Whether you’re looking for work experience or an opportunity to earn some cash over the summer the time for applying for these positions is approaching. As with almost every kind of work placement at the moment, demand is extremely high. A great deal of companies begin to consider summer interns and work experience placements around the end of March, this means that sending off CV’s and cover letters is something you should start thinking about as soon as possible! If you’re looking to make some money with a casual work placement employers may start recruiting as early as April, some job application deadlines may have even already passed. This means it’s important to know what sort of position you want early and start applying! Common summer jobs for students include working at summer camps, festivals, office work, holiday reps, bar staff and retail jobs. Some of these jobs can even provide the opportunity to travel abroad to work. To give yourself the best chance of gaining work over the summer…
Brush up your CV, update it and start sending
Research summer jobs, there is a lot out there specifically for students
Research employers and the different roles you may be required to carry out
BROKE, skint, penniless; these are words us students are all too familiar with. When student loans and payday comes around, we soon forget the weeks of beans on toast and Tesco value instant noodles. But there is a way to make pay day last that much longer. Many of your favourite high street brands, online shops, bars and clubs, even your bank have amazing deals that could save you a penny here, a pound there and soon you can afford a whole new outfit. The first money saving investment you should make is to buy an NUS EXTRA card. Many shops accept university ID for student discount, however not all stores do. Having an NUS EXTRA card gives you discount not only in participating retail stores but also on rail travel, driving lessons and amusement parks such as Alton towers. Continue reading →
Youth unemployment has been a pressing problem for many years – that’s why 8 months ago we decided to get up and do something about it – that’s how thestudentjob.com was born. On Monday, thestudentjob.com Director Jack Tang joined a group of 4 panellists, as well as 20+ young people, to give our take on just what’s broken.
Age is seen as different to the other protected characteristics. Indeed an employer can make an objective justification based on age. It is however unlawful to do the following due to the age of a person:
Discriminate against an employee due to their age (Direct/Indirect)-unless objectively justified.
Victimize an employee
Force retirement-unless objectively justified
-Direct discrimination occurs when an employee is treated less favourably due to their age, perceived age or due to the age of someone they are associated with.
-Indirect discrimination occurs when there is for example a policy which applies to all employees but specifically disadvantages employees of a certain age.
-Harassment occurs when unwanted conduct related to age infringes an employee’s dignity, or creates a degrading and offensive environment for that employee.
-Victimization occurs when an employee is unfairly treated due to making a claim of age discrimination or supporting one.
It can sometimes be recommended that those eligible to work and fit the criteria required by the employer should exclude your age and date of birth from your Curriculum Vitae and any job applications made. This is to make sure your application is given merit where due and not based upon the age of the applicant.
The National Union of Students, also known as NUS, is more than just an organisation set up for providing us students with a discount… It is an organisation set up for students to voluntary become the member of. NUS works with your University’s student Union to provide you with support and a voice as a student.
The aim of the NUS is to
“promote, defend and extend the rights of students and to develop and champion strong students’ unions” Continue reading →
Dismissal from employment can sometimes be classed as ‘wrongful’ or ‘unfair’. In this post I will be looking at Wrongful Dismissal, how it occurs, and what you as an employee can do about it.
Wrongful dismissal can take placewhen an employer fails to give you your contractual rights which you are entitled to (for example the right to a notice period which has been previously discussed).
An employer can avoid this breach of contract by paying the employee compensation instead of providing a notice of dismissal period, which is known as pay in lieu of notice.
An employee can claim for breach of contract for the following occurrences:
A notice period has not been given
If pay in lieu of notice has not been paid
If the correctpay in lieu of notice has not been paid
Always check your section 1 statement for the terms of your contract, as it should outline whether your employer offers pay in lieu of notice, and whether a notice period has been set by the employer. If there isn’t a set notice period, your employer would have to follow the minimum legal requirement.
You can take your claim for breach of contract to the Employment Tribunal, and if successful you could receive compensation for breach of contract; however it is always best to seek legal advice prior to doing so. It is also important to note that a claim to the Employment Tribunal would have to be brought within 3 months from the date you were dismissed.