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Setting up Employee Terms and Conditions

SETTING OUT THE TERMS AND CONDITIONS OF EMPLOYMENT IS IMPORTANT BECAUSE:

  • You and your employees need to know where they stand;
  • Some elements are regulated under legisation;
  • Some may be the subject of collective agreement between trade union and employer;
  • Clarity about terms and conditions can avoid many disputes;
  • Morale is assisted by understanding the basic rules of the employment relationship.

WHAT MUST BE COVERED BY THE WRITTEN STATEMENT OF TERMS AND CONDITIONS?

  • Employer's name, employee's name, job title and date employment started
  • Pay rate/scale and method of calculation
  • The interval between payments and payment method e.g. bank transfer
  • Working hours and overtime requirements
  • Holidays (including public) and holiday pay
  • Probationary (or trial) period
  • Sickness/injury and associated pay arrangements
  • Maternity/Parental & Adoption leave
  • Pensions
  • Redundancy arrangements
  • Disciplinary and grievance procedures
  • Period of notice required but not less than the legal requirement
  • Expiry date where the contract is for a fixed term

The written statement should be given to the new employee at the earliest opportunity but must be within 4 weeks of starting employment as required by Jersey law.

CAN THE TERMS AND CONDITIONS BE CHANGED?

  • This is best achieved by agreement with your employee
  • Changes should be notified to your employee within 4 weeks of the change
  • Where an employer's name changes, immediate notification is required

 

WHERE TO GO FOR HELP

  • Please call us on 730503 if you require further advice/assistance.

GDPR

General Data Protection Regulation