Eric Ngugi Unit 16 P4 Angelina
Human resources management
In this assignment, I am going to explain how organisations obtain the cooperation of their
employees. The organisation that I’ll be discussing is Tesco.
Contracts of employment
A contract of employment is a legal agreement between the employers and the employee
about the terms of the employee working. This agreement can be in either oral or a more
common form written agreement. It can also be denied as the terms of work.
The contract of employment is important because it’s like a safety net for both parties if
something went wrong between the two parties. It states what both parties must play and
what they get in return for example it will state the salary the employee will get and how
much work is required from them. It’s important for the employee as this contract gives
them security of their job and don’t fear being fired the next day. It also shows them they
the organisation they are working for is legitimate and has clear obligations.
On the other hand, it gives the employer at Tesco security that the employee is aware of the
duties they are meant to do and have agreed to do them.
In the contract of employment there may be some add-ons that may be included to satisfy
the employees and rules to make sure they do what they are meant to. Some of these add-
ons may include:
o sick pay- sick pay is a payment that is payed when an employee is ill and have a letter
from the GP stating that they are ill and can’t work
o hours – hours are the number of hours an employee gets to work in a week. This is
usually varies if the employee is part time or if permanent usually stays the
same.
o Holidays – holiday is a time off from work. It could be because of maternity /
paternity leave, bank holiday or vacation. Employees are eligible for holiday pay as
soon as they became employees, no waiting period
o notice period – a notice period is the period between the last day of working and the
day the employee got a letter stating that they are being dismissed.
o Nature permanent or temporary - nature of the work varies from being a permeant
employee to a temporary employee. This is
usually discussed before the employee is hired
o disciplinary rules - a disciplinary rule is a legislation stating the minimum level of
professional conduct that an employee must have in order to
avoid being subject to disciplinary action
, Eric Ngugi Unit 16 P4 Angelina
o pay and frequency – this determines how often employee get paid. It could be either
weekly, every two week, monthly or however the agreement is
between the employee and employer. As long as it is frequent.
These points above are known as Contractual Entitlement. They are the things Tesco’s
employers can’t change without the employees consent or permission, otherwise it might
be considered a breach of contract and they might be sued.
Employee and employer rights
Employee and employer both have rights and responsibility to each other. Some of the
employee rights are: equal pay and fair treatment, against discrimination, maternal or
paternity pay, holiday entitlement, itemised payslip, notice and not to be unfairly dismissed.
The employees at Tesco are meant to provide or make sure they go as planned. Even when
there is a conflict at work and the manager isn’t happy with them, they can deny the
employees their holiday or reduce their pay below minimum wage or even dismiss them
without enough notice. By law these rights are meant to be respected by employers no
matter the circumstances. They should also offer equal opportunities to all employees and
not favouring others because of personal reasons.
The employers have the rights to receive quality work from the employees and are supposed
to work within the health and safety legislations. They also have the rights to hire and
dismiss employees in accordance with proper procedures
Different types of contracts
There are different types of contracts available to all employees from Tesco. Some of these
contracts are:
Permanent - permanent contracts are contracts that state that you are available to work
whenever called upon and also have a contract with the company
Temporary – Temporary contracts are contracts that state that you are available to work for
limited time. This could be because the position available is for a limited time
for example Christmas period.
Zero hours - Zero hour contracts are contracts that doesn’t guarantee that you’ll get hours
to work so therefore the employees won’t know how many hours they’ll work
in a month and therefore their income won’t be the similar every time
Part time – part time contracts are contracts that ensure the employees will get some hours
every week. The shifts are usually rotational and therefore unpredictable.
Workers can be considered part time if they work less than 30 hours per week
Self-employed – self-employed people are those who work for themselves rather than an
an employer. They usually own their own businesses
Human resources management
In this assignment, I am going to explain how organisations obtain the cooperation of their
employees. The organisation that I’ll be discussing is Tesco.
Contracts of employment
A contract of employment is a legal agreement between the employers and the employee
about the terms of the employee working. This agreement can be in either oral or a more
common form written agreement. It can also be denied as the terms of work.
The contract of employment is important because it’s like a safety net for both parties if
something went wrong between the two parties. It states what both parties must play and
what they get in return for example it will state the salary the employee will get and how
much work is required from them. It’s important for the employee as this contract gives
them security of their job and don’t fear being fired the next day. It also shows them they
the organisation they are working for is legitimate and has clear obligations.
On the other hand, it gives the employer at Tesco security that the employee is aware of the
duties they are meant to do and have agreed to do them.
In the contract of employment there may be some add-ons that may be included to satisfy
the employees and rules to make sure they do what they are meant to. Some of these add-
ons may include:
o sick pay- sick pay is a payment that is payed when an employee is ill and have a letter
from the GP stating that they are ill and can’t work
o hours – hours are the number of hours an employee gets to work in a week. This is
usually varies if the employee is part time or if permanent usually stays the
same.
o Holidays – holiday is a time off from work. It could be because of maternity /
paternity leave, bank holiday or vacation. Employees are eligible for holiday pay as
soon as they became employees, no waiting period
o notice period – a notice period is the period between the last day of working and the
day the employee got a letter stating that they are being dismissed.
o Nature permanent or temporary - nature of the work varies from being a permeant
employee to a temporary employee. This is
usually discussed before the employee is hired
o disciplinary rules - a disciplinary rule is a legislation stating the minimum level of
professional conduct that an employee must have in order to
avoid being subject to disciplinary action
, Eric Ngugi Unit 16 P4 Angelina
o pay and frequency – this determines how often employee get paid. It could be either
weekly, every two week, monthly or however the agreement is
between the employee and employer. As long as it is frequent.
These points above are known as Contractual Entitlement. They are the things Tesco’s
employers can’t change without the employees consent or permission, otherwise it might
be considered a breach of contract and they might be sued.
Employee and employer rights
Employee and employer both have rights and responsibility to each other. Some of the
employee rights are: equal pay and fair treatment, against discrimination, maternal or
paternity pay, holiday entitlement, itemised payslip, notice and not to be unfairly dismissed.
The employees at Tesco are meant to provide or make sure they go as planned. Even when
there is a conflict at work and the manager isn’t happy with them, they can deny the
employees their holiday or reduce their pay below minimum wage or even dismiss them
without enough notice. By law these rights are meant to be respected by employers no
matter the circumstances. They should also offer equal opportunities to all employees and
not favouring others because of personal reasons.
The employers have the rights to receive quality work from the employees and are supposed
to work within the health and safety legislations. They also have the rights to hire and
dismiss employees in accordance with proper procedures
Different types of contracts
There are different types of contracts available to all employees from Tesco. Some of these
contracts are:
Permanent - permanent contracts are contracts that state that you are available to work
whenever called upon and also have a contract with the company
Temporary – Temporary contracts are contracts that state that you are available to work for
limited time. This could be because the position available is for a limited time
for example Christmas period.
Zero hours - Zero hour contracts are contracts that doesn’t guarantee that you’ll get hours
to work so therefore the employees won’t know how many hours they’ll work
in a month and therefore their income won’t be the similar every time
Part time – part time contracts are contracts that ensure the employees will get some hours
every week. The shifts are usually rotational and therefore unpredictable.
Workers can be considered part time if they work less than 30 hours per week
Self-employed – self-employed people are those who work for themselves rather than an
an employer. They usually own their own businesses
