Employment Rights Act 1996

The following are the terms and conditions of employment in a selected organisation:Contracts of employment A legal agreement between employer and employee that states the terms and conditions of employment eg. Holiday and pay listing the rights and responsibilities of workers. Payment terms A contract which will state your salary, how often you will be paid and the method of payment. Probation During this period, employees may be paid a lower salary and less notice will be required on either side to end the employment.

Disciplinary procedures States what action the employer will take if there is a problem with an employee. Grievance procedures Tell employees what action to take if a dispute cannot be resolved informally and if the employee feels there is a legitimate complaint. Annual leave All full-time employees have the legal right to a minimum of 20 days paid holidays a year also part-time and temporary employees must by law be treated in the same way.

Maternity leave Pregnant women automatically qualify for maternity leave for a minimum of 26 weeks. Notice and termination There is a minimum amount of notice that the employer has to provide if the contract is terminated. This allows him to find another job or for his employer to replace him. Redundancy This is a situation where a person is dismissed because there is no work for them to do. In law, redundancy must be fair. 

Union Membership If a trade union is recognised by the employer ,then all employees have the right to join or the right to refuse paternity leave Most working fathers can take up to 2 weeks paid leave following the birth of their partner's baby. The following are the employment legislation in a selected organisation: Disability Discrimination Act 1995 This Act protects people with disability against discrimination in employment, when obtaining goods and services, buying or renting land and gaining access to business premises. Employment Act 2002 This Act introduced "family friendly policies" and the right to request flexible hours, outlawed discrimination against temporary workers and also covered the ways in which disputes should be resolved at work.

Employment Rights Act 1996 This act gave all employees the right to a written contract within two months of starting work. Maternity leave and also the right to "opt out" of Sunday working. Equal Pay Act 1970 This act aimed to stop women gets paid a lower rate of pay than men even if they were doing the same job. Nowadays, if a woman believes that she is being paid less than a man she can make a claim in certain situations. Health and safety at work Act 1974 This act applies to all work premises. Anyone on the premises is covered by and has responsibilities under the act, whether employees, supervisors, directors or visitors.

National minimum wage Act 1998 All employers must pay a minimum hourly wage to workers over the age of 18 regardless of where they work also the size of the firm or the worker's occupation Race Relations Act 1976 This act makes it unlawful for anyone to be discriminated against or harassed on grounds of colour , race , nationality or ethnic origin Sex discrimination Act 1975 This act makes it illegal for anyone to be directly or indirectly discriminated against or harassed on grounds of gender. 

Working time Regulations 1998 Under these regulations employees can only be asked to work a maximum of 48 working hours per week, averaged over a 17 week period unless they are in an exempt occupation. The terms and condition of employment in a selected organisation is vital because anyone who works for an employer for more than one month must be given details of their terms and conditions of employment in writing. For example this is the terms and conditions for McDonald's.


Material from www.mcdonalds.com and any other World Wide Web site owned, operated, licensed, or controlled by McDonald's Corporation or any of its related, affiliated, or subsidiary companies (together, "McDonald's") may not be copied or distributed, or republished, uploaded, posted, or transmitted in any way, without the prior written consent of McDonald's EXCEPT: you may download one copy of the material on one computer for your personal, non-commercial home use only, provided you do not delete or change any copyright, trademark, or other proprietary notices. Modification or use of the materials for any other purpose violates McDonald's intellectual property rights.

The material in this site is provided for lawful purposes only. If you download software from our site, the software, including all files, images, contained in or generated by the software, and accompanying data (together, the "Software") are deemed to be licensed to you by McDonald's. Neither title nor intellectual property rights are transferred to you, but remain with McDonald's, who owns full and complete title. You may not resell, decompile, reverse engineer, disassemble, or otherwise convert the Software to a human perceivable form.