Scope of activities
|Scope of activities|
The employee is obliged to carry out work that was specified in the contract of employment or is associated with the position to which the employee is employed. Typically, such an agreement determine only kind of job or position, without a specific indication of what actions will belong to the employee. The employer is obliged to acquaint employees with the scope of their duties, the method to work on designated positions. This obligation can be implemented in the form of oral or written information describing scope of activities and duties.
Labour Code no longer requires the development of a written scope of activities, however, the employer shall prepare it, at least for purposes of proof before the Court.
Scope of activities vs job description
Scope of activities is closely linked with the employee, job description is more general document in organization. Job description is an element of the organization structure, therefore, does not directly affect a particular employee. Scope of activities refines and matches job description to the particular employee. Therefore, it usually contain more details. It should not, however, extend the operating requirements unless the employment contract indicates otherwise.
Scope of the worker's activities may be attached to the contract of employment or can be supplied at a later time. In this case, document should be placed in the personal file of the employee.
Informing the employee of required scope of activities is important in situations where the employer wants to impose a penalty or terminate an employment contract due to improper execution of duties. In such cases, an employee can not defend itself by claiming that he did not know exactly their responsibilities and requirements of the employer. For this reason, manager usually prepares three copies of scope: for the employee, the immediate supervisor and to personal file.
Managers should not put into scope activities "other task assigned by the manager" because such a record does not mean anything and cannot be given as evidence in court. Labour Code implies that the employee must execute the commands of superiors within the workplace. What's more, the employee may be assigned to perform other work.
- Smith, B. N., Benson, P. G., & Hornsby, J. S. (1990). The effects of job description content on job evaluation judgments. Journal of applied psychology, 75(3), 301.