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
- 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
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