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Rights of a worker   yute
 

Rights of a worker yute

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Rights of a worker   yute Rights of a worker yute Presentation Transcript

  • Employees’ Rights Prepared by: Annmarie RhodesJUNE 23, 2011 Pay and Conditions of Employment Branch 1
  • “Providing Thought Leadership, Inspiration and Solutions”If you have the need, the wish or the desire, we will provide the Motivation and TransformationMobile: 876.383.5627 Skype: LSemajOffice: 876.960.5627 Twitter: LSemajEmail: Semaj@LTSemaj.com FaceBook: Leahcim.Semaj.PhD Blog: TheSemajMindSpa.Wordpress.com www.SlideShare.net/LSemaj 3/21/2012 www.LTSemaj.com 2
  • Introduction Cont’dThese Laws include:1. Employment (Termination and RedundancyPayments) Act 19742. Holidays with Pay Act 19733. Maternity Leave Act 19794. The Minimum Wage Act 19755. The shops and offices Act 1957 JUNE 23, 2011 Pay and Conditions of Employment Branch 5
  • Employment Termination and Redundancy Payments Act• A worker who works a minimum of 18 hours qualify for notice and redundancy entitlements.• Probation- the initial 90 days of work .• Termination : -Dismissal/Redundancy (by employer) -Resignation ( by employee)JUNE 23, 2011 Pay and Conditions of Employment Branch 7
  • Employment Termination and Redundancy Payments ActNotice scale :Less than five years = 2 weeks5 years – 9 years = 4 weeks10 years – 14 years = 6 weeks15 years - 19 years = 8 weeks20 years and over = 12 weeks JUNE 23, 2011 Pay and Conditions of Employment Branch 8
  • Employment Termination and Redundancy Payments Act Notice period for resignation: -2 weeks notice Immediate dismissal without: -Misconduct due to (theft, fighting, substance abuse, gross insubordination).JUNE 23, 2011 Pay and Conditions of Employment Branch 9
  • Employment Termination and Redundancy Payments Act• Redundancy- refers to instances where an employees’ position no longer exist in that company.• Eligibility – 104 weeks.• The business has closed downsold.• The death of the owneremployer.• Change of Contract.JUNE 23, 2011 Pay and Conditions of Employment Branch 10
  • Employment Termination and Redundancy Payments Act• The owner/business has relocated in excess of a 10 mile radius –Urban.• 5 mile radius –Rural.• The employee has been laid off in excess of 120 days.• The employee has been injured on the job or incurs a job related illness prescribed by the ETRPA regulation.JUNE 23, 2011 Pay and Conditions of Employment Branch 11
  • Holidays With Pay Act• Vacation leave is earned at 110 days.• One day for every 22 days worked.• The entire entitlement is earned at 220 days (approximately 10 months).• The first 9 years is at two weeks in each year.• The tenth year and onwards is 3 weeks in each year.• Prorated 1.5 for every 22 days.JUNE 23, 2011 Pay and Conditions of Employment Branch 12
  • Holidays With Pay Act• Vacation should be given in consecutive weekly periods (on days normally worked).• Vacation Leave can accumulate for 3 consecutive years by agreement.• Granted in succeeding qualifying year.• Vacation and Notice entitlements should not occur concurrently.JUNE 23, 2011 Pay and Conditions of Employment Branch 13
  • Holidays With Pay Act• Sick Leave is earned at 110 days.• One day for every 22 days worked.• The entire entitlement is earned at 220 days(approximately 10 months).• Two weeks earned in each year of employment.• Payable in the year applicable.• Completion of 1st anniversary payable at the beginning of subsequent years. JUNE 23, 2011 Pay and Conditions of Employment Branch 14
  • Maternity Leave Act• Confinement- The birth of a child whether living or dead.• This is the only Labour Law that is applicable to government employees.• A minimum of 18 hours is counted as one (1) week.JUNE 23, 2011 Pay and Conditions of Employment Branch 15
  • Maternity Leave Act• The employee has worked 52 continuous weeks at the date on which her absence begins• An employee must attain the age of 18 years• An application for maternity leave should be in writing at least three weeks before the expected date of delivery• Maternity leave is granted at most three times with an employer• Domestic/household worker is not eligible, their benefit is paid by the NISJUNE 23, 2011 Pay and Conditions of Employment Branch 16
  • The Minimum Wage Act• The National Minimum Wage applies to all workers except the Industrial Security Guards• Minimum wage = $4,500.00 for 40 hours• Single Time = $112.50 per hour• Time and a half = $168.75 (hours exceeding 8 hours in a given day40 hours in a week)• Double Time = $225.00 (Rest day and public holidays)JUNE 23, 2011 Pay and Conditions of Employment Branch 17
  • Minimum Wage Act• Wage means remuneration in money and does not include the value of.- Any lodgings or food supplied; or- Any other benefits conferred on the worker by hisher employer.- Eight (8) hours normal working day.- Forty (40) hours normal working week. JUNE 23, 2011 Pay and Conditions of Employment Branch 20
  • The Shops and Offices Act• Employees should receive at least 45 minutes for lunch.• Proper records should be kept of employment (wages paid, hours of employment etc).• At least two seats is to be provided for every three employees.• Employers should have in their possession copies of the Labour Laws.JUNE 23, 2011 Pay and Conditions of Employment Branch 21
  • Occupational Health and Safety• Shops and Offices Safety provisions• Ergonomics (the study of the relationship between people and their working environment). -Hearing consumption and noise control -Toxic substances (effects on the Skin and the Respiratory system). -Ventilation, lighting and furniture.JUNE 23, 2011 Pay and Conditions of Employment Branch 22
  • Labour Relations Code• Set out guidelines helpful for the purpose of promoting good labour relations. - Disciplinary Procedure - Grievance Procedure JUNE 23, 2011 Pay and Conditions of Employment Branch 23
  • Labour Relations CodeDisciplinary Procedure;• Oral warning• Written warning• Suspension (maximum two weeks)• Dismissal• Each stage in the process should be documented.• Employees must be made aware of exiting code. JUNE 23, 2011 Pay and Conditions of Employment Branch 24
  • Labour Relations Code Cont’dGrievance Procedures;•Grievance relates to any complaint or dissatisfactionarising out of employment relationships at the workplace.• Enables employees to hear their complaint withoutfear of victimization.• Assist management to identify legitimate causes offriction and correct them. JUNE 23, 2011 Pay and Conditions of Employment Branch 25
  • Outreach Services • The Labour Laws can be bought at the Jamaica Printing Service at 77 12 Duke Street Kingston. • www.moj.gov.jm (Ministry of justice)JUNE 23, 2011 Pay and Conditions of Employment Branch 26
  • If you enjoyed and benefitted from this presentation and would like me to work with your team or organization, please contact me.Mobile: 876.383.5627 Skype: LSemajOffice: 876.960.5627 Twitter: LSemajEmail: Semaj@LTSemaj.com FaceBook: Leahcim.Semaj.PhD Blog: TheSemajMindSpa.Wordpress.com www.SlideShare.net/LSemaj 3/21/2012 www.LTSemaj.com 27
  • JUNE 23, 2011 Pay and Conditions of Employment Branch 28