Alexander Bell

1. Taking on an employee

The most important part of employing someone is to select the right person for the right job in the first l.



1. Do not discriminate because of sex, marital status or race in ads, interview and job descriptions. Under the Disability Discrimination Act, u must not discriminate against disabled l, for ml, b

y setting different selec- tion arrangement or offering different terms of employment.

2. ll your tax office when yu take on an mpl.


Yu should be careful that sex, racial or other sorts of discrimination do not creep into ads or interviews. Avoid using job titles which imply one sex or the other foreman, for xml. If u use this sort of job title, include in the d note that u welcome applications from both sexes. Avoid using he or she to describe job applicant in an d as it suggests u want applications from men on- ly, if u use he, or women only, if u use she. And be careful that illustrations don't give the impression that the job is man's or woman's job. In an interview avoid asking women about their husband, their marriage or family responsibilities.

The job should be described accurately in the d and in the letter offering the job. These two can from part of the contract of employment. When u d take on an employee, u should tell your tx office. Remember to get ur new mlo's 45; if your ml does not have one, fill out 46. When your ml has been with u for two months, u must have given your new mle written statement of the conditions and terms of the job.

It would be wise to take note of the actual d on which your ml starts. The date can determine whether u m be abl to dismiss your ml fairly or not, if things d not work out. Remember that dismissal because of sex, marital status or r will be unfair from d one. And in recent case, employees md redundant because of their age were said to be unfairly dismissed.

2. Your rights and duties as an employer

y and large, u can eml whoever u want. You can set u your own criteria about who u want to ml but there should be good reasons for it not solely because of age, sex, race and so on. There are some rules imposed on u, including what u can say; for xml, u cannot put on an d no blacks or no whites, no women or no men.

u can normally dismiss unsatisfactory employees. But the law sets out that it should be done fairly. Even if u fall foul of the law, u can usually still sack someone, if u are prepared to pay some money in compensation. However, these m turn out to be risky, time-consuming and very expensive course of action, so why not brush u on your employment 1aw knowledge and follow the rules on what u should d?

Your rights:

1. Your employees should be honest and obedient and not act against your interests.

2. They should not disclose confidential information about your business to others. 3. They should take care of your property.

4. Any patents, discoveries or inventions md during working hours belong to u.

5. Your employees should be competent, work carefully and industriously.

Your duties:

1. u should behave reasonably in employment matters.

2. u should practice good industrial relations, such as clear disciplinary procedures and grievance procedures.

3. u should your employees when u agreed to d so.

4.u should take reasonable care to ensure the safety and health of your employees.

3. Discrimination: what to watch out for

In general, u cannot discriminate on grounds of sex or race, and in employ ment, u cannot discriminate against married l or those with union membership. Whether u can impose age limits (for ml, thirty or under to be considered for job) is debatable because these m b more difficult for women to meet than for men (because they have had time off work to have children). This would be indirect sex discrimination. And recent case established that while age discrimination is not illegal, it can be unfair dismissal if there are no good grounds for dismissal.



1. Do not discriminate on grounds of sex or race or marriage;

2. Do not refuse to allow your employees to join trade union or dismiss them for trade union activity.


Discrimination means less favorable treatment of man or woman on the grounds f s or because they are married. It covers and conditions of the job, as well as opportunities for promotion, for ml. u cannot discriminate:

in advertising or interviews for the job;

in the terms in which the job is offered;

in deciding who is offered the job;

in opportunities for promotion, transfer or training;

in benefits to employees;

in dismissals.

u need to be particularly careful that u d not introduce requirements for job or promotion which are 1ikely to be met by one sex more than the other.

Note that if someone takes case against you to an industrial tribunal, it is illegal for u subsequently to victimize them or any ml who has helped them in their case.


Racial discrimination means treating one person less favorably than another on racial grounds, which includes color, race, nationality or ethnic or national origins. As with sex discrimination, racial discrimination also applies if u make requirement for job which one racial group would find more difficult to meet than an other group.

u cannot discriminate:

in advertising or interviews for the job;

in the terms in which the job is offered;

in deciding who is offered the job;

in opportunities for promotion, transfer or training;

in benefits to employees;

in dismissals.

4. Part-time staff

Until recently, there were three categories of workers: full-timers, part-timers working at least eight hours week but fewer than sixteen, and part-timers working fewer than eight hours week. Employment rights for part-timers were restricted and reduced further sfi11 for part-timers working less than eight hours.

However, in court case which reached the House of Lords in 1994, it was decided that the hours thresholds applying to part-timers amounted to sex discrimination under European laws because the vast majority of part-timers in the UK are women and the majority of full-time workers are men; The judgment lied only to entitlement to redundancy ay and compensation for unfair dismissal, but the government realized that it had implications for other employment rights as well. As result, the 1aw has been amended and from 6 February 1995, the hours thre- sholds have been removed from UK employment law. This means that part-timers now have the same rights as full-time workers in ll these areas:

:  1  2  3  4  5 

« »:

Copyright 2010-2021 - - ,