1 LABOUR LAWS - FRO FROM M LEGAL CONCEPTS TO PRACTICE
2 LABOUR LAWS - FROM LEGAL CONCEPTS TO PRACTICE Implications for the HR Practitioner or HR Layperson Vanessa Thomas Williams May 2012
3 Convention 2012 Theme Execute, Grow, Sustain
4 Regional Labour Laws CARICOM Countries JAMAICA TRINIDAD AND TOBAGO GUYANA BARBADOS Similar legislative provisions Recruitment of certain persons and Termination of employment Minimum Wages Leave & other benefits Workmen s Compensation & Occupational Safety and Health Equal Opportunity and equal treatment Trade Unions
5 Jamaica Employment Agencies Regulation Act Employment (Equal Pay For Men and Women) Act Employment (Termination and Redundancy Payments) Act Employment (Termination and Redundancy Payments) Regulations, 1974 Factories Act Factories Act: Building Operations and Works of Engineering Construction (Safety, Health and Welfare) Regulations
6 Jamaica Factories Act: Docks (Safety, Health and Welfare) Regulations Factories Regulations, 1961 Factories Act: Rules Foreign Nationals and Commonwealth Citizens (Employment) Act Holidays with Pay Act Labour Officers (Powers) Act Labour Relations and Industrial Disputes Act
7 Jamaica Labour Relations and Industrial Disputes: Labour Relations Code Labour Relations and Industrial Disputes Regulations, 1975 Maternity Leave Act Maternity Leave Act Minimum Wage Act Minimum Wage Act Orders Women (Employment of) Act Workmen s Compensation Act
8 Trinidad and Tobago Equal Opportunity Act 2000, as amended Industrial Relations Act The Maternity Protection Act, 1998 National Insurance Act Occupational Safety and Health Act 2004, as amended Retrenchment and Severance Benefits Act Trade Unions Act Workmen s Compensation Act
9 Guyana Accidental Deaths and Workmen s Injuries (Compensation) Act Bakeries (Hours of Work) Act Employment Exchange Act Employment of Young Persons and Children Act Equal Right Act 1990 Essential Services Act Factories (Hours and Holidays) Act
10 Guyana Holidays with Pay Act Household Service Workers (Hours of Work) Act Housing of Labour Workers on Sugar Estates Act Labour Act Labour (Conditions of Employment of certain workers) Act Leave With Pay Act Licensed Premises Act National Insurance and Social Security Act
11 Guyana Occupational Safety and Health Act, 1997 Prevention of Discrimination Act Public Utility Undertakings and Public Health Services Arbitration Act Shops (Consolidation) Act Steam Boilers Regulations Act Termination of Employment and Severance Pay Act The Recruitment of Workers Act Trade Unions Act & Trade Unions Recognition Act Wages Councils Act
13 Barbados Holiday with Pay Act Labour Clauses (Public Contracts) Act Labour Department Act National Insurance and Social Security Act, Subsidiary Legislation A1-T1 National Productivity Council Act Occupational Training Act, Subsidiary Legislation A1 Protection of Wages Act Radiation Protection Act
14 Barbados Recruiting of Workers Act Severance Payments Act Shop Act Sugar Workers (Minimum Wages and Guaranteed Employment) Act Trade Union Act Trade Disputes (Arbitration and Enquiry) Act Wages Councils Act
15 Common HR issues Remuneration Termination of Employment Leave and Absence Management Systems Implications of Collective Bargaining
16 Remuneration Industrial Relations principles and human resource management practices that govern wage determination are influenced by: 1. Minimum wages laws 2. Overall economic conditions including labour supply and labour demand 3. Industry practices on pay structure 4. Absence from work and time off work
17 Remuneration Minimum wages laws Regional Minimum wages legislation generally do not define wages. The significance of a description is critical for purpose of the levy of taxes, calculation of the payment of wages, and even profit sharing schemes. Maxim: A worker s salary is his/her property.
18 Remuneration s. 2 Protection of Wages Act[Barbados] [ wages means remuneration or earnings however designated or calculated, capable of being expressed in terms of money and fixed by mutual agreement or by law, which are payable by virtue of a contract of employment either expressed or implied by an employer to an employee for work done or to be done or for services rendered or to be rendered]
19 Remuneration Inaccurate calculations Reporting of a grievance Risk Cycle: Potential Trade Dispute Unsuccessful law suit may result in the award of DAMAGES Undetermined grievance becomes litigious
20 Remuneration Industry practices The variety of industries and sectors in any economy often offer diverse standards (complex and simple) for setting salaries. Benchmarking salaries invariably considers a mixture of tools including: Compensation survey Collective bargaining Job evaluation Pay Scale and salary range setting
21 Remuneration Holidays Public holidays commonly attract the usual rates of pay (for a normal work day), unless actual work is performed on such days. Variation in the rate of pay is determined by law (in some industries), collective agreements, contracts, and human resource management policies.
22 Remuneration Absence due to illness or disease Approved absence from work and time off work may be considered either with pay or without pay, based on the reason for the absence from work and the duration of such absence. In the case of injury and illness, the employer is usually only under an obligation to pay for a compensable work-related injury or occupational disease, or only for that period of sick/injury leave which is allocated by law, practice or policy.
23 Remuneration The determination as to whether a disease is compensable is usually based on if- The employee is exposed to the disease by reason of his/her employment, The disease is causally related to the employee's industry or occupation, or The incidence of the disease is considerably higher in that industry or occupation than it is in the general population.
24 Remuneration In order to ensure that all staff are remunerated and rewarded fairly and are treated according to standard practices, Remuneration Policies must be crafted in such a way that they incorporate among other things the rationale and procedures for -
25 Remuneration Components of Remuneration (including fixed remuneration, performance-based remuneration, pension schemes, other benefits, severance payment etc); Original salary offers; Changes to salary by reason of successful probation and performance management systems; Changes to salary by reason of promotion and acting appointments; and Absence and time off work with and without pay.
26 Termination of employment Termination for cause Cause includes but is not limited to: a) Misconduct b) Breach of Contract c) Medical grounds Termination without cause Without cause includes but is not limited to: a) Voluntary Separation of Employment & Redundancy b) Efflux of time c) Mediated termination
27 Termination of employment Misconduct Where the disciplinary offence of misconduct has been committed, and the employee has been charged, the right to a fair hearing requires that an the employee must not be penalized by a decision affecting his/her rights or legitimate expectations unless he/she has been given prior notice of the case against him/her, a fair opportunity to answer the case, and the opportunity to present his own case.
28 Termination of employment Medical grounds [An employer] is entitled to consider and take into account the nature of the worker s illness (if any), the likely length of the continuing absence, the need of the Company to have done the work which the worker was engaged to do and all the other circumstances of the case. Oilfields Workers Trade Union v. Nestle Caribbean Incorporate, Nestle Trinidad and Tobago Limited (Trade Dispute No. 57 of 2002.)
29 Termination of employment Medical grounds The five C s to follow- Compile all relevant employee data Consider laws, employment contracts, policies, collective agreement Communicate with absent injured/ill worker Consult relevant parties (registered medical practitioner, insurer etc.) Capture decisive action in writing
30 Termination of employment Redundancy Retrenchment is governed by legislative provisions*, and other stipulations in policy manuals and collective agreements. Those documents prescribe the procedure to be followed in the event of redundancy and to provide for severance payments to retrenched workers. *Jamaica Flour Mills Limited v.the Industrial Disputes Tribunal and National Workers Union [Privy Council Appeal No. 69 of 2003]
31 Termination of employment Redundancy Factors to be taken into consideration prior to embarking upon a retrenchment exercise include employment history, job classification, requirements for the position (including academic & job experience), updated qualifications, possible alternative job placement or re-assignment and disciplinary and other records.
32 Name of Employee Date of Employment Current Position Consider date of hire, nature of employment (temporary & permanent) probationary periods & successor employer implications Requirements for the position (including academic & job experience) Employee s current qualifications Possible alternative job match Employee s disciplinary, medical and other records
33 Termination of employment Voluntary Separation of Employment " As its name implies, a voluntary separation is entirely voluntary in character. A worker elects whether or not to leave his employment on acceptable terms offered by his employer. Any termination of his employment is, therefore, consensual and not forced. The employer induces the worker to leave his employment prematurely by offering a payment that is not based on any particular formula but which is attractive enough to persuade the employee to resign or retire from his employment before his normal age of retirement... Of course, there is always the possibility that his employment may become surplus to his employer's requirements and liable to be compulsorily retrenched, in which event he would be entitled by law to receive compensation for his past service by way of severance benefits." Oilfields Workers Trade Union v.bp (Formerly Amoco) [Trade Dispute No. 125 of 1999]
34 LAWS BENEFITS NOTICE IF IMPLEMENTED Retrenchment Governed by Retrenchment laws Severance benefits/redundancy payments specified by law Statutory notice must be given unless there are unforeseen circumstances. Workers may bring a claim for wrongful/unfair termination VSEP Not generally governed by laws Payments are enhanced and attractive No particular notice is generally given but there ought to be consultation Workers need not accept offer and, may remain employed unless by virtue of contract end, compulsory retrenchment or dismissal for cause.
35 PRINCIPLES AFTER IMPLEMENTED The last worker employed is usually the first to be retrenched (LIFO), all things being equal No new worker may be hired in the position of the retrenched worker, unless some period has elapsed. All workers may be offered VSEP regardless of their date of employment New workers may be hired in any position, almost immediately
36 Leave and Absence Management systems Managing the absent worker requires an understanding of- the application of the Laws, Human Resource Management policies and/or Collective Agreements and Contracts of Employment, and the principles and practices of good Industrial Relations.
37 Leave of absence from work There are generally two broad categories of Leave: Vacation PAID LEAVE Sick and (extended) Injury (compensable) Casual Maternity/ Paternity Bereavement/ Compassionate Special Study UNPAID LEAVE Unauthorised Leave Extended Sick Injury/ Extended Injury No Pay Extended maternity on non-medical grounds Extended bereavement
38 Sick Leave and Injury Leave Sick Leave usually refers to that period during which an employee is suffering from some illness and as a result, is permitted or authorised to be away from the job and does not perform any of the functions or jobs assigned. Proof of the illness (by way of submitting a medical certificate) is usually required when an employee utilises more than two (2) consecutive days of leave.
39 Sick Leave and Injury Leave Injury Leave usually refers to that period during which an employee is suffering from some injury and as a result, is permitted or authorised to be away from the job and does not perform any of the functions or jobs assigned. Pay, while on Injury Leave is usually determined by the nature of the employment relationship and whether the employer admits that the employee was injured by reason of his employment.
40 Relevant Laws on leave Duration of Leave (certain workers) Minimum Wages Acts Maternity Protection Acts Employers duties regarding absence caused by injury/illness at work Workmen s Compensation Acts Factories Acts Occupational Safety and Health Acts Benefits National Insurance Acts 40
42 Leave and Absence Management systems The best absence management systems use a combination of a clear policies on leave, good shift schedules, incentives, overtime provisions, cross-training, temporary personnel, and predetermined limits to manage absences. These systems use well defined procedures that are properly communicated so as to address each type of absence.
43 Leave and Absence Management systems Additional strategies which may be implemented to foster an attendance culture include: Flexible Working hours Part-time work Job sharing Career break schemes Working at home Part-year employment Wellness management programs Use of Leave Tracking software
44 EMPLOYEES Date(s) CATEGORIES OF LEAVES OF ABSENCE VACATION SICK INJURY MATERNITY BEREAVEMENT PATERNITY Local External EDUCATION/ STUDY CASUAL HERNANDEZ, Camille September 8-10, THOMAS, Raul Balance 11 April 12 20, June 10-13, Balance 4 THOMAS WILLIAMS, Vanessa January 2, Balance 13
45 Leave Policies Components of the best leave Policies include: Identification of types of leave and eligibility Leave allocation Processing (and approval of) the leave request & suitable forms Return to Work provisions Pay & benefits during a leave of absence
46 Collective Bargaining The concept relates to negotiations between an employer and a group of employees (or their representative bodies) by meeting and treating in good faith, with a view to the conclusion of a collective agreement or the revision or renewal thereof or the resolution of disputes.
47 Collective Bargaining Under The Labour Relations and Industrial Disputes Act [Jamaica] it is noted that - The major aim of the collective bargaining process is to arrive at terms and conditions acceptable to both employers and workers. These terms and conditions are usually enshrined in collective agreements, and often contain procedural and substantive provisions.
48 Collective Agreements Purpose to settle the terms and conditions of to settle the terms and conditions of employment of workers in a bargaining unit for an agreed period with a view to avoiding disruptions of work for the duration of the agreement.
49 Collective Agreements Terms in collective agreements are deemed to be incorporated into contracts of employment. This position in English law was codified in the Industrial Relations Act Chap. 88:01 [Trinidad and Tobago]. s. 47. (2) of the Industrial Relations Act: The terms and conditions of a registered agreement shall, where applicable, be deemed to be the terms and conditions of the individual contract of employment of the workers comprised from time to time in the bargaining unit to which the registered agreement relates. 49
50 Collective Agreements Terms and conditions of collective agreements are- legally binding, directly enforceable in the Court, and generally valid for a specific term. Once the collective agreement is registered, the parties shall be deemed to have actual notice of all the provisions. 50
51 Collective Agreements Statutory provisions for the registration of collective agreements mandate that copies of such agreements are dispatched to the various Ministries of Labour for their records. Employees must also be notified of new and/or revised agreements. Notice is actual notice and not constructive (indirect) notice
52 Collective Agreements There is a duty on the part of the employer to meet and treat with the recognised majority union. Apart from the inclusion of terms and conditions of employment of general application, Collective Agreements must include procedures for settling disputes, either on the industry wide level or in the individual undertaking
53 Collective Agreements Prescribed methods or procedures for settling disputes usually adopt/ follow chains of command and allow for protracted processes for unresolved issues. This may lead to potential legal actions
54 Collective Agreements Collective agreements are not HR management policies and therefore ought not applied or adopted to the exclusion of management prerogative. The prudent HR practitioner constantly reviews the collective agreement (if applicable) to ensure that it supports the workplace policies, if necessary.
Summary of the law on FAMILY FRIENDLY RIGHTS Family friendly rights include, maternity, paternity and parental leave and rights for part-time workers. This booklet is solely concerned with the employment
[NAME OF EMPLOYER] CASUAL INDIVIDUAL EMPLOYMENT AGREEMENT AGREEMENT made this day of 20 PARTIES 1. [NAME OF EMPLOYER] ( Employer ) 2. ( Employee ) TERMS OF EMPLOYMENT The terms of employment are as follows:
Employment law solicitors At Millbank solicitors we are dedicated to providing prompt and practical employment advice to both employers and employees. Our expert lawyers appreciate and understand the ever
The Law and You 65 YOUR RIGHTS AT WORK CAN I JOIN A UNION? Yes. The Constitution protects your rights to join a trade union of your choice. If any one tries to stop you exercising this right you can take
02 - HUMAN RESOURCES / STAFFING 02.01 Position management Electronic records Data used in the management of employment positions: incumbents, position status, job descriptions, position groups, benefit
PUBLIC SERVICE ACT 2005 An Act to make provision in respect of the public service of Lesotho and for related matters. Enacted by the Parliament of Lesotho Short title and commencement PART I - PRELIMINARY
Legal Sense (PTY) Ltd. is an Authorised Financial Services Provider FSP No: 26702 LEGAL PROTECTION FOR YOUR BUSINESS Criminal Civil Labour Contracts Debt Collection www.legalsense.co.za 0861 573 673 firstname.lastname@example.org
Human Resources ATTENDANCE MANAGEMENT POLICY AND PROCEDURE Agreed June 2013 To be reviewed 2015 Contents Page 1. Scope and Policy 3 2. Accountability 3 3. Learner Involvement 3 4. Process 4.1 Rules for
29. Human Resources Management The function of managing the University s workforce and its relationship with individual employees. Employees mean people employed directly by the University either permanently
HR and Payroll Service Appendix A Recruitment Administration Vacancy placement: Process requests to place adverts in publications as specified by the school School Responsibilities Promptly furnish Capita
TERMS OF BUSINESS FOR THE INTRODUCTION OF PERMANENT OR CONTRACT STAFF TO BE DIRECTLY EMPLOYED BY THE CLIENT 1 DEFINITIONS 1.1 In these Terms of Business the following definitions apply: Applicant Client
W4MP Guide: Employment Rights This guide aims to provide a basic outline of the main employment rights issues that are relevant to staff who are responsible for recruiting new staff, employees of MPs who
recruitment Employment Rights Information for Employers www.sigmar.ie Introduction Contents Summary of Employers Obligations...2 Written Terms and Conditions...3 Notice...4 Pay and Wages...5 Working Time
SICK LEAVE AND SICK PAY SCHEME APPLICABLE TO ALL STAFF (INCLUDING HOURLY PAID STAFF) 1. Introduction 1.1 This scheme sets out the rights, entitlements and obligations upon all members of staff irrespective
Australian Master Human Resources Guide 45. NATIONAL EMPLOYMENT STANDARDS (NES) Janet Wood Workplace Relations Writer and Consultant [ 45-010] Introduction Under the Fair Work Act 2009 (FW Act), the National
FREQUENTLY ASKED QUESTIONS ON EMPLOYMENT RIGHTS 1. COVERAGE 1.1 Am I covered under the CPF Act and/or the Employment Act? 2. SALARY 2.1 I have left my company but my employer has not paid me my salary.
Human Resources HR casework service Our HR service offers extensive, practical, cost-effective solutions to meet schools needs. Competitively-priced, our service offers a supportive partnership with the
Regulations on the Employment of Human Resources, Insurance and Social Security in the Free Zones of the Islamic Republic of Iran Chapter one: General Article 1 In these regulations, the following terms
HR Services Employee Handbook Conditions of Service for Support Staff Working Week (a) Support Staff (i) Full time staff are contractually required to work a 35 hour week, consisting of 9.00 a.m. -5.00
Your Rights at Work in Australia Prepared by Labor Council of NSW www.labor.net.au For more information call our hotline1800 688 919 HOW PAY AND CONDITIONS ARE SET IN AUSTRALIA ACTS OF PARLIAMENT Legislation
ANF Medical Centres & Clinics Claim Part A Award Maintenance The new Agreement is to contain all conditions contained in the Nurses Award 2010 and the National Employment Standards (where these are beneficial)
E.9 SALARIES AND APPOINTMENT/RETIREMENT OF STAFF E.9.1 Appointment of Staff Heads of Colleges may only request staff appointments that are part of approved University Policy. Before any proposed appointment
The links in this document are being replaced on our new HR Gateway site and will be updated soon. Please bear with us in the meantime if you find broken links. You can go to our new HR homepage and search
IRC784 of 2015 Commissioner Tabbaa - New Award effective 1 September 2015 TEACHERS' (NSW HEALTH EARLY CHILDHOOD SERVICE CENTRES) SALARIES AND MISCELLANEOUS CONDITIONS AWARD INDUSTRIAL RELATIONS COMMISSION
SHORT LISTING ASSESSMENT Job Title: Name of Applicant SC1 SC2 SC3 SC4 SC5 SC6 Interview? Y/N Comments NB - Comments should be made in the case of all candidates, especially those not shortlisted for interview.
Chapter 9 Labour Relations and Social Security 62 PwC Labour relations Availability of labour Malta s labour force is about 164,347, the majority of which are male. Malta s long-standing educational system
STATEMENT OF MAIN PARTICULARS Date of issue: «sysdate» 1. NAME OF EMPLOYER: The Board of Management of Aberdeen College (hereinafter referred to as "the College") 2. NAME OF EMPLOYEE: «name» 3. TYPE OF
January 2010 Code of Practice 3 Time off for trade union duties activities including guidance on time off for union learning representatives Publishedby TSO(TheStationeryOffice) availablefrom: Online www.tsoshop.co.uk
Industrial Injury Allowance Policy 1. Aim The aim of this policy is to provide information to managers on the reporting of industrial injury related absence, and the mechanisms available to support employees
H: NATIONAL CONTRACT OF EMPLOYMENT FOR BUSINESS SUPPORT SALARIED TERM TIME STAFF (FULL-TIME & PERMANENT) IN COLLEGES OF FURTHER EDUCATION IN WALES 1 THE EMPLOYER: THE EMPLOYEE: DATE OF ISSUE: [Name and
NCFE Level 2 Certificate in Business Administration Knowledge Part A 1 These learning resources and assessment questions have been approved and endorsed by NCFE as meeting the requirements of the Level
Please note that this country profile might not reflect the current state of the law on termination of employment. For updated information, you are invited to consult the EPLex database. Termination of
MAYFIELD SCHOOL Policy: TUPE Guidelines for Managers Author: Torbay Human Resources [April 2011] Governors Committee: Leadership Date adopted: 23 rd May 2011 Renewed 9 th November 2015 Next review: Autumn
PRESENTED BY A GUIDE TO HIRING AND FIRING IN LITHUANIA ABOUT THE GUIDE This Guide is excerpted from A Guide to Hiring and Firing in Europe, which was compiled and edited by the Employment and Labor Group
An introduction to Luxembourg Employment Law The Luxembourg market is characterized by the major role played by the frontier workers (Belgian, French and German) who form more than 50% of the labour force
Labour laws in China It is critical for European SMEs doing business, or planning to do business, in China to understand China s labour laws. The overall design of the legislation is to ensure and protect
Memorandum General Overview Employment Law/ Kingdom of Saudi Arabia 1. General 1. Brief Introduction The main piece of employment legislation in the Kingdom of Saudi Arabia (KSA) is Royal Decree No. M/51
Derbyshire Constabulary REORGANISATION, REDUNDANCY AND REDEPLOYMENT POLICY POLICY REFERENCE 05/001 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
Workers guide to workers compensation Guide www.worksafe.nt.gov.au Disclaimer This publication contains information regarding workers rehabilitation and compensation. It includes some of your obligations
Employment Law Guide Settlement Agreements (Formally known as Compromise Agreements) See the separate guide. Unfair Dismissal Length of employment Employees can only bring a claim for ordinary unfair dismissal
SOUTHERN EDUCATION AND LIBRARY BOARD MANAGING ATTENDANCE AT WORK Staff in Grant Aided Schools with Fully Delegated Budgets POLICY STATEMENT The Southern Education and Library Board is committed to promoting
Summary of the law on UNFAIR DISMISSAL AND REDUNDANCY Workers are protected under the Employment Rights Act 1996 from being sacked or chosen unfairly for redundancy. This booklet provides a basic outline
FREQUENTLY ASKED QUESTIONS: EMPLOYER MEDICAL OBLIGATIONS FOR FOREIGN WORKERS S PASS HOLDERS (I) Q1 A1 Medical Obligations under Employment of Foreign Manpower Act What are the medical obligations of employers
Wiltshire Council Human Resources Pay Policy Statement This policy can be made available in other languages and formats such as large print and audio on request. What is it? The pay policy statement sets
Employment in community buildings Employment in community buildings Most village halls employ some staff, generally part time. As a result trustees must be aware of their responsibilities as employers.
THE HARRIS FEDERATION STAFF ATTENDANCE AND SICKNESS MANAGEMENT POLICY Sickness 1. Scope of the Procedure 1.1 This procedure applies to all teaching and support staff employed in the academy who meet the
FREQUENTLY ASKED QUESTIONS TUPE DATE: 25 th July 2014 VERSION: 4 AUTHORS: HR ADVISORY NUMBER QUESTION ANSWER 1 What is TUPE? TUPE is an abbreviation for the Transfer of Undertakings (Protection of Employment)
TABLE OF CONTENTS PART A. TECHNICAL MATTERS... 4 1. Objectives of the Agreement... 4 2. Title of this Agreement... 4 3. Coverage, parties and persons bound... 4 4. Categories of employment... 4 5. Commencement
New South Wales Government Sector Employment Regulation 2014 under the Government Sector Employment Act 2013 Status information Currency of version Historical version for 4 July 2014 to 31 December 2014
Memorandum General Overview Employment Law/Denmark 1. General The legal regime governing employment relationships in Denmark is generally more liberal and favourable towards the employer than in many other
Welplan Building Engineering Services Employee Benefits Scheme Scheme Rules Crown House Technologies Ltd SUMMARY The Scheme operates in the following way: a b The Employer notifies Welplan of all Operatives
Special definitions for this section Benefits Claim Defence costs The General terms and conditions and the following terms and conditions all apply to this section. Any compensation awarded to an employee
EU Employment Law Euro Info Centre December 2006 CONTENTS EU Employment Law 2 1. Anti-discrimination 2 2 2 2. Equal treatment of men and women in the workplace 3 3 3 3. Fixed and part time work including
JOB-SHARING SCHEME FOR ACADEMIC STAFF POLICY & GUIDELINES 1. APPROVAL OF APPLICATIONS 1.1 Applications for job-sharing will be assessed and approved by the Institute. The Institute will consider favourably
Left Thomas J. Treutler email@example.com Right Trinh Trung Kien firstname.lastname@example.org AN OVERVIEW OF VIETNAM LABOR LAW This article provides a comprehensive introduction to Vietnam
What is Workers Compensation? Who Administers the Workers Compensation Program and Related Responsibilities? Who is Eligible for Workers Compensation? What Coverage is Provided? What is a Compensable Injury?
Without Prejudice and Subject to Contract COMPROMISE AGREEMENT THIS AGREEMENT is dated xxxx AND IS MADE BETWEEN: SOAS, University of London whose premises are at Thornhaugh Street, Russell Square, London
(J8131) SICKNESS PAY SCHEME June 2008 www.abertawe.ac.uk www.swansea.ac.uk 1 (J8131) SICKNESS PAY SCHEME 1. This is a Scheme to supplement the State Insurance Benefit and Statutory Sick Pay by the payment
PRE-EMPLOYMENT ISSUES EMPLOYEE OR INDEPENDENT CONTRACTOR? The purpose of this article is to provide advice to employees - not to provide advice to independent contractors. It is wise for you to be aware
Briefing Dismissing senior executives in China Summary Terminating the employment of senior executives can be tricky in any jurisdiction and the People s Republic of China (PRC) is no exception. This briefing
Minimum employment rights and obligations This booklet provides an overview of the minimum rights and obligations that apply by law to employers and employees. Employees can t be asked to agree to less
GUIDE TO EMPLOYMENT IN THE LEGAL PROFESSION May 2006 1 2 GUIDE TO EMPLOYMENT IN THE LEGAL PROFESSION The council of the Law Society, with the assistance of its Workplace Committee and its Young Lawyers
THE UNIVERSITY OF MANCHESTER Supplementary Information on the Terms and Conditions of Employment in the Final Contents 1. Introduction 2. Pay and Grading structure 2.1 Pay on appointment (amended December
Greenhead College Corporation ABSENCE POLICY - 1 - GREENHEAD COLLEGE SICKNESS ABSENCE AND ILL HEALTH POLICY Greenhead College values the contribution of its staff in the successful running of the college
Employment Law in Bermuda Foreword This memorandum has been prepared for the assistance of those who are considering issues pertaining to employment law in Bermuda. It deals in broad terms with the requirements
Page: 45 C. Civil Service Employees 1. Coverage This Subsection C. applies to all civil service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective
The Engagement of Temporary Employees TERMS OF BUSINESS 1. You ( the Client ) are deemed to have accepted the Terms of Business by engaging a Temporary Employee ( Temporary ) introduced to the Client by
Please note that this country profile might not reflect the current state of the law on termination of employment. For updated information, you are invited to consult the EPLex database. Termination of
Memorandum General Overview Employment Law/Sweden 1. General 1. Brief Introduction The Swedish labour law model is based on civil rules that govern most aspects of the employeremployee relationship. Traditionally,
GUIDE TO EMPLOYMENT LEGISLATION This booklet has been prepared by the Employment and Equality Law Committee as a general reference guide for practitioners. It is a summary of relevant legislative provisions
Managing Workforce Change: Transfer of Undertakings (TUPE) P r o c e d u r e This procedure should be applied where there is a transfer of work from one employer to another. The procedure covers the following
New York University University Policy Title: Workers Compensation Policy and Procedure Effective Date: 01/01/2011 Last Revised: 03/07/2013 Issuing Authority: Office of the Executive Vice President Responsible
ABSENCE FROM WORK Revised 12/17/2015 Employee Handbook: Absence From Work 1 of 11 VACATION To define time-off from regular work hours. It is company policy to grant time off from work under specific rules
1 LTD (Long Term Disability Plan) 2.1 Eligibility (a) (1) Regular full-time employees shall be covered by the Long Term Disability Plan upon completion of six months active employment with the Employer.
Effective Date: October 20, 2004 Supersedes /Amends: VRS-43/October 1, 1997 Originating Office: Office of the Vice-President, Services Policy Number: VPS-43 SCOPE This Policy applies to all full and part-time
Attendance Management Policy Statement 1 Attendance Management Policy Statement The Principles of this Managing Staff Attendance Policy..is committed to maintaining the health, safety and welfare of its
North Carolina State Government W O R K E R S C O M P E N S A T I O N E M P L O Y E E H A N D B O O K PURPOSE The contents in this handbook are designed to provide employees of the State of North Carolina
Work Injury Compensation Act A Guide to the Work Injury Compensation Benefits and Claim Process Foreword This booklet provides a brief guide to the Work Injury Compensation Act which replaces the Workmen
1 SIR THOMAS RICH S Staff Sickness Absence Policy Date reviewed: October 2014 Status: Responsibility: The School s senior management team (SMT) draws up the school s Staff Sickness Absence Policy. It is
2.0 LABOUR INFORMATION J.Hood / Free Trade Zone Photograph 2: Cable & Wireless 2.1 General The island s population is approximately 70,737 based on the 2001 population census report. 2.2 Unemployment The
LEAVES AND ABSENCES - MANAGEMENT EMPLOYEES 6605 1.0 Personnel Leaves A management employee may, upon request be granted up to one year leave of absence, for the following reasons: 1.1 Health 1.2 Maternity,
w TOP 10 MYTHS OF EMPLOYMENT LAW As an Employment Lawyer I often come across employers who are ill informed about employment law. They frequently believe in a number of myths about the law which are either