Misattribution of arousal refers to the idea that physiological arousal can be perceived to stem from a source that is not actually the cause of the arousal, which may have implications for the emotions one experiences. For example, if a professor was unknowingly served a caffeinated latte at her coffee shop one morning instead of the decaf she ordered, and the during her mid-morning lecture noticed her heart racing and her hands visibly shaking, she may assess the situation and determine the class full of staring students to be the cause of her arousal (rather than the caffeine buzz actually responsible for the symptoms). Consequently, the professor may feel unusually nervous during her lecture.
is very important to clearly determine your employee’s employment status, as it defines the rights and responsibilities that the employee has, and determines what the employer expects from them. Depending on the employment status, employees are given different rights, like holiday pay. This right is usually given only to full-time or part-time staff, as they are permanent to the company, whereas a zero hour contractor would not be entitled to such rights. An employment status will establish the tax and national insurance that an individual pays on their yearly salary, (i.e. a self-employed individual is not employed by an organisation, meaning they will not be paid by PAYE and will have the responsibility to sort their own Tax and National Insurance). The employment status not only outlines the individual’s responsibilities, but the employer responsibilities also. Employment status dictates what an individual’s employer responsibilities are towards them. (I.e. an employer is liable for handling an employee’s annual leave right however it is not their duty to manage this for a self-employed member of staff)
EMPLOYEE RIGHTS DURING THE EMPLOYEE RELATIONSHIP, INCLUDING:
2.1
The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working
Work life balance is essential to the employment relationship. Within an organisation it is imperative that business objectives are met whilst also enabling staff to have a fair balance of their responsibilities at work and home. Having a healthy work life balance isn’t just essential to an individual’s health and wellbeing, it has also been known to improve productivity. Overworked employees can be at the risk of underperforming which could impact the organisations business.
The current legislation in place to support ‘work life balance’ is the Working Time Regulation (1998). The Working Time Regulations (1998) determines the maximum of weekly working hours, holidays and the daily and weekly rest periods.
Holiday Entitlement is 20 days’ paid statutory annual leave (this will be pro-rated for part-time employees), plus 8 days for public holidays at a minimum.
