Paralegal skills and establishing an Advice Centre
Employing people in an organisation
When an organisation employs people, it wants employees to have a clear idea about what the goal of the organisation is, and a commitment to fulfilling it. The employee must be clear about the job that he or she is expected to do. The organisation must also ensure that it has performed all its duties as an employer, for example, registered employees for UIF, SITE and PAYE.
What employers must do when they start a business
The basis of the relationship between an employer and an employee is the employment contract. This is an agreement that spells out what the organisation expects the employee to do, and what the employee can expect from the organisation.
A formal contract of employment must be shown to the new employee. Both the new employee and the committee (or representative of the committee) responsible for running the office and making employee appointments must sign the contract.
A job description sets out the specific duties and responsibilities that go with a staff position, the skills and qualifications required for the position, and the person or structure to whom the person filling the position is accountable. The first step in drawing up a job description is to analyse exactly what is involved in the job. The second step is to write it up following certain guidelines.
(1) Analysing the job means looking at:
(2) Guidelines to writing a job description
Include the following in a job description:
A person specification covers two areas:
This includes for example having to work weekends or nights.
Discipline and taking disciplinary action
Discipline is any action taken by the managing committee to change unacceptable behaviour or job performance of an employee who works for the organisation.
Employees have to work and behave according to the standards set by the organisation’s Constitution and the contracts of employment. If an employee does not work according to these standards action must be taken to correct and improve the employee's performance. But if the employee's conduct or performance is very bad, the organisation may decide to dismiss the employee.Before the organisation decides what action to take, the employee must get a chance to present his or her case fully.
The organisation might decide to take any of the following kinds of disciplinary action:
The type of action taken by the organisation depends on how serious the employee's action was, and anything else in the employee's favour or against the employee. If the employee's actions seem serious enough to allow for dismissal, then the organisation must follow legal procedures.
Every organisation should also have a simple Grievance Procedure that employees can use if they have a problem at work and they feel that it cannot be dealt with at a committee meeting.
Notice of a disciplinary enquiry
Here is a formal notice to tell an employee that she or he must come to a disciplinary enquiry. The notice can be changed to suit each organisation's own needs.
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