Employment law in the United kingdom

Karen hocknull By Karen hocknull, 17th Jun 2015 | Follow this author | RSS Feed | Short URL http://nut.bz/r9keed90/
Posted in Wikinut>Jobs>Employment Law

Page summary advise not how to be certain you have all the information you need it is essential that both the employer and the employee are aware of all details of there contract and what is expected of the employee

Employment law in the United Kingdom gdom

This is an idea for managers employers and employees on employment law and the boundary required , to make this fair for all parties involved .
Employment law is a minefield of information so we will try and make matters easier for all
and break it into sections of how to make life easier and to ensure you have all the correct details , in order to protect all involved
1st it is most important that the person been interviewed for the position should be advised of what is expected of them . It is very improper to even think about employing any one that has not got any idea what is been asked of them this is totally unfair to the employer and the future employee .

2 ensure you have all the details of the jog description stating what is expected of the employee , also you should ensure you state any other duty that may be required by doing this you will be sure that there will be no problems if the employee is asked to do something and it's not shown in there job description they have a legal right to refuse so it is essential that you note all that is expected of them
3 first we suggest when advertising the job in question you add as much description as possible and also include a comment only those with these qualities should apply by doing this you will be able to have less people applying that do not fit the criteria
4 once established and the interview is set ensure you have all the correct details of the person being employed
5 job descriptions must include all details pertaining to the said person
6 include a separate rules and regulations and an idea would be supply two copies and get the new employee to sign your copy as soon as possible and ensure they have read it correctly keep this copy on there file in case it is required for later referral

A template of employment statement

Example of a written statement
The following gives an example of a possible form of a written statement of main terms and conditions of employment under the Employment Rights Act 1996.
Written statement of employment particulars
1. You (Name of employee) ............................ began employment with (Name of employer) ............................ on (Date employment started)…………….
2. * Your previous employment with (Name of previous employer or employers) ............................ does count as part of your period of continuous employment which therefore began on (Date period of continuous employment commenced) …………...
or
2. * Your previous employment does not count as part of your period of continuous employment
*Select (a) or (b) as appropriate
3. a) You are employed as a (Job title) ............................
or
3. b) A brief description of the work for which you are employed (Brief work description)
............................
4. a) Your place of work is (Address of workplace)
............................
4. b) You are required/permitted* to work at the following places (Give details)
............................
*delete as appropriate
and the address of your employer is (Address of employer)
............................
5. Your pay will be (Particulars of scale or rate of remuneration, or of the method of calculating remuneration)
............................
6. You will be paid (Particulars of intervals at which remuneration is to be paid)
............................
7. Your hours of work are (Particulars – including details of any normal working hours)
............................
8. Your holiday entitlement is (Particulars – including entitlement to holiday pay and public holidays. You must give enough information to enable entitlements, including accrued holiday pay on termination, to be precisely calculated)
............................
9. a) In case of incapacity for work (Terms and conditions relating to sickness or injury and any provision for sick pay)
............................
or
9. b) Particulars of any terms and conditions relating to incapacity for work due to sickness or injury, including any provision for sick pay, can be found in (Refer to provisions of some other document which the employee has reasonable opportunities of reading in the course of his or her employment or which is made reasonably accessible to him or her in some other way)
............................
10. a) Particulars of pensions and pension schemes are (Particulars)
............................
or
10. b) Particulars of terms and conditions relating to pensions and pension schemes, can be found in (Refer to provisions of some other document which the employee has reasonable opportunities of reading in the course of his or her employment or which is made reasonably accessible to him or her in some other way)
............................
11. a) The amount of notice of termination of your employment you are entitled to receive is (Period of notice)
............................
The amount of notice you are required to give is (Period of notice)
............................
or
11. b) Particulars of the amount of notice of termination of your employment that you are entitled to receive and are required to give are contained in (Refer to relevant legislation or the provisions of any collective agreement directly affecting the terms and conditions of the employment, which the employee has reasonable opportunities of reading in the course of his or her employment or which is made reasonably accessible to him or her in some other way)
............................
12. a) Your employment is permanent – subject to 11 above, to general rights of termination under the law and to the following (Details of any other rights of termination)
............................

or
12. b) Your employment contract is for a fixed term and expires on (Date)……………………..
or
12. c) Your employment is temporary and is expected to continue for (Period of likely duration) .............................
This should be used only as an indication of the likely duration.
13. The collective agreements which directly affect the terms and conditions of your employment are (Details identifying the relevant agreements and indicating, where the employer is not a party, the persons by whom they were made)
............................
14. * You are not expected to work outside the UK (for more than one month). Delete words in brackets if they are inappropriate.
or
14. * You will be required to work in (Details of work location outside the UK) ............................ for (Period of work outside UK, where more than one month) .............................
You will be paid in (Currency) ............................ and will be entitled to (Details of any additional remuneration payable to the employee, and any benefits to be provided, because he/she is required to work outside the UK) .............................
The terms relating to your return to the UK are (Details) .............................
*Select (a) or (b) as appropriate
15. a) The disciplinary rules which apply to you are (An explanation of the rules)
............................
or
15. b) The disciplinary rules which apply to you can be found in (Refer to provisions of some other document which the employee has reasonable opportunities of reading in the course of his or her employment or which is made reasonably accessible to him or her in some other way)
............................
16. If you are dissatisfied with any disciplinary decision that affects you, you should apply in the first instance to: (Name of the person an employee application should be made to, or position held, e.g.: supervisor)
............................
17. You should make your application by (Explain how applications should be made)
............................
18. If you have a grievance about your employment you should apply in the first instance to (Name of the person an employee grievance should be raised with, or position held, e.g.: personnel officer)
............................
19. You should make your application by (Explain how grievances are to be raised)
............................
20. a) Subsequent steps in the firm’s disciplinary and grievance procedures are (An explanation of the steps)
............................
or
20. b) Subsequent steps in the firm’s disciplinary and grievance procedures are set out in (Refer to provisions of some other document which the employee has reasonable opportunities of reading in the course of his or her employment or which is made reasonably accessible to him or her in some other way)
............................

Pay rise negoatiations

Regardless of the position of the employee all are entitled to the minium cost of living rise and it should always be advised in writing so all individuals are aware

If possible and an employee is doing a job that they are trained for if the company can afford it They should be given a pay rise in line with there capability and a achievement
if however the employee does not agree what is on offer then it should be made obvious that the company can only afford what is on offer

Tags

Employee, Employees, Employment

Meet the author

author avatar Karen hocknull
I am a retired manager in the national health service studied employment law and trained for my ASAP and was accredited

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Comments

author avatar Srimanthudu Audio Somgs
17th Jul 2015 (#)

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author avatar Haryana Police Recruitment
20th Jul 2015 (#)

great information in the post

http://egovtjobs.in/haryana-police-recruitment-2015-constable-si/11523/

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