We use cookies to give you the best online experience. By using our website you agree to our use of cookies in accordance with our cookie policy. Learn more here.Close Me
We've been told that the Jersey Employment Forum is
reviewing the minimum wage and trainee rate and are asking for
views.
Their questionnaire is online at www.gov.je/minimumwagereview and they are
asking for comments by 17 August 2012.
The website also provides more information about the review,
including details of a public meeting on 1 August.
The Forum is seeking views about what rate the minimum wage
should be set at from 1 April 2013 and whether a recommendation
should also be made for minimum wage rates to apply from 1 April
2014.
The Forum is also reviewing the conditions relating to the
trainee rate, including the types of training that permit an
employer to pay the trainee rate and the maximum length of time
that the trainee rate should be payable for.
The views received, combined with data about the economy, will
help the Forum to decide whether any changes should be recommended
to the Social Security Minister.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
The long awaited Control of Housing and Work Law 2012 is due to come into force on 1 July 2013 replacing the Housing (Jersey) Law 1949, the Regulation of Undertaking & Development (Jersey) Law 1973 and the Hawkers and Non-Resident Traders (Jersey) Law 1965.
It is mandatory for an expatriate employee to sign a labour contract in the format stipulated by the Ministry of Labour prior to commencing employment.
As the name implies, end of service gratuity is an amount of money that every employee is entitled to receive, and every employer is liable to pay, upon termination of an employment relationship in the UAE, provided that the employee meets the conditions set out in the Labour Law (UAE Federal Law No.8 of 1980).
One of the most debated issues in an employment agreement is the legality of restrictive covenant provisions, such as a non-compete clause which prevents employees from working for a competitor upon termination of their employment agreement.
Employment relationships in the United Arab Emirates are governed by Federal Law No.8 of 1980 Regulating Labour Relations as amended by Federal Laws No.24 of 1981, No.15 of 1985 and No.12 of 1986 (the Labour Law).
The holy month of Ramadan is expected to start by the end of this week.
Some comments from our readers… “The articles are extremely timely and highly applicable” “I often find critical information not available elsewhere” “As in-house counsel, Mondaq’s service is of great value”