Employment Practice

Since the employer 'pays the piper' they are entitled to 'call the tune' in the framing of rules and requiring adherence by their employees. Some employees will find certain environments amenable - others will not. Since it is impossible for the exact environment to be interpreted and explained during the interview process there is an element of luck in recruitment. Accordingly, it may be advisable to commence employment with a probationary period during which time both parties 'try out' the relationship without long-term commitment - possibly at an introductory salary which could be increased once performance is assured. Commentary Imposing a trial period is less of a risk for the employer than the employee, since the latter may well have left other permanent employment to take up the new position. In addition, an employee has no right to complain of unfair dismissal until they have completed a year's service - although there are a range of other breaches o

Many company records need to be adequately protected and made easily accessible whilst current, and carefully stored when dead. Retention can be categorised as a statutory requirement (SR), or because it is commercially advisable or prudent, or for social/historical or general interest purposes. Payroll records are unlikely to fall into the last category although personnel/employment records, with which such records are often virtually inextricably linked, may. However, employers should consider the manner in which they preserve records since some are subject to statutory requirements not least the DATA PROTECTION Act. Retrieval and Reference The current practice of both the Inland Revenue and the Contributions Agency seeking from employers information more than 6 years old, should remind administrators of the need to check that such information is available and that there is a comprehensive 'retain, preserve and/or destroy' policy for all records, not that the preservation per