Employment Practice

When recruiting an employer relies on information, mostly derived from applicants themselves who have a vested interest in the success of their application. It has been estimated that over 50% of people do not complete application forms accurately. This is particularly the case in terms of claims regarding qualifications or skills, since applicants know that the likelihood of such claims being checked is remote. Precautions This is so even for senior jobs - an executive selection agency found that around 11% of those applying for jobs paying £50,000 p.a. or more, falsified their qualifications in some way. In RECRUITMENT it is suggested that all appointments should be made conditional and subject to: a. a probationary period; b. receipt of a clear criminal record; and c. receipt of REFERENCES satisfactory to the employer. This might be refined to gain confirmation of qualifications claimed. Suggested Requirements 1. Requesting with their Application that applicants submit evidence of q

Individuals carrying out work for an Organisation for payment are not necessarily employees of that Organisation. The distinction between the self-employed who carry out work for an Organisation under what is a 'contract for service', and employees who carry out work under a 'contract of service' is unclear. Employment legislation sometimes gives benefits and/or rights to 'workers' rather than 'employees'. All employees are workers but not all workers are employees. Determination Guidance as to whether a person is or is not self-employed and therefore not an employee, can be gained from the answers to questions such as: a. Does the person have managerial control over their own activities? b. Do they have investment control over their actions? c. Have they the right to hire and fire their own staff? d. Are they registered for VAT? e. Can the individual refuse to carry out work offered without sanction? If the answers are YES then almost certainly the pers