An employment contract contains the terms and conditions, both implicit and explicit, of the nature of the relationship between an employer and an employee.
With the use of trade union representatives of arbitration staff, employees should reach an agreement with their employers to achieve an alteration of their contract. The employee should present his case to the employer in a reasoned and rational way, explaining why they have requested those changes and why it would help both parties.
Not working on a Sunday is an issue covered by statutory regulations, and thus the employee does not have to make an overt request for such a change. Anything not covered by those regulations needs to be agreed to by the employer after they have had the reasons for a request of an altered contract. Once any and all changes are agreed, they need to be confirmed in writing.
New contractual situations necessitate two things: a newly updated 'written statement of employment' and, within a month of commencement of the changes, a letter is to be sent explaining the new contract of employment and its implications for both parties.
The company guide, a notice board, company Intranet etc are all possible places to advertise information regarding contract changes that aren't in written statements e.g. maternity leave, sick leave etc. Any terms and conditions not found in the written statement should be publicly available.
If wages or working hours are altered outside of the written statement of employment, and any changes to collective agreements agreed with trade unions or other staffing associations like agencies, then the employer is required to notify the employee. In essence, any changes to employees' contracts should be relayed to the employee regardless of their membership to any union.
If the employer refuses to honour a wage settlement, or the employee refuses to honour the working hours of the contract, then a breach has occurred. The situation can also become a negative issue if the employer tries to change a contract without seeking the agreement of the employer.
Arbitration services are available when contract disputes occur: they can be trade union representatives, citizen's advice bureaus, ACAS (Advisory, Conciliation and Arbitration Service) etc. Friendly mediation between both parties can resolve a conflict whilst reducing any last reputational damage. If an employee feels wrongly serviced by their employer, they can seek this mediation through the above options.
If an employee has an employment contract with a specific employer and that employment ends upon completion of a task or on a specific date, then they are on what is called a fixed-term contract.
A non fixed-term employee is an individual who works for a jobs agency rather than the company which has given the contract to that agency for staffing and recruitment: also, those on work experience schemes or members of the armed forces are examples of non fixed-term contracts.
Sometimes, fixed-term employees can include those who are employed for the purpose of covering maternity or sick leave, or if they are employed to complete a specialist task on a specific project.
With the use of trade union representatives of arbitration staff, employees should reach an agreement with their employers to achieve an alteration of their contract. The employee should present his case to the employer in a reasoned and rational way, explaining why they have requested those changes and why it would help both parties.
Not working on a Sunday is an issue covered by statutory regulations, and thus the employee does not have to make an overt request for such a change. Anything not covered by those regulations needs to be agreed to by the employer after they have had the reasons for a request of an altered contract. Once any and all changes are agreed, they need to be confirmed in writing.
New contractual situations necessitate two things: a newly updated 'written statement of employment' and, within a month of commencement of the changes, a letter is to be sent explaining the new contract of employment and its implications for both parties.
The company guide, a notice board, company Intranet etc are all possible places to advertise information regarding contract changes that aren't in written statements e.g. maternity leave, sick leave etc. Any terms and conditions not found in the written statement should be publicly available.
If wages or working hours are altered outside of the written statement of employment, and any changes to collective agreements agreed with trade unions or other staffing associations like agencies, then the employer is required to notify the employee. In essence, any changes to employees' contracts should be relayed to the employee regardless of their membership to any union.
If the employer refuses to honour a wage settlement, or the employee refuses to honour the working hours of the contract, then a breach has occurred. The situation can also become a negative issue if the employer tries to change a contract without seeking the agreement of the employer.
Arbitration services are available when contract disputes occur: they can be trade union representatives, citizen's advice bureaus, ACAS (Advisory, Conciliation and Arbitration Service) etc. Friendly mediation between both parties can resolve a conflict whilst reducing any last reputational damage. If an employee feels wrongly serviced by their employer, they can seek this mediation through the above options.
If an employee has an employment contract with a specific employer and that employment ends upon completion of a task or on a specific date, then they are on what is called a fixed-term contract.
A non fixed-term employee is an individual who works for a jobs agency rather than the company which has given the contract to that agency for staffing and recruitment: also, those on work experience schemes or members of the armed forces are examples of non fixed-term contracts.
Sometimes, fixed-term employees can include those who are employed for the purpose of covering maternity or sick leave, or if they are employed to complete a specialist task on a specific project.
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