Conditions of employment

Conditions of employment
See also
Discipline of work Scope of activities Lieu days Labour law Employee leasing Grant date Adaptation process Reliance letter Promotion policy

Conditions of employment also called job description, contract of employment, working conditions. Conditions of employment are rules, procedures and stipulations that employees must abide by as part of their contract. If employee break conditions of employment could be fired in disciplinary procedures of dismissal.

Terms of working conditions

Information about employment conditions and employee rights is a formal document, therefore it must contain certain specific elements and information The obligation of the employer in connection with the conclusion of the employment contract is to inform the employee about employment conditions in the workplace. Information on employment conditions must be communicated to the employee no later than within 7 days of signing the employment contract, even if the date of commencement of work is later (the employee has not started work yet). It should also be remembered that during the term of the contract, when some of its elements change, then you have to provide the employee with new information about employment conditions. Providing such information is crucial for every person employed. Failure to do so may result in financial penalties. In addition, an employee can always say that he has not been informed about certain tasks and responsibilities. Information on employment conditions must be provided to the subordinate in writing. It is important that there are signatures of both the employee and the employer (or a person authorized to sign such a document). Information on employment conditions is usually treated as an attachment to the employment contract. Job seekers whose skills are in high demand will have an advantage when negotiating terms of employment. Executive-level jobs also generally include negotiations over the terms between the hiring manager and the candidate.

What should be at job description

Information about employment conditions must be in writing and signed by the employer or a person authorized by him. Information on employment conditions can be made by writing in writing the relevant labor law provisions. The employee should be informed about the employment conditions individually. The information on employment conditions should primarily contain data on:

• the applicable daily worker and weekly working time standard,
• frequency of payment of remuneration for work,
• the extent of the employee's annual leave,
• the length of the notice period of the employment contract,
• a collective agreement on which the employee is covered,
• occupational safety and hygiene.

If the employer is not obliged to set the work regulations, then the information about employment conditions should also include issues concerning:

• night time,
• place, date and time of payment of remuneration,
• the accepted method of confirming employees' arrival and presence at work,
• the accepted way of justifying absence from work.

Examples of Conditions of employment

• Working hours: This could refer to the number of hours an employee is required to work, the start and finish times of the working day, and any overtime requirements.
• Salary: This includes the wages or salary the employee will be paid, as well as any bonuses, commission, or other incentives.
• Benefits: This could include health insurance, vacation or sick days, or other benefits offered by the employer.
• Dress code: This includes any rules or requirements for how employees are expected to dress for work.
• Job duties: This includes the specific tasks and responsibilities assigned to the employee.
• Performance requirements: This includes any expectations or standards for how well the employee is expected to perform on the job.
• Workplace safety: This includes any rules or requirements to ensure employee safety while on the job.
• Non-disclosure agreement: This is an agreement between the employer and employee that the employee will not share any confidential information or trade secrets with anyone outside the company.

Advantages of Conditions of employment

Conditions of employment provide clarity and structure in the workplace, and offer advantages to both employers and employees. These advantages include:

• Providing a framework for employer-employee relations: Conditions of employment provide a legal framework for the relationship between employers and employees, setting out expectations and responsibilities on both sides. This helps to ensure that the rights of employees are respected, while also allowing employers to maintain control over the workplace.
• Facilitating working relationships: Conditions of employment can help to promote good working relationships by setting out fair terms and expectations for both parties. This ensures that both employers and employees know what is expected of them, and can work together more effectively.
• Ensuring fairness and consistency: Conditions of employment ensure that the same rules are applied to all employees, regardless of race, gender, age or other factors. This helps to ensure that everyone is treated fairly and given the same opportunities for success.
• Promoting employee satisfaction: By outlining expectations and responsibilities, conditions of employment can help employees feel valued and secure in their roles. This can lead to increased job satisfaction, resulting in higher levels of productivity and loyalty.

Limitations of Conditions of employment

Conditions of employment can be limited in various ways. These limitations include:

• The employer cannot introduce conditions of employment that are contrary to the law. This means that they cannot introduce any conditions that would be illegal or unethical such as requiring employees to work in unsafe conditions or requiring them to take part in activities that go against their personal beliefs.
• Employers cannot introduce conditions of employment that would be discriminatory or place undue hardship on employees. This means that they cannot require employees to take part in activities or work in certain conditions that would disproportionately affect certain sections of the population, such as those with disabilities or certain ethnic groups.
• Employers cannot introduce conditions of employment that would violate an employee's right to privacy. This means that employers cannot require employees to share confidential information or personal details as part of their job.
• Employers also cannot introduce conditions of employment that would be excessively harsh or punitive. This means that employers cannot force employees to work more hours than what is legally allowed or impose overly strict penalties for violating the conditions of employment.

Other approaches related to Conditions of employment

• A one sentence introduction to the list: In addition to conditions of employment, there are several other approaches that employers may use to define job requirements and expectations.
• Performance contracts: Performance contracts are agreements between employers and employees that state specific objectives and goals that the employee must meet. This allows employers to measure the performance of the employee and hold them accountable for meeting the expectations.
• Employment contracts: Employment contracts are legally binding documents that are created to outline the terms of employment. This document typically includes the job title, wages, hours of work, holiday entitlements, and other information related to the job.
• Job descriptions: Job descriptions are documents that outline the duties, responsibilities, and expectations associated with a job position. It is important for employers to provide accurate job descriptions so that employees understand what is expected of them.
• Training and development programs: Employers may offer training and development programs to help employees develop the skills necessary to be successful in their roles. These programs can include courses on time management, customer service, and other topics.
• Employee handbooks: Employee handbooks are documents that outline the policies and procedures of the organization. This document can include details about the workplace, such as dress code, work hours, and benefits.
• Compensation packages: Employers may offer compensation packages to reward employees for their performance. These packages can include salary, bonuses, and other incentives.

In summary, there are many different approaches that employers can use to define job requirements and expectations. Conditions of employment are one approach, but employers may also use performance contracts, employment contracts, job descriptions, training and development programs, employee handbooks, and compensation packages. Each of these approaches can help employers ensure that their employees understand the expectations and meet them.

References

• Beveridge W., (2014)., Full Employment in a Free Society, Economics, Finance, Business & Industry, Health and Social Care, Social Sciences, London
• Department of Economics and Management, Faculty of Business Studies, Vavuniya Campus of the University of Jaffna, Sri Lanka, (2015)., Job description and job specification: a study of selected organizations in Sri Lanka,International Journal of Information Technology and Business Management, Vol. 41 No.1
• Employment conditions of workers performing work in the territory of the Republic of Poland in the framework of temporary posting by an employer with the seat in another Member State of the European Union,(2015)., Warsaw,
• Lars C., (1985)., Work sharing, employment and wages,Volume 27, Issue 3
• Raquel F., Garcia P., Pissarides Ch., (2001)., Entrepreneurship, start-up costs and employment, Volume 45, Issues 4–6
• Torrington D., (1991)., Personnel Management: A New Approach, Prentice Hall

Author: Aleksandra Malczyk