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A
company manager is talking to a newspaper about his company structure:
The company has over 200
employees on its payroll. Some are employed part-time mornings only, Monday
to Friday, and some are employed full-time (Monday to Friday 9 to 5). Everyone
is given a contract before they start work outlining their duties and
responsibilities, and what they can expect from the company in return.
Every employee receives at least the minimum wage. We pride ourselves on
being an equalopportunities employer.
From
an Internet page on employees' rights:
If an employer no longer needs
an employee (because, for example, the company is closing down or moving)
and has to dismiss him, then the employee is entitled to receive redundancy
pay. Many companies will try to provide employees with suitable alternative
employment.
From
a factory-floor notice on employers' liability and employees' responsibilities:
Health and safety regulations
are very important and must be followed at all times. The company believes that
all employees should have maximum protection against industrial accidents.
The company will not be held liable for injuries and disabilities sustained
as a result of poor working practices by employees, and will accept no
liability for these in the event of any claims for compensation. The
company has a scale of fixed monetary awards to compensate those employees
who are affected by accidents caused as a result of company negligence. In
the event of an employee's death, any awards due will be passed on to the employee's
dependants.
From
a website explaining working time regulations:
An employee cannot be
compelled to work for more than 48 hours a week over a 17-week period. If
an employer makes him
work more than this time, the employee can complain to an employment
tribunal. Employees must
also be allowed to take 24 hours off work every 7 days, and take a minimum
20-minute break if their
working day exceeds 6 hours. They must also be allowed a rest period of 11
consecutive hours in
every 24 hours. All employees are entitled to paid annual leave, regardless
of how long they have worked
for a company.
From
a leaflet explaining women's rights at work:
Women cannot be dismissed on
the grounds of pregnancy or childbirth. They are entitled to up to 26 weeks
maternity leave, and to receive maternity pay during this period. If a
woman has completed 26 weeks of continuous service with her employer by the
beginning of the 14th week before the expected birth of her child, she can
take another 26 weeks: this is usually unpaid, but some companies will make
contributions. She must give her employer at least 28 days' notice of the
date on which she intends to begin her leave. Women are also allowed to
take reasonable time off work before the child is born for antenatal care.
If a company has to suspend a woman on the grounds of maternity (because,
for example, the work she is doing might endanger the unborn child), it
must offer her alternative employment or continue to pay her normal salary.
(Note that fathers are
entitled to two weeks' paid paternity leave. Both parents can also take
another 13 weeks' unpaid parental leave).
A
union leader is addressing some new employees:
Discrimination and harassment
of any kind (sexual, racial, etc) will not be tolerated in this company,
and are sackable offences, as are bullying and intimidation. If any
employee has a genuine grievance in regard to these, or other, problems,
you should talk to me or talk directly to your line manager. We will take
such allegations very seriously, and will talk you through the grievance
procedure so that you know the options that are open to you.
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