The Essential Guide to Employment Contracts

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M for Maternity Rights

Posted in: Essential Guide to Employment Contracts on 23/08/2011 Kiera Lee, writes: 1. Risk assessmentThe Health and Safety of a pregnant woman and her unborn baby is governed by Management of Health and Safety at Work Regulations (NI) 2000. As soon as employer becomes aware that an employee is pregnant they should carry out a risk assessment to consider whether...
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L for Limitation Periods

Posted in: Essential Guide to Employment Contracts on 19/07/2011 Kiera Lee, writes: 1. General ruleMost employment related complaints, including claims for unfair dismissal, must be brought within 3 months of the date of the incident giving rise to the claim. Article 145 of the Employment Rights (Northern Ireland) Order (as amended) states:"an industrial tribuna...
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Health and Safety
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K for King Security v HM Revenue & Customs

Posted in: Essential Guide to Employment Contracts on 14/06/2011 Kiera Lee, writes: King Security v HM Revenue & Customs [2011] NIIT 1782 10IT – Paying ApprenticesResearch has shown that employers feel that having an apprentice in your organisation leads to greater efficiency and productivity and reduces staff turnover. Before hiring an apprentice businesses...
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J for Joint Parenting

Posted in: Essential Guide to Employment Contracts on 10/05/2011 Kiera Lee, writes:1. IntroductionThere has been an extension to the amount of paternity leave that an employee can take on the birth or adoption of a child. This came into force on 3rd October 2010 via the Additional Paternity Leave Regulations (Northern Ireland) 2010 and the Additional Paternity L...
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I for Information

Posted in: Essential Guide to Employment Contracts on 08/03/2011 Kiera Lee, writes:IntroductionThe exchange of information is one of the basic principles that allow any relationship to function and it is particularly important between employer and employee. The regular exchange of information and communication is essential to ensure the efficient running of a wo...
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H for Harassment

Posted in: Essential Guide to Employment Contracts on 08/02/2011 Kiera Lee, writes:1. What is it? – Differing DefinitionsThere is no one legal definition of harassment. Perhaps the best way to look at it is in the context of the discrimination legislation. It is illegal to harass someone on the grounds of sex, sexual orientation, race, disability, religion or ag...
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G for Good Practice in Retirements

Posted in: Essential Guide to Employment Contracts on 11/01/2011 Kiera Lee, writes:The Current PositionThe Employment Equality (Age) Regulations (Northern Ireland) 2006 and the equivalent GB regulations introduced a national default retirement age of 65. This means it is not discriminatory to dismiss someone aged 65 and above on the grounds of retirement. Where ...
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F for Flexible Working - Benefits for All?

Posted in: Essential Guide to Employment Contracts on 21/12/2010 Kiera Lee, writes:Flexible Working - What is it?Both employers and employees are increasingly enjoying the benefits of ‘flexible working’. The term ‘flexible working’ covers any working arrangement that has been adapted to suit employer and employee. The law on flexible working in Northern Ireland ...
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E for Equal Pay - Are Some of us Still More Equal than Others?

Posted in: Essential Guide to Employment Contracts on 09/11/2010 Kiera Lee, writes:IntroductionThe Office for National Statistics reports the pay gap between male and female employees (for all employees - full and part time) was 16.4% in April 2009: http://www.statistics.gov.uk/CCI/nugget.asp?ID=167 Whilst this is a slight improvement on the figures for 2008 it ...
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D for Discriminatory Dismissals - Lessons in Diversity

Posted in: Essential Guide to Employment Contracts on 19/10/2010 Kiera Lee, writes: 1. IntroductionEmployees have the right under the Employment Rights (Northern Ireland) Order 1996 (as amended) not to be unfairly dismissed. It is unfair and unlawful to dismiss someone on the grounds of age, sex, sexual orientation, race, disability or religious or political bel...