No matter how big or small a company is, the employees always have some of the other duties over their employers. Doesn’t matter if they are working in the company on a part-time, full time or contractual basis or in the absence of a written document for the responsibilities with employers. So let’s take a look at employment rights and responsibilities.
The Main Responsibilities of Employees are:
1. To take the work personally as their own and do for what they are employed to be doing.
2. To work with full conscience and care.
3. To avert from actions that may not just put their lives in danger but equally dangerous for the numerous employees working and present in the company premises.
4. To pay attention and accept the work from the respective reporting manager (denying only when something asked to be done which stands to be unjust or illegal)
5. Loyal to the company.
What happens when Employees refuse to accept the responsibilities?
Just in case if an employee or employees don’t respect or act responsibly where they should, the employer then has the full rights and authorities to take serious action against the ones who are taking it lightly are endangering the employee rights and responsibilities.
1. The employer can discipline employees by giving them a warning letter and in extreme scenarios even firing or suspension of the employee.
2. An employer can also issue a letter to the employee which will be evaluating their overall performance or even demoting the disrespectful employee (demoting means giving them a lower position than what they previously were at)
3. As mentioned above if things go way out of control the employer can fire them right away (extreme situations can be theft at office or documentation forgery) is serious as per employer rights and responsibilities the UK.
4. The employees who refuse to accept their responsibilities can be dragged to the courtroom where he may have to pay up a fine (This happens when the employee quits the job without prior intimation or in a contract with the company which still hasn’t expired)
5. The employers can drag the employee to the court if they are doing any activity that is harming the company’s business.
The Responsibilities of Employers over employees
The prime responsibilities may include:
1. Offering the employee a workplace which should be ensured that it is accessible. All the required equipment, tools or stationery should be allotted to all employees especially in working hours.
2. All the salaries and other employment benefits should be offered to the employees per the agreed vacation, holidays that fall in a paid category and all other kinds of work-offs (leaves: official and unofficial)
3. It should be ensured by the employer that the employee is working in a safe working environment.
4. Under some circumstances, employers have to notify the existing employees that their contracts are coming to an end or they are being relieved off their duties from so and so date in writing.
5. All the employers have a duty of treating every employee working under their supervision are treated with all due respect. Also, it should be ensured from the employer’s end that no mistreatment or racism is done to them or they fall prey to any kind of bullying or discrimination.
Just in case if an employee is under a written contract with the employer or organization it may subject to a whole lot of additional employees rights and responsibilities on the employer in comparison with the judicial law.
For instance, a contract of employment may state that the employer has to pay higher remuneration to employees having a car. It can also get more hectic for an employer where the contract says that all the travel expenses along with entertainment costs if receipts shown by employees.
What happens when an employer fails to take care of his responsibilities?
1. Both employee and employer can try to get around with any such issue by a conversation. And under some circumstances, employees should try having a word to the employer without proceeding to other actions.
2. An employee in such a situation can file a plea/complaint
(a) Committee on Standards, Equity, Health and Safety (CNESST
(b) The program office of Canada labor.
(c) Visiting the Tribunal Administrative Labor.
(d) Human rights commission of Canada
(e) Canada safety and health Tribunal.
(f) Small session court affiliated with Supreme or Federal court.
Whenever it so happens where an employee is filing a complaint it all then depends on which law applies to the particular scenario, the total sum asked as reimbursement or an employee being wholly owned by a worker union.
So if an employee is being owned by a worker’s union, the union then needs to give a complaint in writing on an employee’s behalf for instance such as:
1. The disagreement of an employee concerning what is commanded by the union also known as group agreement.
2. Denial of legal rights of an employee by an employee.
3. An individual known as GRIEVANCE MEDIATOR determines whether a grievance is taken care of. If it’s just about employee safety and health at the workplace.
4. The TAT can determine whether the grievance is taken care of.
5. Before a resignation, the employees should have a word or consult with a labor law expert. The experts have a better insight into what will be the effects on employee rights of quitting a job. Moreover, he can guide an employee for averting an employer dragging them to a courtroom.
In most cases, it is seen that both, employer and the employee agree on the consent for healthy working conditions. This majorly includes the pay hike, sick leave, casual leaves, and yearly vacation and so on. This is something which is written and accepted on a collective decision of agreement. A collective agreement can be explained as common consent between employer and employee. The negotiation is done by the union and acts on behalf of employees. All the pointers in the agreement are the responsibilities of employees as per the law o jurisdiction. This covers everything that falls under the employee statutory rights and responsibilities.