TYRELL

                                   THE VALUE OF EMPLOYMENT


INTRODUCTION:
Employment is a relationship between two parties, usually based on a contract where work is ... In sales jobs and real estate positions, the employee may be paid a commission, a percentage of the value of the goods or ..... Intro to Business.

BACKGROUND:
The go-to employment screener and verification expert for the Asia Pacific region. RISQ Group combines granular local knowledge with global sophistication. We are your single point of contact – always reliable; always accountable; always speaking your language. As part of the Sterling Talent Solutions family, we share the strength of one of the largest global providers of employment screening and verification and can deliver unparalleled levels of service to our clients.

BADY1:

 according to the employer If you make a successful claim to an employment, it can award you money to compensate for your employer's behaviour or the money you're owed.

Before you make a claim, it's worth calculating how much compensation you're likely to get. This will help you decide if it's worth making your claim. Knowing how much you might get from a tribunal is also useful when negotiating with your employer.

BADY2;

This article provides guidance to employers on bringing counterclaims or separate lawsuits against plaintiff employees who have initiated claims against the employer. Employers and their attorneys are usually well versed in the types of claims that employees can bring. However, the employee might not be the only one with a potential claim after an employment relationship sours—the employer may also have various contract, tort, or statutory claims against its employee. 

Recognizing and pursuing these claims can enable an employer to protect its relationships and confidential information from the departing employee and to obtain financial and equitable redress for employee wrongdoing. At the same time, you must be cognizant of the risks inherent in pursuing an unjustified claim.

Conclusions:

 From the value of employers perspective it can be concluded that employee turnover is not a natural . There are reasons which lead to increase in attrition. It is observed that both the external and internal factors are responsible for employee turnover. Among the external factors opportunity for growth and promotion outside, location and work life space are the important. And among the internal factors compensation, work timing / shifts, working conditions, relations with supervisor / manager, opportunity to use skills, work load are important respectively. From the perspective of managers, it can be concluded that the factors that lead to increase in employee turnover are majorly internal to the organisation. Although the external factors also influence, but as the management of the company does not have any control over the external factors it can focus on modifying the internal factors to enhance the retention of the employees in the organisation.