Date Posted: Oct 11, 2019
DurhamWorks have launched 3 podcasts to provide additional information and support to those who may be interested in DurhamWorks.
The three podcasts cover:
Employer support and job opportunities - This episode features The Park Head Hotel at Bishop Auckland and why Claire Gibbons, owner, has taken on three members of staff through DurhamWorks.
The journey a young person has taken whilst on DurhamWorks**** - from suffering from Paranoid schizophrenia to now having a job in which he can be proud of, Christopher Lambert tells us about his journey.
And finally, a parents perspective of how...
After gaining employment, you will then need to know what you are entitled to as an employee, everything you need to know from holiday entitlement to discrimination.
Your basic employment rights include:
As soon as you have been offered a job and have accepted it, a contract between you and your employer must be completed. Normally you are given your contract before or when you start work, it does not have to be in writing. Even if you haven’t been given a written document you still have a contract of employment.
After eight weeks in employment, you are entitled to a written statement of your terms and employment, which must include:
Employers have a legal duty of care to their employees.
Under the Health and Safety at Work Act 1974, every employer has a duty to ensure that, so far as is reasonably practicable, the health, safety and welfare of employees are protected. This means that equipment that you use must not be dangerous or defective and that the people you work with must work safely and responsibly. If you work for a firm with five or more employees, your boss must give you details of Health and Safety arrangement in writing. You also have a common law duty of care as an employee. This means you must take care not to cause or have accidents.
If you are injured at work report the matter to your supervisor straight away and if you have one, your trade union. Unless the injury is very small, see a doctor. Make a note of what happened and when in the accident book. Check to see whether you are entitled to any welfare benefits and get legal advice from either your trade union or a solicitor. You may be entitled to compensation for your injuries. You may also be able to claim Industrial Injuries Disablement Benefit.
The Working Time Regulation gives all employees over 16 the right to at least four weeks paid holiday a year. This right applies from your first day of employment. You are entitled to these holiday rights whether you work full time or part time, on a temporary or casual basis, or through an employment agency. You may be asked to “accrue” your holiday which means that during your first year the entitlement is spread out over the months so that you gain a number of days per month. Your employer can legally expect you to work bank holidays without the offer of additional pay or time off in lieu.
If you are absent from work on sick leave you may be entitled to pay from your employer. However, this depends on whether as an employee, your contract of employment entitles you to pay during sickness absence. Otherwise, you may be entitled to Statutory Sick Pay (SSP). This is paid up to a maximum of 28 weeks to all employees who are incapable of work and who satisfy the conditions of payment. If you are sick for four days or more in a row (including Sundays and bank holidays) your employer can claim SSP for you. You don’t have to claim SSP yourself, just follow the rules your employer has for notifying sickness.
Paternity leave is a right for partners of the child’s mother to take up to two weeks leave, following the birth of a baby.
If you are adopting a baby, adoption leave and pay is available when the baby starts living with you. When a couple adopts a baby paternity leave and pay may also be available.
Trade unions are voluntary organisations. They were originally set up by workers in different industries to protect employee rights and improve conditions of employment. Unions can:
There are 5 reasons which are seen as reasonable grounds for dismissal.
If an employee has at least 12 month service and believes that the dismissal is unfair they may complain to an employment tribunal. A complaint can be made by someone with less than 12 months service if the reason can be considered automatically unfair e.g. being let go for pregnancy.