<h2 class = 'uawtitle'>Working Schedules and Contracts of Employment</h2><br />
<div style='font-style:italic;' class='uawbyline'>by Frank Johnson</div><br /><br />
<div class='uawarticle'>An employer and an employee commit themselves to a contract of employment in which the terms and conditions of said employment are negotiated.<br />
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To reach a common ground on contractual conversations, it is vital that calm, reasoned and rational negotiations taken place, if necessary with trade union officials. If the employee wishes to change the nature of employment, he must get an agreement from the employer, and listen to any alternative suggestions and use them to reach an agreement.<br />
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Unless your request is covered by statutory labour regulations i.e. religious objections to working on a Sunday, you cannot suggest an alteration of an employment contract without first reaching out to your employer and explaining why you have requested the change. Once any changes are accepted by all parties, they should be confirmed in a new written contract.<br />
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New contractual situations necessitate two things: a newly updated 'written statement of employment' and, within a month of commencement of the changes, a letter is to be sent explaining the new contract of employment and its implications for both parties.<br />
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The company guide, a notice board, company Intranet etc are all possible places to advertise information regarding contract changes that aren't in written statements e.g. maternity leave, sick leave etc. Any terms and conditions not found in the written statement should be publicly available.<br />
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Any changes to collective agreements agreed with trade unions or other staffing associations like job agencies require the employer to notify the employee of those changes. Terms and conditions agreed outside of the written statement of employment subject to change may include wages and working hours, and must be agreed between both parties regardless of union membership.<br />
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If the employer refuses to honour a wage settlement, or the employee refuses to honour the working hours of the contract, then a breach has occurred. The situation can also become a negative issue if the employer tries to change a contract without seeking the agreement of the employer.<br />
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If an employer is unhappy with his contractual situation, he can utilise any number of options depending on his circumstances: he can use ACAS (Advisory, Conciliation and Arbitration Service), a Citizen's Advice Bureau or, if they are a member, they can use the legal resources of their trade union. If they seek mediation services, the issue can be resolved in a timely and polite manner without any lasting damage to a contractual situation.<br />
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If an employee has an employment contract with a specific employer and that employment ends upon completion of a task or on a specific date, then they are on what is called a fixed-term contract.<br />
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A non fixed-term employee is an individual who works for a jobs agency rather than the company which has given the contract to that agency for staffing and recruitment: also, those on work experience schemes or members of the armed forces are examples of non fixed-term contracts.<br />
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Sometimes, fixed-term employees can include those who are employed for the purpose of covering maternity or sick leave, or if they are employed to complete a specialist task on a specific project.<br />
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