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- W3021497626 abstract "Publisher SummaryThis chapter focuses on various employment-related issues faced by a company and on the employees' rights. The standard test used to establish whether someone is an employee is whether their work is normally directed and under a real element of control by their employer and there are mutual obligations to provide and perform work. Whether workers are full-time or part-time does not affect their statutory employment rights and there is a legal duty on employers to ensure that part-time workers are treated equally. The recruitment procedures should be gender and race neutral and an offer of a job and its acceptance creates a legally binding contract. Employment contracts can be in writing or oral, and can consist of statutory, implied and express terms and employers must give all employees a ‘principle statement’ containing certain details of the contract in writing within two months of the commencement of employment. If an employer is intending to change contracts, there must be consultation with the union, if recognized, or with employee representatives before the change is introduced. A company can end an employment contract by giving contractual notice. After one month's continuous employment, the minimum notice is one week. The maximum statutory notice with 12 or more years' service is 12 weeks. The companies should also ensure that policies are in place to address issues of harassment at work, whether based on sex, race, disability, sexuality, religion or belief, age or transsexuality." @default.
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- W3021497626 date "2009-01-01" @default.
- W3021497626 modified "2023-09-28" @default.
- W3021497626 title "Employment Law" @default.
- W3021497626 doi "https://doi.org/10.1016/b978-0-7506-8701-0.00010-2" @default.
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