Starting date of the Employee
The importance of stating the names of the contracted parties is that, it shows whom this contract is between and can be used for further reference. Starting date of the Employee Employment Start Date: 22nd March 2009 The starting date is important as it shows when the employee (stated in 1) starts to see what rights they are entitled to. Regarding holidays and minimum notices before they leave/ or the minimum notice that they require if they are being sacked or fired.
3. Job title and description Assistiant Area Manager (for Rides): In this job you’ll keep a close eye on ride efficiency and continually seek to improve the customer offering on day-to-day basis. You will be required to have good communicational and motivational skills as being an Assistant Area Manager (for Rides) you will be required to run team briefings. With this job you will be expected to put ideas forward to improve customer service, and try to lower all business costs. As an assistant manager for rides, you will be expected to run a team through ride operations. And any other small jobs the manager asks them to do.
Importance: The job title and description gives the stated party in 1. It shows the roles and activities that the employee will carry out during work hours, or in the work premise. 4. Address of the workplace The Employee will work from: Alton Towers Theme Park, Staffordshire SS09 5EW Importance: states what park or aspect of the business the employee will work and the location they will work. 5. Salary The Employee’s salary is ï¿½17,500 per annum. Payments are monthly by BACS directly in to your bank account. If you do not have a bank account you will need to open one.
Importance; states they method of payment and amount of pay for the year. 6. Hours of work The Employee’s working week will consist of 40 hours, from Monday to Friday and from 9 am to 6pm. There is a 1-hour lunch break: timing to be agreed with immediate supervisor. From time to time, the Employee may be asked to work outside of the contracted hours. An hourly rate of 1.5 times the normal hourly rate will be paid. Importance: shows how many hours the employee has to work, states times and the rate of pay for overtime. It also states how long the employee is allowed to have for a lunch break. If they are paid less than is stated in the contract they have the right to go to a tribunal or go to a trade union.
7. Holiday entitlement The Employee is entitled to 4 weeks (20 days) paid holiday per annum. At the end of 5 years service an extra days holiday entitlement is given – followed by a further 1 days holiday entitlement for each of the next 4 years service: bringing maximum holiday entitlement to 5 weeks (25 days). Importance: states how long/ how many days the employee can/ must have holiday whilst working at the company. And it also states that after 4 years holidays are raised to 5 weeks (25 days). 8. Sickness entitlement Contractual Sick Pay: the Employee will receive their normal salary for a period of 4 weeks, in any 12-month period where a doctor’s certificate is produced after 7 consecutive days sickness. Payments will be less Statutory Sick Pay and any Social Security benefits due to the Employee.
Importance: states the days of sickness in which you can be paid for. Also informs employee that they will get less statutory pay (sick pay). Also states a medical note needs to be shown for 7 days sickness in concession. 9. Pension A Stakeholder pension scheme is provided for all employees. Details will be made available on starting employment. Importance: states they will get a pension for working here, but it will be discussed when starting the job. 10. Grievance procedure In all but one instance, the Employee must report any grievance to their immediate supervisor. Where, and only where, the grievance is with the immediate supervisor, the Employee can make their grievance known to the immediate supervisor of the Employees supervisor.
Importance: tells them if they have a problem report to their supervisor, who will try to resolve it in the best possible way. Disciplinary procedure Where the Employer believes that the Employee has acted in an unfit way in the course of carrying out their duty, or the Employee brings the Employers business in to disrepute, the Employee will face a disciplinary inquiry. If the Employee is found to have committed a minor misconduct, the Employer has the option of a verbal warning (in writing), or a written warning depending on the severity of the misconduct.
If the Employee is found to have committed gross misconduct, the Employer has the option of a verbal warning (in writing), a written warning, a final written warning, or instant dismissal. The Employer also has the option to suspend the Employee where the Employer needs to make an inquiry into the misconduct. Importance: states/tells them what they are able to do and not to do during the hours of work and the consequences they will receive, depending on the harshness of the event or misconduct.