A contract is a form of agreement between two or more people, often employer and employee, and these contracts include the responsibilities and duties of the employment working pattern and payment, this includes working hours and holidays available.
Permanent Contracts
These types of contracts don't have a time limit, the only way a permanent contract is terminated is through self termination by the employee who originally signed the contract or by the employer due to poor performance by the employee, these are getting less common in the film and television industry as more people simply want to do the required job and then move to other companies.These contracts have a start date but wont have an end date as the termination of this type of contract is determined by the performance of the employee or if the employee chooses to leave. These contracts contain a probation period, these usually last 30-90 days and within this time the employer can choose to terminate the contract if for example the employee isnt up to the standard expected.
Fixed Term Contracts
These types of contracts tend to apply to jobs which have a task to complete and have a set start and end date which allows the employee to move onto other jobs easily. These contracts end when a task is completed, once the task is completed the employer can choose to either end the contract or promote the employee. These types of contracts encourage fast work as employees will receive bonus cash rewards for finishing their required job. Fixed term contracts are commonly used in specialist short term jobs, and often possible employees will be offered a fixed term contract to cover for an absent employee due to for example maternity leave or sick, this type of contract then ensures that the company can run efficiently without and complications. Employees working on a fixed term contract are protected by The Fixed Term Employees Regulation (2002), this regulation entitles fixed term contracted employees equal treatment with permanent employees in the same establishment, this covers terms and conditions of employment, including pay and pensions, as well as training and development. If employees are successful during their time on a fixed term contract they can be upgraded to a permanent contract, the employee however must have been on a fixed term contract for at least 4 years to be considered, even then the employer can refuse to upgrade the employee to a permanent contract.
Hourly Paid
An hourly paid contract is when the employee is paid by the hour, these types of contracts are temporary and the terms and conditions must be agreed to by both the employee and employer, these terms can be hourly pay, the number of hours worked weekly and the location they will be working at. During the viewing of the terms and conditions a minimum hourly rate and hours worked a week will be agreed upon, this can change as employers can ask employees to work extra hours, this is not compulsory and can be refused if the employee s unavailable.
Shift Worker
Another type of contract is a shift work contract, these are commonly found in businesses such as grocery stores, prisons and nursing homes. Shift workers tend to work in shifts at businesses that run 24 hours a day 7 days a week, on a shift work contract it is common for employees to regularly work on Sundays and during holiday periods. These contracts entitle 4 weeks annual leave per year plus 1 years leave per year, so someone working for 6 months would be entitled to half of the entitled annual leave plus an extra half a week due to the 6 months worked meaning they would get 2.5 weeks leave.
Equality act 2010
This act legally protects people from discrimination in the work place and wider society, this act replaced previous anti-discrimination acts making the law much easier to understand, this act clears up the different ways in which a person can be discriminated against
"Before the Act came into force there were several pieces of legislation to cover discrimination, including:
- Sex Discrimination Act 1975
- Race Relations Act 1976
- Disability Discrimination Act 1995
For example, if you experienced race discrimination on 30 September 2010 and want to make a complaint or bring legal proceedings, the Race Relations Act 1976 will apply, not the Equality Act.
This is also true of any legal proceedings. They will go ahead according to the legislation under which they were brought, even if they may have continued after 1 October 2010."
Any complaint made after october 1 2010 would go under the equality act 2010 , be it sexual discrimination, racial or disability.
The race relations act
This act protects against discrimination of employees, this includes race, nationality, ethnic and national origins in the field of work. This act was introduced alongside the commission for racial equality to ensure the acts rules were followed.
"The Race Relations Act 1976 applies to discrimination on the grounds of colour, race, nationality and ethnic and national origins. It applies in Great Britain but not in Northern Ireland. Religious discrimination is not explicitly covered in Britain but separate legislation covers this in Northern Ireland. "Ethnic origin", however, has been interpreted broadly to cover groups with a common or presumed common identity such as Jews or Sikhs. There are important exceptions to the legislation which, for example, allow discrimination on grounds of nationality to preserve immigration controls. Both direct and indirect discrimination are covered by the legislation which applies to all stages of employment: arrangements made for deciding who is offered a job; the terms on which the job is offered; opportunities for promotion, training and transfer; the benefits and services granted to employees; and in job termination or other unfavourable treatment of employees. The Act provides for a few, specific exemptions where it may be a genuine occupational qualification (GOQ) to be a member of a particular race, ethnic group, etc. The list of genuine occupational qualifications includes actors, models, personal welfare offices and certain jobs in places like restaurants where "for reasons of authenticity" a person of a particular racial group is required, for example a Chinese restaurant."
Employee liability act
This act covers current employees who are injured at work and previous employees who become ill due to working for your company, these employees may want to claim compensation and the employee liability act ensures that you have at least minimum insurance over such claims.
Health and safety act
Health and safety is the most important for of legislation in the film and tv industry. This legislation checks working conditions and makes sure that they re suitable and safe for employees to work in, the health and safety legislation also protects employees from possible accidents. As of 2011 the health and safety act is encouraged and enforced in the work place, this act also originally covered excessive emissions being released into the atmosphere but was removed and placed under a new act. The health and safety of employees is regulated by employers, this includes safety during lifting of heavy objects and the handling of dangerous substances, the health an safety act doesn't just protect those at work, it also protects those affected by work being done, for example construction work, this can be a hazard to the public and the health and safety act is there if there is an accident caused by an employee which affects a member of the public
- Controlling the emission into the atmosphere of noxious or offensive substances;
Harrassment and discrimination
Harrassment and discrimination covers sexual and racial discrimination, employees are prtected by the Equality act of 2010, this covers recruitment, acess to training and promotionsThis act protects against discrimination of employees, this includes race, nationality, ethnic and national origins in the field of work. This act was introduced alongside the commission for racial equality to ensure the acts rules were followed
Copyright
Refrences
Equality act 2010- https://www.gov.uk/equality-act-2010-guidance
Race relations act 1979- http://www.eurofound.europa.eu/emire/UNITED%20KINGDOM/RACERELATIONSACT1976RRA-EN.htm
Health and safety act- http://en.wikipedia.org/wiki/Health_and_Safety_at_Work_etc._Act_1974
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