot work an average of more than eight hours in each 24 hour period. Workers aged 18 and over (adult workers) are entitled to one day off each week. Workers aged 16-18 (adolescent workers) are entitled to two days off each week. Adult workers are entitled to eleven hours consecutive rest per day, and a minimum 20 minute rest break if their working day is longer than six hours. Adolescent workers are entitled to 12 hours consecutive rest per day, and a minimum 30 minute rest break if they work for longer than four and a half hours, use of computers, smoking at work is banned.

ACAS - The Advisory, Conciliation and Arbitration Service is a Crown nondepartmental public body of the Government of the United Kingdom.

Exercise 1 Find these words and word combinations in the text.

a)отпрашиваться с работы

b)улучшать работу

c)отклонить просьбу

d)подать жалобу в

e)оказать первую помощь

f)защитная одежда

g)пожарная безопасность

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Exercise 2 Say if the sentences are true or false. Correct the wrong ones.

1. In England, Scotland and Wales an employee has the right to ask for time off, and

effective at work, and improve the performance of the business he works for.

3. An employee must also have worked for the employer for at least 2 weeks . to ask

for flexible working.

4. Flexible working can include working part time, working school hours, working

flexitime, home working, job sharing, shift working, staggering hours and compressing

hours.

5. As an employee you have the right to ask to work flexibly, his employer has to

agree to it..

6.An employee can make one request to work flexibly each year verbally or in writing.

7.All employers have a statutory duty to take care of the health and safety of all their

employees.

8. Nearly all workers have the right not to have to work for more than 40 hours on average, a week.

Exercise 3 Complete these sentences.

1. You have the right to ask for time off for training if……………..

2.You have the right to ask your employer for flexible working if.

……………………

3.If you are caring for an adult, the adult must be one of the following

……………….

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4.If your appeal for flexible working is refused, you may be able to

……………………

5.The time limit for making a claim to an employment tribunal

is………………………

6. Night workers cannot work ……………………………………..

Exercise 4 Match these terms and their definitions.

Exercise 5. Answer these questions

1.What does a statutory duty to take care of the health and safety of all their employees involve ?

2.What aspects do specific rules cover?

3.How long do all workers have the right not to have to work?

4.How do employees aged 16-18 work?

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TEXT 4.

Discrimination

Discrimination means treating someone worse than other people for some reason. You have rights not to be treated worse than other people at work because of your

age, disability, pregnancy or maternity leave, race, religion or belief, sex, sexual orientation or gender identity.

Discrimination can be either direct or indirect. Direct discrimination occurs when someone is treated worse than other people for some reason. For example, if an Asian employee is not selected for promotion because of their race, this is direct race discrimination.

Indirect discrimination occurs where a particular employee cannot meet a requirement which is not justifiable in terms of the work and they are at a disadvantage as a result. For example, if the employer only gives training to full-time workers, this would indirectly discriminate against women, as most part-time workers are women.

Harassment is also a form of discrimination. Harassment can include verbal abuse, suggestive remarks and unwanted physical contact. You may also be discriminated against if you are victimized because you have tried to take action about discrimination.

If you've been discriminated against at work you can make a claim to an employment tribunal. There's a strict time limit for making a claim. This is usually three months minus one day from the date when the thing you are complaining about last happened.

Bullying

Your employer should protect you from being bullied at work.

Trade unions

An employee has the right to join a trade union, and should not be refused a job, dismissed, harassed or selected for redundancy because they are a member of or wish to join a trade union.

An employee also has the right not to join a trade union if they wish, and should not be refused a job, dismissed, harassed or selected for redundancy

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because they refused to join.

A member of a trade union has the right to take part in trade union activities, for example, recruiting members, collecting subscriptions and attending meetings.

Trade union activities must take place either outside the employee’s normal working hours or at a time agreed with the employer. An employee has no right to be paid for this time off work unless their contract allows for this.

Trade union activities don't include taking industrial action, for example, going on strike. There are different rules about taking industrial action.

An employee should not be refused a job or dismissed because they are on a list because of their trade union activities or membership. It is also against the law to make, sell, supply or use a list to discriminate against people in a trade union.

Whistle-blowing at work

There is some protection for workers who are concerned about malpractice at work and who publicly disclose information about their employer’s activities. This is called ‘whistle-blowing’. The information disclosed must relate to:-

-a criminal offence

-a failure to comply with a legal obligation

-a miscarriage of justice

-a health and safety issue

-damage to the environment

-an attempt cover up any of the above.

Surveillance at work

Employers have the right to monitor their employees’ communications, provided they have warned them first that they are doing this. Employers can monitor, for example, postal communications, telephone calls, faxes, emails, internet use.

Monitoring and surveillance is only permitted by law if:-