Clear workplace policies and procedures help organisations to be productive, efficient and maintain high levels of staff morale. Ensuring that everyone knows how and why things are done is a key component in establishing best employment practice.
This Order relates to the issue of continuity of employment in the context of undergoing professional training and being employed successively by a number of different health service employers.
Problems can arise in any workplace. Below are some examples, though not an exhaustive list. Employers, employees and their representatives may find it helpful to refer to the Labour Relations Agency's codes of practice, sample letters, flowcharts and guides. Our service is confidential and all our resources are free of charge to anyone working to prevent or resolve a workplace issue in Northern Ireland.
When employment contracts end through resignation, retirement, dismissal or redundancy, there are rights and responsibilities for both the employer and employee.
These Regulations set out the standard of achievement which is prescribed for the purposes of the Employment Rights (Northern (Ireland) Order 1996.
Employers must provide a contract of employment which sets out the terms and conditions of employment.
No. 50 The Disability Discrimination Code of Practice (Goods, Facilities, Services and Premises) (Appointed Day) Order (Northern Ireland) 2004
Under Article 54A of the Disability Discrimination Act 1995, the Equality Commission for Northern Ireland may prepare and issue codes of practice giving practical guidance: to - employers, service providers; to - promote equality of opportunity, encourage good practice in the field of employment and in access to goods, facilities services and premises. (01/03/04)
192 (C.9) Employment Rights (Time off for Study and Training) (1998 Order)(Commencement) Order (Northern Ireland) 2000
This Order brings into operation on 1/9/00 the provisions of the Employment Rights (Time off for study or training) (Northern Ireland) Order 1998.
This Order lowers the small employer exemption threshold (available under Section 7 (1)) from 20 employees to 15 employees.
These Regulations, as of 2nd February 1997, revoke and replace the Industrial Relations (Continuity of Employment) Regulations of 1994 and relate to maintenance of continuity of employment where a dismissed employee is reinstated or re-engaged in certain circumstances.