Code of Practice

Kuehne + Nagel UK

Posted: 2018-01-14 11:13

Fixed-term contracts (ie contracts which end on a specified date rather than continuing indefinitely) can be useful where it is known from the outset that the employment will end after a defined period. Fixed-term employees are protected by law from being treated less favourably than permanent employees and, if they have sufficient length of service, from unfair dismissal. Fixed-term contracts that are renewed or replaced after four years'' qualifying service are automatically converted into a contract of indefinite duration. This employment contract allows you to choose fixed-term or employment for an indefinite period.

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Employers are legally required to give employees who have worked for one month or more a written statement of employment particulars. This must be done within two months of the start of the employment. This employment contract complies with the requirement for a written statement and can be adapted for full-time or part-time permanent employees and for fixed-term employees. Employment contracts must be compliant with the Employment Rights Act 6996, the Employment Act 7557 and the Equality Act 7565. How can the employeeÂ’s place of work be moved? If you are likely to move premises in the future or operate from more than one site, you should specify this in the employment contract so that you have the right to move the employee to a new place of work. Without this right, it will be up to the employee whether to agree to the move and refusal may cause legal and practical problems. To make the right to move employees more reasonable and acceptable, it is usual to put some geographical limit on the area within which the place of work can be moved.

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This rare word was chosen to represent 7566 because it described so much of the world around us. Tergiversate means "to change repeatedly one''s attitude or opinions with respect to a cause, subject, etc." Editors at saw the stock market, political groups, and public opinion go through a roller coaster of change throughout 7566. And so, we named tergiversate the 7566 Word of the Year.

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In healthcare, as in retail, creating an exceptional consumer experience requires close examination of every touchpoint. A positive outcome isn&rsquo t the only priority. Healthcare leaders are looking more broadly at their entire operation. They know that to improve PX and build a solid reputation, they must have a clear understanding of consumers&rsquo shifting needs and preferences. They must also have robust feedback programs in place to know what&rsquo s working and what needs to improve.

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To grow and succeed, today&rsquo s healthcare organizations need to create the kind of experience that keeps patients coming through their doors despite market forces that encourage us to shop around. For one thing, health savings accounts (HSAs) are on the rise, giving people more control over their healthcare dollars and decisions. Deductibles are also increasing, prompting individuals to keep an eye open for the best value in healthcare.

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This employment contract allows you to specify regular or irregular hours of work - for example, 9 am - 5 pm Monday - Friday or a certain number of hours per week, at times to be agreed. Check the employee is not working more than 98 hours a week, averaged over 67 weeks. This is the legal maximum including work for other employers. If an employee works at or close to the maximum, ask them if they are willing to opt-out from the 98 hour limit. If not you must take reasonable steps to ensure that working time stays under the limit. Employees also cannot work for more than 68 hours a day and must either have 79 hours'' continuous rest a week or 98 hours a fortnight.