14th March 2008, 09:34 AM
As I see it... and do correct me...
SSP is a statutory right...
A certain qualifying period is allowed before further rights can be introduced... such as pension or sickness rights.
There is the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002
http://www.opsi.gov.uk/si/si2002/20022034.htm
Now... the argument can be that a suitable qualifying period must pass... that however, should be stipulated in the contract...
[u]Employee#8217;s rights to written details about the employment contract</u>
All employees, regardless of the number of hours they work per week, are entitled to receive a written statement from their employer within two months of starting work. The statement should describe the main terms of the contract of employment. You are entitled to the statement even if your job finishes before the initial two months, as long as the job was supposed to last for more than one month.
An employee who wants a written statement may request one verbally or in writing. It is usually best to request the statement in writing and keep a copy of the letter, so that you can prove you asked for the statement.
What written details must be given
The written statement must include by law:-
* the names of you and your employer
* the date you started work
* the amount of pay and how often you will be paid, for example, weekly or monthly
* the hours of work
* your holiday entitlement, including how many days off you are entitled to and what your holiday pay will be, if any
* how much warning (notice) you are entitled to if you are dismissed and how much warning you must give the employer if you want to leave the job
* the title of the job
* where the job is based, for example, whether you will have to work in more than one location
* what the disciplinary, dismissal and grievance procedures are in the workplace
* what sick pay you are entitled to
* whether you can join the employer#8217;s occupational pension scheme, if there is one.
The above information does not have to be included in the written statement of terms and conditions. It can be given in, for example, a staff handbook which all the employees can have access to.
"No job worth doing was ever done on time or under budget.."
Khufu
SSP is a statutory right...
A certain qualifying period is allowed before further rights can be introduced... such as pension or sickness rights.
There is the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002
http://www.opsi.gov.uk/si/si2002/20022034.htm
Now... the argument can be that a suitable qualifying period must pass... that however, should be stipulated in the contract...
[u]Employee#8217;s rights to written details about the employment contract</u>
All employees, regardless of the number of hours they work per week, are entitled to receive a written statement from their employer within two months of starting work. The statement should describe the main terms of the contract of employment. You are entitled to the statement even if your job finishes before the initial two months, as long as the job was supposed to last for more than one month.
An employee who wants a written statement may request one verbally or in writing. It is usually best to request the statement in writing and keep a copy of the letter, so that you can prove you asked for the statement.
What written details must be given
The written statement must include by law:-
* the names of you and your employer
* the date you started work
* the amount of pay and how often you will be paid, for example, weekly or monthly
* the hours of work
* your holiday entitlement, including how many days off you are entitled to and what your holiday pay will be, if any
* how much warning (notice) you are entitled to if you are dismissed and how much warning you must give the employer if you want to leave the job
* the title of the job
* where the job is based, for example, whether you will have to work in more than one location
* what the disciplinary, dismissal and grievance procedures are in the workplace
* what sick pay you are entitled to
* whether you can join the employer#8217;s occupational pension scheme, if there is one.
The above information does not have to be included in the written statement of terms and conditions. It can be given in, for example, a staff handbook which all the employees can have access to.
"No job worth doing was ever done on time or under budget.."
Khufu