As noted above, the 1997 Act allows for flexibility and certain rights may be amended or excluded by written agreement. This institution is particularly useful in the context of the 48-hour week, in which you and the worker are prepared to increase or exclude the limitation of working time. Example of compliance: a hotel employee who works 2 days a week has been at the hotel for 7 months when he becomes ill and is away for two weeks. The hotel`s sickness system entitles staff after 6 months of absence after 6 months of absence to pay in full during the certified sick leave. The worker receives full pay (i.e. 2 days a week) for all of his absence. You are required to provide each of your employees with a written statement or employment contract with certain conditions that govern your employment relationship, so that they are aware of the main conditions of employment. Such a written declaration is commonly referred to as a “Employment Statement” (see “Employment Declaration” (ET003). They are not required to provide this information to workers whose employment does not last at least one month. Part-time workers are not automatically entitled to pay overtime as soon as they work beyond their normal hours. It is only when part-time workers have worked up to comparable full-time normal hours that they have the legal right to pay overtime. Under the Workers Protection Act 2001 (part-time work), part-time workers are required to receive the same basic wage as comparable full-time workers.
They cannot benefit from a lower hourly rate unless it is justified for objective reasons. Remote work is likely to raise data security issues. The main guarantee for employers is to draw the attention of teleworkers to the risks, supported by simple and explicit policies, including regular data backup procedures, automatic downloading and installation of security patches on all telecommuting computers, the use and maintenance of professionally assisted antivirus software (again with automatic downloading and installation of updates) and the teleworker`s use of electronic communications for and at employer`s name. A worker does not have the right to demand wrongful dismissal, but he has the right to demand that he be subjected to prejudice if he is subjected to unfavourable treatment for one of the above reasons. Under the general principle that people should not be forced into telework, those who do should be able to change their minds if they feel the scheme is not satisfactory. This applies to workers who do not like isolation and to employers when productivity is overdue.