Feuer an employer or an employee you need to understand the obligations and
entitlement in relation to a written statement of employment a written
statement of terms of employment that's what I'm going to cover in this video
after this ok the terms of employment Information Act of 1994 ladies the
employer to give a written statement of certain terms and conditions of
employment to the employee within two months of starting the job this written
statement would typically be a contract of employment recall the contract to
employment but it can also just be a simply a statement all certain terms
pursuant to section three of the terms of employment information Act of 1994
this will set out basic information like the name of the employer the name of the
employee when the employment started or the situation in relation to rest breaks
what is the situation in relation to sick leave or absences hyouta sickness
is retention in the workplace is a retirement age and so on sections 3 of
the Act sets out the obligations if the employer does not give a written
statement to the employee within 2 months of starting then the employee can
bring it same to the workplace relations Commission and this claim can lead to
the adjudicator awarding up to four weeks remuneration to the employee
so it's a very very straightforward claim and it's a very very
straightforward case to decide because clearly the statement the contract the
written statement has either been given to the employee or it hasn't and if it
hasn't well then the employee is simply going to win that case now there are
certain exemptions certain basic exemptions
if an employee for granted is working less than 8 hours per week or is in
employment or has been employed for I think less than one month then there is
no entitlement or no obligation to written statement requiring large that
is the position up to two months the remuneration can be awarded to the
employee for the employers failure even if the employee is in the job for a very
very long time and is in the job since before the commencement of the
legislation in 1994 the employee can still ask the employer for a statement
and the employer then has the obligation to provide it within two months of that
request and the situation in relation to claim is being brought to the WRC is
that if an employee's bringing a claim against the employer to the workplace
relations commission then this is a very very simple thing that's likely to be
thrown in along with the substantive claim for example not Laurie may be
bringing a claim for not getting rest breaks or for unfair dismissal or for
bullying or harassment in workplace but certainly whether he wins or loses or
she wins or loses those claims the question of a statement of written terms
is very very straightforward I hope you find this video useful if you do we
might give a thumbs up down below if you're an employer and you need a
contract of employment I can provide you a template or I can draft individual
contracts for each of your employees of yourselves but if you find the video
useful you might be ok thumbs up down below and you might be interested in
subscribing to my youtube channel I'm Terry Gauri I'm a solicitor in NC