Terms and conditions of employment.
A lot of employers of labor have concerns about how to manage the employment of staff.
They want to expand their business but either doesn’t know how to do it or are too overwhelmed by the process.
It is time to relax and take it one step at a time. This year must not end until you have hit this goal.
And I am here to help you with it.
First, determine what you need the staff to do. Write it down on a clean sheet of paper. This is what will form their Job description or JD for short.
Next, determine the kind of skills they will need, to be able to do those things.
You need to design both soft skills and hard skills that they must have.
Soft skills are things like communication skills, an eye for detail, friendliness, and so on.
Hard skills are the skills learned within the four walls of a tertiary institution in 2,3 or 4-year programs at the minimum. Education. Accounting. Computer science, English language administration, law, and so on are some examples
The skills you will require will depend on what you want them to do.
Next, you put the word of your vacancy out there.
When CVs come in you shortlist based on the list of things you have put on paper above.
Those who fall within your shortlist are the ones you will invite for an interview.
The interview can be in stages of up to 4, depending on the management level of the prospect, and the pedigree of the people you want to bring on board.
After you have agreed with your team on the final person to be employed (it is better to have at least 2 people involved in the employment process.) You communicate to your final choice that he or she has been selected for the role. You should give them a timeline to accept the offer. You should also state a resumption date.
Before they resume, they should be given an employment letter that will detail the terms of employment.
The details to be contained in the letter of employment should include the following terms and conditions:
- Their resumption date
- Their designation
- Who will they report to
- Their work hours
- Their full remuneration package or salary package
- Their probationary period
- Their job description
- Their leave opportunities
- Terms of termination of their employment either during their probation or afterward
- Other documents that will guide their employment, such as the company handbook, should be referred to in their letters of employment.
They should accept the employment letter by signing a duplicate copy.
It should be noted that a person who only comes to do a particular thing for your office and is not a member of your staff is a contractor, not your employee.
For example, if you employ a firm of legal practitioners to review your contracts and ensure company compliance with regulators, that firm is not your staff but your contractor.
Their own engagement document is called a contract for service, a service level contract or such other name. And the terms and conditions contained therein are different.
Did you find this post relevant? Please leave a comment.
Do you have a question? You could ask in the comments section or send me a mail at bimpe@adebimpeshowunmi.com so I can put you through.