Every employment relationship is governed by the terms of an employment contract. The terms of the employment contract may be expressly agreed between the parties or may be implied by law. The over-arching legislative provisions of the Employment Ordinance (Cap 57) restrict the scope of these terms and conditions by incorporating minimum statutory terms and conditions into the employment contract. Other duties are implied by the common law (that is, case law which has developed over the years) and exist whether the parties agree to them or not. In this session, we will be walking through with you the critical terms that we would normally find in an employment contract, starting from the minimum terms under the Employment Ordinance, to some of the duties that are implied into the contract.
We hope you can join us for this event on 14 December and do please add the other dates to your diary with invitations to be sent a few weeks prior to each event.
- 1 February 2018: Handbooks and Policies – best practice
- 15 March 2018: Wage/Remuneration issues
- 26 April 2018: Managing absence, with a focus upon sickness
The remainder of the series, with dates to be confirmed, will cover:
- Exiting poor performers
- Terminations – key issues
- Protecting Confidential Information and Intellectual Capital during and after employment
- Data privacy during the entire employment life
We have applied to the Law Society for CPD accreditation.
Would you like to attend?