Whether you are looking for full-time employment or you are a part-time worker, this article will help you understand how your rights as an employee are protected. It includes information on implied and civil rights. It also discusses the importance of employment contracts.
Part-time employees
Despite a shaky labor market, part-time employees continue to suffer from a disproportionate impact on their working hours. This is largely due to the fact that most organizations do not have policies for part-time workers.
These part-time employees may have less loyalty towards the company than full-time employees. They also have fewer benefits to draw from, and they may not have the institutional knowledge needed for their positions.
Part-time employees may not always be available for clients or coworkers, and they may have to play catch up with their work. This can make retaining employees difficult.
In the event that a part-time employee is terminated, it’s important to handle the situation with subtlety. Often, part-time employees are working under the radar and there is little incentive for their bosses to get involved.
While the reasons for alternative work arrangements vary, there are some general strategies that can help part-time professionals succeed. These include making clear priorities, creating a protective environment, and broadcasting a positive impact.
Contingent workers
Contingent workers are a good way to expand the number of people you hire to work in your business. It also allows you to bring on specialized skills on a project basis, which is ideal when the needs of your business change frequently.
Unlike permanent employees, these workers are not dedicated to the company. They may be hired for a one-time project or for an extended period of time. But, once the job is completed, they are released from the company.
Having a strong onboarding process is important for both permanent and contingent workers. This ensures that they have all the necessary information and are well-equipped to work. It also helps them feel comfortable in the organization. Having a positive onboarding experience can improve the overall productivity of the organization.
Many successful contingent workers are able to make more money than salaried employees. They can also find more flexible jobs and schedule their working hours around family commitments.
Implied terms
Often, implied terms in employment contracts are used to fill in the gaps of a written contract. These can be derived from statutory, custom, or practice. To be enforceable, these terms must be reasonable and equitable, and not contradict or frustrate the express terms of the contract.
The most pervasive types of implied employment contract terms are those based on employment legislation, such as minimum pay, paid holidays, and freedom from discrimination. In addition, these terms may be incorporated on the basis of common law or custom. In some cases, these are so obvious that they are not negotiable.
In a recent case, the High Court in Australia unanimously rejected the existence of an implied term of mutual trust and confidence in employment contracts. This rule, which originated in the English contract case Moorcock in 1889, was not justified in the Australian context. However, the ruling did not prevent these terms from being implied in employment contracts.
