There is no single law protecting the rights of employees while they are off work. Instead, other areas of the law, such as discrimination, drug testing, and harassment laws, protect an employee’s off-duty conduct. Therefore, each different off-duty conduct issue must be looked at carefully. This page provides answers to many common questions about off-duty conduct, but for issues with off-duty conduct it is always advisable to have a local attorney look at your case. To learn more about your rights with respect to off-duty conduct, read below:. Can my employer fire me for what I do on my own time, outside of work?
Current or former Shell employee, contractor or dependent
What is the Accenture Alumni Network? The Accenture Alumni Network is a global community of former Accenture employees. This Accenture Alumni Network website www. Only former employees and interns are eligible to join the network. Please wait until after your last day to submit your registration.
The grass may seem greener on the other side but if a former employee wants It’s a smart way to stay up-to-date with the professional development of former.
Coronavirus information : Find out about your workplace entitlements and obligations during the impact of coronavirus. We have information about the JobKeeper wage subsidy scheme , pay and leave entitlements , stand downs from work , workplace health and safety , and more. Employers should implement best practice when it comes to maintaining privacy in the workplace. It is important for employers, employees and their representatives to know what information may be collected and retained by employers and whether it can be passed on to others.
Best practice creates certainty and security for both employers and employees. This guide illustrates best practice when it comes to workplace privacy. For more specific information regarding your minimum legal obligations and entitlements, contact the organisations listed under the ‘ For more information ‘ section at the end of this guide.
Back to top. Privacy is the word we give to being able to keep certain information to ourselves and to control what happens to our personal information. It also refers to being able to do things without interference by others. Privacy issues can arise in all aspects of life. Commonwealth privacy laws regulate the collection and handling of personal information through minimum privacy standards.
Recruitment and Hiring
An employer should not keep data any longer than is necessary and they must follow the rules on data protection.
This saves the employee’s old start and end dates, keeps a record of their final pay, and records the date they rejoined your organisation. It also ensures the.
Information for individuals who are or were employees, interns or individual contractors as well as dependents of Shell employees. These notices are also available from the Shell websites in the various locations in which we operate, in local langauages and to reflect local requirements as appropriate. As well as this Privacy Notice, bespoke privacy notices and supplementary privacy statements may contain further information about how we process your personal data in relation to specific HR processes such as Open Resourcing, OneHealth IT and International Mobility programs.
In those instances, such privacy notices will be communicated to you separately. These privacy notices may vary among the countries in which we operate to reflect local practices and applicable law requirements. This Privacy Notice explains what personal data are processed about you, why we are processing your personal data and for which purposes, how long we hold your personal data for, how to access and update your personal data, as well as the options you have regarding your personal data and where to go for further information.
We process personal data necessary to manage the employment relationship, to engage contractors and interns and to provide benefits to certain dependents of Shell employees.
A Guide to Furloughing & the Job Retention Scheme
The subject who is truly loyal to the Chief Magistrate will neither advise nor submit to arbitrary measures. This article was published more than 6 years ago. Some information in it may no longer be current.
For ex-employees: Last two years, to be kept for one year after the employee leaves employment. For non-citizens, work pass number and expiry date. 3, Date.
Following the announcement of the Job Retention Scheme on 20 th March, the government has released updated guidance on eligibility and use of the scheme. This latest update has shed more light on flexible furlough. Normally, an employee on furlough takes a period of temporary leave and receives no pay. They stay on your books, and you can bring them back in when you need them. The furlough leave government announcement is called the Job Retention Scheme.
All PAYE workers are eligible to benefit from the grant, including those on zero-hour or temporary contracts. The grant will cover the period from the day employees are furloughed and can be backdated until 1st March Some organisations receive public funding specifically to provide essential services.
Employee Termination Procedures & Policies
Even with the best retention policies in place, it is inevitable that some of your employees will move on. The days when it was considered taboo to rehire a former employee are over, and hiring managers should no longer be surprised if an ex-staffer asks to rejoin the fold. Here are some things to consider:. A useful starting point is revisiting why the employee left the company in the first place.
Unless the issue at hand has been resolved, or can be addressed reasonably promptly, the partnership is almost certainly doomed for failure.
Employers must have a completed Form I-9, Employment Eligibility Once an employee no longer works for the employer, the employer must.
Immigration and Customs Enforcement. If copies of documents presented by your employees were made, they should be kept with the corresponding Form I You may also retain the instructions and Lists of Acceptable Documents pages. You should store completed Form I-9 and any corresponding documentation such as copies of documents in a manner that fits your business needs and the requirement to make Form I-9 available for inspection.
No matter how you choose to store your Form I-9, you must be able to present them to government officials for inspection within 3 business days of the date when the forms were requested. Form I-9 contains personal information about employees. When storing these forms regardless of the format you choose , USCIS recommends that employers provide adequate safeguards to protect employee information. Employers may keep copies of original, signed Form I-9 on microfilm or microfiche. Select film stock that will preserve the image and allow its access and use for the entire retention period.
If an officer notifies an employer of an inspection, the employer must provide the microfilm or microfiche and a reader-printer that:. Once employers have preserved a Form I-9 on microfilm or microfiche, they may destroy the paper originals. Employers may use a paper system, an electronic system or a combination of paper and electronic systems to store Form I
Business & Human Rights Resource Centre
Whether your reasons for firing an employee are based on work performance, due to an economic layoff, or for another reason, following the proper termination procedures goes a long way in avoiding legal issues. Avoid firing someone on the spot, and use severance and release agreements to limit your liability. By Mark Williams , Director of Operations, BizFilings Whatever your reasons are for terminating an employee, a wise employer will always follow the proper termination procedures.
Or, this occurs when an ex-employee forgets to update their LinkedIn profile after “Experience” section to reflect the end date of employment at your business.
You are using a version of browser which will not be supported after 27 May To continue to transact with MOM securely, please follow these steps to enable the Transport Layer Security TLS of your web browser, or upgrade to the latest version of your browser. From 1 April , all employers must maintain detailed employment records of employees covered by the Employment Act.
Here are the detailed requirements such as what items to include and how long to keep them. The items are the same as for itemised pay slips. For help complying with these requirements, you can tap on the assistance package for employers. Find templates, tools, workshops and advisory services. Our services centres are open for customers with appointments.
Please use our online services e. Find out what are the current work pass requirements.