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This is a list of business vocabulary related to hiring, firing and human resources. fire To terminate the employment contract of (an employee), especially for cause (such as misconduct or poor performance). Synonym s of fire are: dismiss, make someone redundant, give the sack, give the axe, sack. get the sack To be dismissed from employment.Synonyms of get the sack are: get the chop, get the boot, get the elbow. lay off To dismiss (workers) from employment, e.g. at a time of low business volume, often with a severance (see below) package resign To quit (a job or position). I am resigning in protest of the unfair treatment of our employees. retire To withdraw from one's occupation, business, or office; stop working. give notice To announce one's intent to leave a job; to inform an employer that one is leaving. He gave notice yesterday that he'll leave in two weeks. notice period
A period of time before which an employee, by contract or by courtesy, must inform his/her employer of his/her intention to leave the current job. redundancy payment a sum of money given by an employer to an employee who has been made redundant severance pack A severance package is pay and benefits an employee receives when he or she leaves employment at a company. unfair dismissal Unfair dismissal is the term used in UK labor law to describe an employer's action when terminating an employee's employment contrary to the requirements of the law. constructive dismissal also called constructive discharge, occurs when employees resign because their employer's behavior has become so intolerable or heinous or made life so difficult that the employee has no choice but to resign recruiter A recruiter is someone engaging in recruitment, or the solicitation of individuals to fill jobs or positions within a corporation. recruiters are also called headhunters hire To employ. They hired a new accountant. credentials
a letter or certificate giving evidence of the bearer's identity or competence presented to employers before being hired
Salary and pay vocabulary
This is a list of business vocabulary related to pay, salary, wage... pay A wage or salary earned for work salary A salary is a form of periodic payment from an employer to an employee, which may be specified in an employment contract. wage Wages differ from salaries in the sense that each job, hour or other unit is paid separately, rather than on a periodic basis . Pension A pension is a fixed sum paid regularly to a person, typically, given following a retirement from service. back payment An overdue payment from an employer to an employee for work done in earlier. The employer payed a back payment to his employee on his wages from 3 months earlier. pay cut A reduction in the amount of pay an employee is given.
basic salary What an employer earns before other sums of money. bonus An extra sum given as a premium to an employee The employee of the week receives a bonus for his excellent work. performance-related pay This is money paid to someone relating to how well he or she works at the workplace.The pay cuts will affect only new employees. such as payments for working extra hours. are added. ask for pay rise To ask for an increase in pay. pay rate The amount of money received per unit time usually per hour In some countries women's pay rate is lower than men's net pay This is the amount of money left over after deductions from the gross salary. cost of living allowance .
overtime pay Overtime is the amount of time someone works beyond normal working hours.employment job application job description job evaluation job satisfaction job security job sharing junior clerk . disability pension A disability pension is a form of pension given to those people who are permanently or temporarily unable to work due to a disability. Salaries are typically adjusted annually.working papers employment contract .labour contract employment for a trial period employment office employment rate internal regulations to interview irregular work .industrial injury applicant . Employers are required to pay workers at a higher hourly rate for overtime work.A Cost of Living Allowance (COLA) adjusts salaries based on changes in a cost-of-living index.discontinuous work job . Overtime pay is the money given to someone for such work. Related material: English for Specific Purposes needs. absentee absenteeism absenteeism rate accident at work . severance pay A severance package is pay and benefits an employee receives when he or she leaves employment at a company.junior employee labor costs .candidate application form to apply for a job to appoint a person apprenticeship aptitude test to ask for a rise assessment of applicants dismissal dismissal for cause dismissal without notice early retirement employer employment agency employment card .
labor relations (US) retirement retirement age right to strike to risk indemnity role clash salaried workers .to be fired to be laid off to be on probation .labour court training .employees salary labor disputes labor force .employment office hours office manager office staff .office personnel on the job training outsourcing to train training period trial period under contract underemployed unemployment unemployment benefits union dues .assistant back pay bargaining power basic salary to be dismissed .human relationships independent unions index-linked wages indirect labour industrial relations (GB) .moonlighting contractual situation cost of living allowance credentials day shift direct labour disability pension disciplinary measure disciplinary sanction to dismiss .to fire overtime pay overtime work part-time part-time job partial disability pay pay formula .vacation (US) human relations .advanced education to hold a position holiday (GB) .office work company bargaining .union industrial tribunal .office hours C hristmas bonus clerical work .retribution executive cadres executive personnel exit permit experienced person family allowances to fill a vacancy freelance full-time employment full employment full time general strike to go on strike gross wages and salaries have an accident at work health care higher education .manpower labor market labor mobility labor relations .trade-union relations labor retraining labor supply learning by doing .to be on trial to be on strike to be out of work business hours .company negotiation compensation for permanent disability concealed work .learning by practice leave letter of appointment lock-out management training managing director middle management minimum rate of pay motivation night shift occupation .
pay envelope (US) wage bargaining .wage band seasonal employment seasonal workers secondary job to secure employment to select candidates senior clerk .personnel costs to strike striker to take measures to take one's holidays temporary disability temporary staff the job is still vacant top manager subscription union officer .pay negotiations wage ceiling wage claims wage dynamics wage freeze wage indexation scale wage pressures welfare contributions to work at home work overtime work sheet worker .national holiday (US) purchasing manager re-employment redundancy payment refresher course relationship management remuneration salary range .notice (employee) to retire (US) .trade unionist unjustified dismissal unpaid leave unskilled labour unskilled worker vacancy .national insurance social security sole director staff costs .payroll ledger payslip pension pension fund period of notice permanent disability permanent job .steady job permanent staff personnel .diagram pay increase for merit payroll .blue-collar worker working day working hour workload workplace workshift resign (chairman) .dismissal pay short-term employment sick leave skilled labour skilled work skilled workers social costs social insurance .to give notice total disability (employee) trade-union (GB) .staff personnel department personnel requirements planner prevention production bonus professional qualifications professional training programmer public holiday (GB) .senior employee severance pay .labor union resignation (chairman) .vacant position wage-cost spiral wage-earning workers wage-packet (GB) .
Employment CV (abbreviation of curriculum vitae) application form interview job career part-time full-time permanent .
temporary appointment (for a meeting) ad or advert (abbreviation ofadvertisement) contract notice period holiday entitlement sick pay holiday pay overtime .
redundancy redundant to apply for a job to hire to fire to get the sack (colloquial) salary wages pension scheme / pension plan health insurance .
company car working conditions qualifications offer of employment to accept an offer starting date leaving date working hours maternity leave paternity leave .
promotion salary increase training scheme part-time education meeting travel expenses bonus staff restaurant shift work office .
factory switchboard fire drill security reception health and safety director owner manager boss .
colleague trainee timekeeping job description department work training course apprentice rate of pay strike to go on strike .
The statement of terms must include the following information: The full name of employer and employee The address of the employer The place of work The title of job or nature of work The date the employment started If the contract is temporary.The Terms of Employment (Information) Acts 1994 and 2001 provide that an employer is obliged to provide an employee with a written statement of terms of employment within the first two months of t he commencement of employment. this requirement does not apply to an employee who has been employed for less than a month. the expected duration of the contract If the contract of employment is for a fixed term. the details Details of rest periods and breaks as required by law *The rate of pay or method of calculation of pay The pay reference period for the purposes of the National Minimum Wage Act 2000 *Pay intervals *Hours of work *That the employee has the right to ask the employer for a written statement of his/her average hourly rate of pay as provided for in the National Minimum Wage Act 2000 *Details of paid leave *Sick pay and pension (if any) *Period of notice to be given by employer or employee *Details of any collective agreements that may affect the employee’s terms of employment . However.
). Disciplinary and grievance procedures The Labour Relations Commission has published the Code of Practice: Grievance and Disciplinary Procedures (pdf) which states that employers should have written grievance and disciplinary procedures and they should give employees copies of these at the start of their employment. even if the contract is . (Under that Act the employer may calculate the employee's minimum wage entitlement over a reference period that is no less than one week and no greater than one month). with or for suppliers or clients of the former employer. clients. There is a sample written statement of terms of employment on the website of the Workplace Relations Customer Services. etc. some employers are adding in specific provisions in contracts of employment that limit the ability of employees to work in a certain sector. (For example. provided that the employee has easy access to such documents. a pension scheme booklet or a collective agreement. However.* In the case of these items instead of giving each employee the details in writing. the employer may refer an employee to other documents. but there is no provision in employment law that allows this either. The statement of terms must indicate the reference period being used by the employer for the purposes of the calculation of the employee's entitlements under the National Minimum Wage Act 2000. you are strongly advised to seek legal advice from a competent legal professional in advance of signing this contract. This must be done within 28 days of entering the contract of employment. for a period following termination of employment.that is. Under the Unfair Dismissals Acts 19772007 employers are required to give the employee in written notice of the procedures to be followed before an employee is dismissed. There is nothing in employment law in Ireland that strictly forbids this. Specific provisions in contracts of e mployme nt In recent times. the contract of employment signed and agreed between the employer and employee. Essentially. for example. it may specifically state that the employee cannot work in a certain sector. If you have any concerns about this issue. this is an issue of contract law . with certain suppliers.
. y ou can bring a complaint using the new single complaint form. adoptive leave and carer's leave legislation. The requirement for both the employer's and the employee's consent to changes in the terms of the contract is part of contract law. changes must be agreed between your employer and yourself. or entitlements under the maternity protection.see 'Where to apply' below. For further information about your employment rights contact Workplace Relations Customer Services . you are always free to seek such legal advice. You must make the complaint while you are in employment or within 6 months of leaving your employment. but otherwise. The above exclusion from the Acts will not apply if the dismissal results from trade union membership or activity. The Unfair Dismissals Acts 1997-2007 will not apply to the dismissal of an employee during a period at the beginning of employment when he/she is on probation or undergoing training provided that: the contract of employment is in writing the duration of probation or training is one year or less and is specified in the contract. pregnancy related matters. Changes to your contract of e mployme nt Changes to your contract of employment in Ireland can occur due to a change in the law.signed. parental leave. Probationary period The contract can include a probationary period and can allow for this period to be extended. Solicitors' fees in Ireland can vary widely so shop around and obtain some quotes for legal advice before you proceed. How to apply If your employer fails to give you written details of the terms of your contract.
If you experience any difficulty kindly contact us. Where a basic condition of employment is not specifically mentioned. the Labour Relations Act.Contract of Employment : Example Please note that it is not necessary to include the explanatory notes included in this sample. Also refer to notes in the Basic Conditions of employment included in this manual) Strictly private and confidential Entered into between (Name of company) _____________________________________________________ (Herein after also referred to as "the employer" or "the company") and __________________________________ (ID ________________________) (Herein after referred to as "the employee") Terms and conditions of employment The terms and conditions set out herein will constitute the employee's contract with the company with effect from __________________. This is a free service. Employers are advised to delete these notes on their own discretion. Act 75 of 1997. the Basic Conditions of Employment Act. the relevant legislation will be applicable (eg.). Act 66 of 1995 amendments to legislation etc. Job description JOB TITLE .
1 supra. four weeks.2. Although the employee has been employed in the position referred to in paragraph 2. Termination of employment This contract of employment may be terminated only on notice of not less thanone week.__________________________. two weeks. he/she may be required to perform other duties that may reasonably be expected of him /her within the company from time to time.1 and will therefore be responsible for the duties referred to in paragraph 2. The Duty Sheet forms part of this contract. During the period of employment within the company the employee will report as per company nameOrganisation Chart and obey instructions given by him/her and any other person duly authorised (or delegated) by the company to do so. DUTIES The duties of this position are set out in the Duty Sheet annexed hereto as annex A. Subsequent changes thereto may only be affected in consultation with the employee. if the employee has been employed for six months or less. if the employee has been employed for more than six months but not more than one year. if the employee has been employed for one year or more. or is a domestic worker who has been employed for more than six months Probation .
Working hours .(Insert period if applicable) Remuneration The employee's total monthly remuneration will be R______________. the employer will pay the salary on the last working day before said day. Remuneration will include the following: Basic salary Total R____________ R____________ The following will be deducted from the salary: PAYE UIF Benefits Annual Bonus at Company Discretion: (See notes on 13 th cheques elsewhere in this manual) Profit Sharing at Company Discretion: See notes on 13 th cheques elsewhere in this manual) Annual salary negotiation Remuneration will be revised on an annual basis. payable in arrears on the 3rdlast working day of each month. Should the regular payment date fall on a weekend or public holiday.
Overtime Limit on overtime The employee may be permitted or requested to work overtime from time to time when needed. Lunch breaks will be taken from 13:00 to 13:30 daily. calculated as follows: Nine (9) hours on any day.2 may be extended by up to fifteen (15) minutes a day.1 above will be the normal method of remuneration. Remuneration in respect of overtime The employer shall calculate overtime remuneration at no less than 1. . especially when serving a client.Nor mal working hours will be from _____(08:00) to ________(16:30) from Mondays to Fridays. The reason for this provision is to allow the employee to finish the task at hand. but may not exceed one (1) hour a week. Hours of work in terms of item 5. Meal intervals The employee is entitled to a lunch break of 30 minutes. he/she will inform the employee accordingly. provided that the daily overtime shall not exceed three (3) hours a day and a total of ten (10) hours a week.2.5 (one and one-half) the employee's hourly wage for each hour of overtime worked. before the commencement of overtime. The employer may not require or permit the employee to work more than forty -five (45) hours per week. Should the employer need to use one of the other options due to circumstances. or Pay the employee no less than the employee's ordinary wage for each hour of overtime worked and grant the employee at least thirty (30) minutes time off with full pay for every hour of overtime worked. or The remuneration method in 7. and Lunch breaks are not included in this calculation. at the end of a working day. if the employee works five (5) days or less a week. or Eight (8) hours on any day if the employee works on more than five (5) days in a week. preferably in writing.
he/she shall receive normal payment for that day. the employee shall be paid double the normal day's wage for a full day or double the hourly wage for every hour worked. If the parties agree that the employee should work on any of the above days. Public holidays The employee will be entitled to the following official public holidays on full pay: *New Year's Day *Human Rights Day *Good Friday *Family Day *Freedom Day *Worker's Day *Youth Day *National Women's day *Heritage Day *Day of Reconciliation *Christmas Day *Day of Goodwill Any other holiday declared by Government from time to time will also be granted with full pay. . but will be agreed on by the parties to the best interest of the company and the employee from time to time. The employer may also by agreement grant two (2) paid working days off in lieu of payment. Remuneration If the employee does not work on a public holiday.Work on Sundays and Public Holidays Sundays Work on Sundays will not be compulsory.
Motivated written application must be made to obtain such consent. detailing the amount of leave which may be accumulated. Leave must be applied for in writing in the form and manner prescribed by the company from time to time. the employee must ensure that the company is notified as soon as reasonably possible. Sick leave During every sick leave cycle (12 months) the employee will be entitled to an amount of sick leave equal to the number of days the employee would normally work during a period of four (4) weeks. and may only be taken after approval by the company or its delegated authority. Leave accumulated in terms of special permission referred to above will not be paid out at termination of service. An application for sick leave must be supported by a certificate from a registered medical practitioner.Annual leave The employee is entitled to (15) fifteen working days leave per annum. except where explicit written consent is obtained. The employee will therefore be entitled to ten (10) days sick leave over a period of twelve (12) months (1 years). Leave will not be granted concurrently with any other period of sick leave granted. Leave may thus not be accumulated for purposes of inflating a severance package. Leave will normally not be granted within the notice period regarding termination of service. In the case where the employee is unable to attend work due to medical reasons. During the first six (6) months of employment the employee is entitled to one day's paid sick leave for every twenty-one (21) days worked. Leave may not be accumulated for more than eighteen (18) months. Family responsibilities leave .
or Application for sick leave cannot be reasonably substantiated. child. Paragraph 11.1 only applies to an employee who: Has been employed with the employer for longer than four (4) months. Leave without remuneration Leave without remuneration may be granted when the employee's: Sick leave credits are insufficient or have been depleted. The employer is only obliged to grant family responsibility leave under the following circumstances: When the employee's child is born. Paragraph 11. and Works at least four (4) days a week for the employer. grandchild or sibling. adopted child. parent or adoptive parent. or When the employee's child is sick. or Family responsibility leave credits are insufficient or have been depleted and no vacation leave . grandparent. and Works at least four (4) days a week for the employer.1 only applies to an employee who: Has been employed with the employer for longer than four (4) months. or In the event of death of the employee's spouse or life partner.The employee will be entitled to three (3) days family responsibility leave during each leave cycle (12 months).
not to disclose during the continuance of this contract or afterwards. any of the trade secrets of the employer or any information which is confidential to the employer's business. If the employee is absent from duty without prior arrangement or permission. This does not preclude the employer from taking disciplinary measures against the employee in terms of this contract. Trade secrets include the following. whether in hard copy.credits are available. client contacts. contained on computer disc or any other recording medium. proposal contents. the employer may regard any period of such absence as leave without remuneration. Leave without remuneration may affect the calculation of any bonus or reward that the employer may contemplate. Leave without remuneration will affect the accumulation of vacation leave credits on a pro-rata basis. The application will be fully motivated. logistic techniques. which list will not be regarded as exhaustive man-hour tariffs. . Trade secrets/confidentiality The employee undertakes. The employer is not obliged to approve such an application. The employee may apply in writing to be granted leave without remuneration for an extended period not exceeding six (6) months in exceptional circumstances. Deductions from remuneration The employer may not deduct any monies from the employee's salary unless the employee has agreed thereto in this contract or in writing on each occasion. without prejudice to any general duty of confidentiality. The employee further undertakes immediately after the termination of his/her services to hand over to the employer all documentation and data in his /her possession belonging to the employer. etc.
in any other trade.1 also applies to potential clients in which the employer has shown interest or with whom the employer was negotiating at the time of the employee's employment in the company. close corporation. Paragraph 16. The employee will not be liable to the employer for information divulged in terms of legislation or a court order compelling him/her to do so. abstract.including documents made by him /her in the course of his/her employment. The aforementioned implies that any copy. concerned or interested. products and services. business or profession without the explicit written consent of the employer. Exclusive service The appointment under this contract is a full time appointment and the employee shall devote his/her full commitment. close corporation. energy and attention to the employer's business. whether on his/her own behalf or on the behalf of any other person. deal with or supply any person. partnership or company with whom the employer dealt at any time during his/her employment. This limitation of trade is restricted to the nature of the employer's business. whether for reward or otherwise. Restraint of trade The employee may not for a period of six (6) months from the date of termination of this contract. . partnership or company solicit custom from. This limitation can be waived should both parties so agree. The employee shall not at any time during the continuance off this contract be direct ly or indirectly engaged. or any precis of any document belonging to the employer made by the employee or any other person shall itself belong to the employer.
... General Any changes to this agreement will only be valid if they are in writing and have been agreed upon and signed by both parties. Witness ..................... The Disciplinary Procedure and Code of Conduct is annexed hereto as annex B............. Thus done and signed at ...... Employer ............... Employee ........... ....... Witness Employment Contracts | What should be ..................... on this.... grievance and disciplinary procedure The employee will be subject to the company's disciplinary procedure. code of conduct and policies as determined and amended from time to time......................................................................... 2005..... the .... and forms part of this contract...............Policies. Gr ievances or problems can be raised through the stipulated internal communication channels...... day of .......
and does not protect employers properly. As the quickest and most cost-effective way to comply with all the current employment regu lations. See below for what should be included.complete staff handboo ks for employers . A comprehensive contract of employment allows an employer to specify an employee's duties and responsibilities . ( known as a "statement of terms") within 2 months of the employee's start date. (Exceptions to th is are where an employer has t aken over an organisation with existing employees . Contract of Employment . a statement of terms is th e bare minimum required by law. Names of the Parties The employer's organisation details and the employee's full name and address.so an employee kno ws exactly what is expected o f th em. Ho wever . . For employers who want all the necessary contracts. 1.) 3. Start Date This is important as it also includes a brief statement to say that employment with a previous employer does not count towards the various righ ts that are gained by employees after one and two years of service.Conten ts See our C ontract o f Employment Templates for all th e different employment contracts we provide. That is why an employment contract is much better for both employers an d employees.Employers Pack Why have an employment contract? An employer must provide an employee with their employment terms. In other words the employee starts ag ain from zero with the new employer. Job Title and Description This usually follo ws the job title and description specified in any recruitment adv ertisement and subsequent offer letter. 2.included? Staff & Employee Handboo ks .their employment rights are maintain ed. To suit th e employer it also allo ws for flexibility in th e employee's role. employment policies and documents required to manage employees we would recommend purchasing a Staff Handbook.
4. which work-related expenses will be covered and wh en th e employee . 8. the hours cannot exceed th e 48 -hour per week as specified by theWorking Time Regulations. Assessments The employer can state when the employee will receive th eir first work assessment and the timing of all subsequent regular assessments. it also allo ws for the employer to specify any oth er location in the future. 7. Ho wever. 9. Probationary Period The employer can specify a trial period for th e employee with the option of a short notice period at the end of the trial. Deductions This clause details all th e circumstances in which the employer can make deductions from the employee's salary. Place of Work Allows th e employer to specify the location where th e employee will work. nation al insurance and any deductions. however the employee also agrees to wor k additional hours if the employer reasonably requests it. Salary This details th e employee's gross salary before tax. Hours of Work The employee's hours are specified within the contract. if the employee does not fulfil expectations. for example every 12 months. Ho wever. 10. This gives th e employer much greater flexibility. Th e employer can also extend the trial period. Expenses The employer can agree with the employee. (unless the employee has sign ed a voluntary opt-out from the Regulations). 6. 5. It also specifies when payment is made.
(it do es allow for a third party to contact th e employer on the employee's beh alf). this clause also provides a detailed list of actions that constitute gross misconduct allowing th e employer to dismiss without giving notice. The clause also states when a doctor's certificate is required and wheth er the employee will receive statutory or contractual sick pay . Holidays This clause spec ifies when the holiday year will run from. Sickness & Disability Absence through sickness is a major cost burden on employers. The clause also includes further details regarding rolling -over holidays into the n ext y ear. 13. a stakeho lder pension scheme or whether the employment comes without a pension provision. This is important as th e employer may wish to prevent employees taking busy wor k periods off. 12. retail or en tertainment industries. 14. Pension This clause states the pension provision . I t is recommended that organisations hav e a separate Sic kness & Absence Policy. Restrictive Covenan ts .company pension scheme. Notice The notice period to be giv en by eith er the employer or th e employee. for example Christmas time for hospitality. which is included free with all our contracts. (subject to a statutory minimum of 28 days) and whether bank and public holidays are included or excluded from this. Ho wever. Please see our Grievance & Disciplinary Policy. 15. restrictions on holidays where the employee has already giv en notic e and on termination th e pro rata payment in lieu of any unused holiday entitlement. This clause states by what time the employee must inform the employer th at they will be unable to attend wor k. Th is clause also allo ws the employer to specify the number of days per year that an employee can take. Howev er to prevent errors and possible fraud the clause makes it clear th at proof o f payment is required.will be reimbursed. 11.
16. 20. Prevents an employee from setting up a competing busin ess whilst still employed. it can also be changed to specify th e Scotland.which every organisation should h ave in place.age discrimination legislation . Also prevents an employee from competing for a set period of time and within a defined geographical area once they h ave left the employer. 19. so if one is invalid or does not apply to the employee the rest of the contract remains valid. 18. Other restrictions include attempts to encourage oth er employees to leave and work in a competing business. It protects all confidential and commercial information belonging to th e employer. (if requ ired). Grievance and Disciplinary Procedure This refers to the detailed separate Grievance and Disciplinary Policy that comes free with each CompactLaw Employment Contract. 17. This clause and the retirement policy ensure compliance with the Employment Equ ality (Age) Regulations 2006 . .This is only included within the CompactLaw Long Employment Contracts. sub-paragraph or clause is independen t of each other. Severability This standard paragraph states that each paragraph. Prior Agreements Another standard paragraph . the clause states that any breaches will entitle the employer to seek legal redress. ho wever. Finally. including damages for any loss. Retirement Refers to a separate Retirement Policy . Jurisdiction Confirms the contract of employment comes under the jurisdiction of the English courts. stating th e contract contains all the terms agreed between the employer and the employee and that no previous agreement (written or verbal) counts .
Particulars of Employment Under Section 1 of the Employment Rights Act 1996 all employee contracts must set out the main terms of the contract in a separate schedule. .21. Th is is so that the employee (and the employer) can easily refer to th is schedule when they wish to remind themselves of the main terms.
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