This is the internal identification number which the employer gives employee. Salary This is the amount the employee has earned before any deductions have been made. The employer may break this down into components if the employee has done overtime or receive a bonus or commission. This will show how much the employee has earned in wages before any deductions are made. It might also show how the employee pay was calculated, for example; the employee hourly rate and the number of hours worked.
24/8/12 to 30/9/12) * the gross pay and net pay * loadings, allowances, bonuses, incentive-based payments, penalty rates or other paid entitlements that can be singled out * if the employee is paid an hourly rate: * the ordinary hourly rate * the number of hours worked at that rate * the amount of pay at that rate * if the employee is paid an annual rate (salary), the rate as at the last day in the pay period * any deductions from the employee's pay, including: * the amount and details of each deduction * the name and number of the fund / account the deduction was paid into * any superannuation contributions paid for the employee’s benefit, including: * the amount of contributions made during the pay period (or the amount of contributions that need to be made) * the name and number of the superannuation fund the contributions were made to. B3. Two changes of personal information that must be
Task B – Your work role. Bi Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. Job description - defining the role, responsibility level. Entitlement - rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, Responsibilities - working hours, dress code, reporting illness/absence, annual assessments, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours. Bii Describe the information which need to be shown on your pay slip/ statement.
It also outlines sickness pay and conditions, annual leave and bank holidays and capability and disciplinary procedures. The Employee Handbook describes all aspects of grievance procedures, required notice of termination given by the employee or employer, general terms of employments regarding standards and codes of conduct, whistle-blowing, safeguarding and confidentiality,health and safety and misconduct. 2.2 Describe the information shown on own pay statement. My pay statement shows my name and address, job title, employee number, pay date, pay
Task B – Your work role Bi: Describe the terms and conditions of your employment as set out in your contract of employment or employment agreement. In my contract it gives me the information of the job title which I am employed to do, the hours I work and the rate of pay I receive and also sick pay. It also tells due to the nature of work of the company, Bank holidays are viewed as normal working day, it also tells of the amount of annual leave I receive and when the holiday year runs from. Also included is pension, notice of leave, disciplinary and dismissal procedures, grievance procedure, dress code and uniforms, personal protective equipment (PPE), health and safety, and confidentiality and code of practice. Bii:
It might include limits on decision making/to whom one reports/is supervised by. B: Entitlement - rate of pay, holiday entitlement, retirement and ill-health benefits, bonus/overtime rates, uniform and/expenses allowances, facilities, etc. C: Responsibilities: working hours, dress code, reporting illness/absence, annual assessments, complaints procedures, notice periods for leaving/dismissal, requirements to change working hours. D: General: Depending on the type of job, there might be other conditions restricting the employee taking other part-time work, confidentiality clauses, using company equipment for private use (e.g. phones, computers, and vehicles) general codes of behavior and adherence to certain corporate practices, health & safety regulations, etc.
[CT257.1] Know the statutory responsibilities and rights of employees and employers within own area of work Aspects of employment covered by law . Minimum Wage, Number of hours worked, Discrimination, Health and safety, Holiday entitlements, Redundancy and dismissal, Training, Disciplinary procedures and your contract of employment. the main features of current employment legislation . Employment rights act, Equalities and Discrimination law, Health and safety Act. Outline why legislation relating to employment exists .
Response to Client Request I Paper Memorandum To: Mark Taylor, CEO From: Subject: Required Reporting Date: December 20, 2010 This memo serves to provide information concerning required reporting of defined contribution, defined benefit and other postretirement plans as they relate to the acquisition of the new company. This memo also serves to provide recommendations to eliminate the two segments of the new acquisition. Defined Contribution Defined contribution is a pension plan where the “employer promises to contribute a certain amount into the plan each period (Schroeder, Clark, & Cathey., p.445).” Implementing a defined contribution pension plan necessitates disclosure of the plan in the financial statements, “the employee
Place of work, hours of work, remuneration, annual leave, sickness pay and conditions, capability and disciplinary procedures, grievance procedures, notice of termination to be given by employer and employee, pay in lieu. A Employee Handbook was also given at the
Identify sources and types of information and advice available in relation to employment responsibilities and available in relation to employment responsibilities and rights. * Manager, other colleagues & Human Resources department. * Company policy documentation and staff handbooks. * ACAS-Any advice regarding: age discrimination, dismissing employees, paternity leave, reduced working hours and pay. * Citizens Advice Bureau- Advise about employment rights; according written contract, about statutory rights including the minimum wage and holiday pay.