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This type of program would provide the company with a better pool of employees to pick from in that similar workers employed in these capacities at other operations would be drawn to the this progressive outlook thus yielding the company with a better and more experienced reserve from which to draw upon. Owing to the service nature of this sector the yield from better employees translates into higher productivity as said workers would be aware that the firm has a broader selection from which to choose employees thus providing it with the image as more desirable place to work. Any program, series of or combination of programs which creates this impression in the work market yields beneficial results.

As a result of the preceding the short term costs of implementing and maintaining such a program for these classifications also yields corresponding savings in training, retraining and supervisory time as these employees are motivated to perform at higher levels. This area is gaining support in such locales as Australia as well as the United Kingdom, and the Netherlands in addition to the country which originally put forward this approach, Switzerland.

Research conducted in Australia revealed that casual employees were in excess of fifty present (50%) of those employed throughout the industry. As a result of the foregoing the unions put forward a series of proposals recommending that casual positions be replaced by permanent part-time jobs and that this include paid holiday and other benefits. In the United Kingdom Granada Entertainment and Hotel Group, a company that owns and operates a number of theme parks, hotels and nightclubs, has demonstrated a voluntary approach to the foregoing.

The company provides part-time employees, which are 50% of their staffing, with the same benefits as full time employees. Granada utilizes performance reviews as well as a training program for part-time employees that provide them with the opportunity to qualify for study under national vocational programs. In the Netherlands work hours have been modified to be flexible in nature that means that employees as a result of this governmental policy can select shifts to work from available choices. In addition, under the law employees can opt to change their status to part-time.

The preceding examples point to companies and government legislation supporting and providing rights to casual as well as part-time workers in response to public opinion which proved popular enough to be converted into actual commercial utilization. The preceding represents the vanguard of tomorrow’s generally accepted practice and once companies are aware of such a trend as part of the ‘social contract ‘they become morally obligated, if not legally, to offer employees the benefits of advanced societal thinking under the implied ‘social contract’. The fact that there is a better methodology by which accompany can employ and offer benefits to a certain classification of workers becomes a social responsibility.

4.5 Other Social Responsibility Areas

The list of areas as contained in the European Social Charter Additional Protocol of 1988 provides insight as 本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。