Employment is a relation between two people, usually of contract where one party, be it a corporation, for private-profit, profit, not for-profit, co-operatively or any other state-created organisation is the employer and another is the employee. Employed to perform a specific task or to perform a prescribed task an employee performs a service or works under a contract of employment. Employment law covers all employment procedures and practices within a country. The laws governing employment include the rights to join a company, be self-employed, bargain over wages and conditions of employment, leave and workers’ compensation. It also includes other related areas such as recruitment and promotion.
There are various types of employment such as: contractual, self-employment, permanent in nature, temporary, short term and long-term employment. A company may employ one person for a definite period of time, hire an employee as a full-time, part-time or freelance employee and give him the right to engage and terminate employment at any time. Apart from these, there are also other employment options like: independent contractor, self-employed person, commissioned agent, sales person, caterer, cook, taxi driver, courier, technician and mechanic.
The employment of independent contractors is very common. Most businesses hire these independent contractors to perform certain tasks, execute tasks not performed by their employees or complete projects. An independent contractor is usually an independent entrepreneur who has his or her own business. However, this kind of arrangement is quite risky for both the employee and the employer as the employee risks losing his or her job if the business fails while the employer risks losing business. A business that hires independent contractors usually pays a certain percentage of the annual salary to the contractor as commission. The employee, on the other hand, risks losing his or her job if the business fails or does not pay the agreed amount.
Another major group in which independent contractors are commonly found is the group of temporary employees. These employees are generally hired for specific periods of time. For instance, a construction company hires temporary construction employees to build the buildings during the construction process. However, there are other companies who hire temporary employees to perform menial tasks such as doing light housekeeping. These employees are not considered employees and as such, their rights to negotiate for higher salaries, better benefits and working conditions are not protected under the law.
There are many companies that practice employee recognition but they do not fully understand its legal significance. As a matter of fact, employee recognition is one of the most important aspects of HR management. It plays a crucial role in creating motivation, increasing productivity and enhancing the company’s social responsibility. However, there are many problems associated with employee recognition. One major problem is that employee recognition programs may foster discrimination and lead to hostile working environments.
To resolve this issue, an employee recognition program must be customized to address the needs of each company. There are some companies who prefer to create an employee recognition program by evaluating the behaviors of the employees. The evaluation involves looking at the employee’s behavior in different situations. In addition to this, the employee’s performance at work and overall job satisfaction also come into the picture. If the company wants to ensure that the employees understand the program and how it impacts them, then there should be an employee handbook that provides the details. This would provide a clear understanding of the employee recognition program