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Categories starting with A

Appraisal Schemes

An appraisal scheme is a way of assessing an employee's performance against a set standard. Assessing performance is important because it helps employees to improve and identifies personal strengths and weaknesses. Appraisals are also widely used to link an employee's performance to pay.

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A type of employment contract in which an apprentice is engaged to undertake a course of training and learning in order to practice a skilled trade or profession.  Generally the contract of apprenticeship will be for a fixed period of time and cannot usually be terminated unless on grounds of very serious misconduct.  Apprenticeships are available in a number of different areas, e.g. construction, engineering, hairdressing etc

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Arbitration involves an independent and impartial person called an arbitrator (acting alone or chairing a panel) being appointed by the Labour Relations Agency to make a decision on a dispute. This decision is based on the evidence presented by the parties to that dispute.

Arbitration is entirely voluntary. All parties to the dispute must agree to go to arbitration. The parties should also agree in advance that they will abide by the arbitrator’s decision.

The booklet below explains the arbitration service available from the Agency.

The Labour Relations Agency Arbitration Scheme

Under this Scheme claimants and respondents can choose to refer a claim to an arbitrator to decide instead of going to a tribunal hearing. The arbitrator's decision isbinding as a matter of lawand has thesame effectas a tribunal.

The booklets below explain the Labour Relations Agency Arbitration Scheme

  • Arbitration Explained
  • Asserting Statutory Rights

    Employees have a number of statutory employment rights; see Rights at Work for some examples. An employee is viewed as having asserted one of these rights when they have exercised their right to these entitlements, for example, an employee makes a request to their employer to be provided with an Itemised Pay Statement or to take annual leave. 

    Associated employer

    Employers are said to be associated when one company has control (directly or indirectly) over another or both companies are controlled by a third person.  An employee’s service with an associated employer should generally be taken into consideration when computing their total length of continuous employment.

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    Auto Enrolment

    Employers must automatically enrol certain members of their workforce into a pension scheme and will need to make a contribution towards it.

    The law came into force for large employers on 1st October 2012 with small and medium-sized businesses following in stages from spring next year.

    Even if an employer already offers pension arrangements for their workers, they still have some new obligations to meet.

    The main things that an employer must do are:

    • provide a qualifying scheme for workers
    • automatically enrol all eligible jobholders onto the scheme
    • pay employer contribution for eligible jobholders to the scheme
    • tell all eligible jobholders that they have been automatically enrolled and that they have the right to opt out if they want to do so
    • register with the Pension Regulator and give them details of the qualifying scheme and the number of people that have automatically enrolled.

    Go to the Pensions Regulator website for more detailed information.

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    Automatically Unfair Dismissal

    It is automatically unfair to dismiss or select an employee for redundancy on the grounds of their gender, race/nationality, religious belief or political opinion, marital status, age, disability, pregnancy, gender reassignment or for membership or non-membership of a trade union.  It is also deemed automatically unfair to dismiss an employee for asserting a statutory employment right.  An employee who is dismissed in any of these situations does not generally require the normal one year’s service requirement to make a claim for unfair dismissal.

  • Unfair Dismissal
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    Telephone Enquiry Point

    The Agency’s Enquiry Point is available to employers, employees, trade unions and others. Enquiry Point advisors provide information and advice on a wide range of employment matters. The Enquiry Point is also an important contact point for identifying circumstances, or clients, who would benefit from being referred to other Agency services.

    The Enquiry Point provides clear, confidential, independent and impartial advice to assist the caller in resolving issues in the workplace.

    While the advisors cannot provide a legal opinion they can help callers gain a better understanding of their rights and responsibilities as well as identifying possible options to help resolve their issues.

    03300 555 300
    Monday - Friday 9.00am to 5.00pm
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