You’re Work Role
BiMy contract covers many terms and conditions such as
Job title, Entitlement - rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, uniform and/expenses allowances, public holidays, time recording,etc. Responsibilities such as working hours, reporting illness/absence, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours. Other conditions restricting the employee taking other part-time work, confidentiality clauses, using company equipment for private use (e.g. phones, computers, and vehicles) general codes of behaviour and adherence to certain corporate practices, health & safety regulations, etc. more in depth information and general matters are covered in a Staff Handbook which the employee is required to read. BiiName, address, employee number, the process date, national insurance number, holiday entitlement i.e.: what’s been taken and what is remaining, payments that have been made which includes the rate and the overall amount, deductions such as PAYE Tax & National insurance, total gross pay, gross for tax & earnings for NI all for this period, total gross pay, gross for tax, tax paid, earnings for NI & national insurance for year to date, tax code, dept., payment method and last of all the net pay amount. BiiiAny changes to your home address and contact telephone numbers must all be reported to your manager.
BivThe Company encourages employees to settle their grievances informally. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the grievance and the basis for it in writing and submit it to the manager.
BvData protection- You are entitled to know what personal information your employer holds about you and the purpose for which it is used, how to gain access to it, how it is kept up to date, and what they are doing to comply with their obligations under the Data Protection Act. This also applies to any service user wishing to gain access to their personal information. You are also responsible for certain aspects of data protection, such as checking that any information that you have provided to your employer in connection with your employment is accurate and up to date. You must also comply with the Data Protection Act when processing personal data in the course of your work. Any breach of data protection policy, whether deliberate or through negligence, may justify your employer in taking disciplinary action and could in certain cases result in criminal prosecution. Personal information should be kept in a secure environment, or if it is computerised, be password protected, or be kept only on disk, which is itself kept securely. The Data Protection Act 1998 requires your employer to comply with a number of principles in relation to the personal data they retain in that it must be: Obtained fairly and lawfully and not processed unless certain conditions are met, Obtained for specified and lawful purposes and not further processed in a manner incompatible for that purpose ,Adequate, relevant and not excessive, Accurate and up to date, Kept for no longer than necessary, Processed in accordance with data subjects’ rights, Protected by appropriate security, Not transferred to a country outside the European Community, unless that country has equivalent levels of protection for personal data. Grievance-As stated above, The Company encourages employees to settle their grievances informally. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the grievance and the basis for it in writing and submit it to the manager.
Conflict of management- As a company we have to recognise and deal with disputes in a rational, balanced and effective way. Conflict management when implemented within a business environment usually...