Conditions of employment
| Conditions of employment |
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| See also |
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[1].
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[2].
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[3]:
- 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[4]:
- 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.
Footnotes
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
