Basics of Employment Law

It is important for employers to know more about employment law. They should have proper awareness about the rights of their employees. When the law isn’t upheld, there normal working relationship may break down. Before delving into the intricacy of the employment law; roles in the workplace should be clearly defined. Basic concepts that need to be taken into account include whether employees are working part time or full time. In this case, it is important to make sure that part-time employees are not treated less favorably. Their involvement in the workplace should be considered as a justifiable factor. Part time employees have the right to challenge, if they are being treated differently than full-time employees.

The employment law also includes details related to permanent and temporary employments. The distinction should be clear and it should be properly mentioned in the contract. Again, temporary workers shouldn’t be treated differently compared to permanent workers. There are also statutory rights that need to be considered. The rules should provide a strong framework on how employers and employees should interact with one another. Details about payment could also be included. As an example, there should be an exact amount of minimum pay for the most junior employee, regardless of the status. Regardless of the gender, race and religion; equal pay must be assured. Pay slips would need to be itemized and prepared before the date of pay.

Working hours should be included in the employment law. As an example, the maximum work hours in a week are no less or more than 48 hours; and there should be regular breaks. There should be flexible working environment, as an example, parents with children should be allowed to do specific things during working hours to meet the need of their children. Parental leaves may include maternity leave at about 26 weeks that cover the duration before and after birth. Absence could also be caused by sickness and employee could be given compassionate leaves when someone in the family suffers severe illness or dies.

The employment law should include regulations related dismissals. As an example, unfair dismissals could be related to lack of fair reason for employees to dismiss their employees. There are things that qualify for unfair dismissals, such as long time off for parenting and involvement in union actions. The contract between employees and employers should be based on the existing regulation laws. The contract may include procedures that should be followed, such as reviews of underperforming staffs and disciplinary proceedings for employees who perform wrongful acts.

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