The Employment Rights Act 1996 underpins contracts of employment in the United Kingdom.
The terminolgy to use is a written statement of particulars of employment. This summarises the main particulars of the employment relationship and must according to the legislation be given within two months of the person's first day of service.
Whilst the law states two months it would actually be poor form to encourage a person to give up an existing job or prior state of affairs without actually presenting them with the contractual terms of their new role until two months after it has started. The law is quite flexible but if we are truly focused on the quality of the engagement with the prospective member of staff the written statement of particulars really should be issued as soon as possible after the decision to appoint has been made.
Issuing the written statement of particulars at the earliest point means the person is aware of what they being contracted to and can clarify any uncertainties before accepting. Starting a relationship in this manner where possible helps ensure a more harmonious contract.
The key aspects of a written statement of particulars are as follows:
An explanation of the symbols used
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Welcome to the free website for people who want to learn about the technology used for keeping staffing details in offices. Using this site you can learn as much from the comfort of your arm chair as you could in two years at work. Here is your chance to practice with systems that you may only have heard about. Get a behind the scenes view of what happens with your information and how it is stored.
This site is aimed at people from school leaving age and above who may be interested in working with what are known as Human Resources (HR) information systems.
If we can help even one person to secure a job in HR or specialise in HR systems as a result of using our free development site then the creators of HRMISolutions and Learning in Small Bites will have achieved what we set out to do.
You will get the best out of this site if you have:
Here we start to look at the systems that might be used in the administration of the types of cases that occur during the employment relationships. Administrators will get a chance here to look at the workings of a case monitoring system.
Types of cases that might be dealt with include:
Why bother with systems?
In truth there is no rule that says any system should be used. That said anyone going through a process in an organisation has a right to know that they are being treated in the same manner that other staff have been treated. Staff need to be comfortable that any decisions made are based on the facts of the matter and importantly not dispropostionately different from how other people have been treated in similar circumstances. Imagine how upsetting it would be if people in an organisation felt that for example staff from the south were more likely to be treated more favourably than staff from the north or men were always treated better than women.
The anonymised data stored in systems help large organisations to show that they treat all staff fairly.