Be sure to include a disclaimer stating that the list of work rules is not intended to be an employment contract. 5 Agreement on the working rules of the Joint Council of the Construction Industry (CIJC) The parties to the Joint Council of the Construction Industry (CIJC) have adopted a recommendation for a two-year agreement on remuneration. The tables of base rates of pay are listed below for the two years beginning Monday, July 25, 2016 and Monday, June 26, 2017. The exemption from untaxed accommodation and fare allowances was granted by HMRC with effect from 1 August 2016. ENTITLEMENT TO BASIC WAGE RATES FROM MONDAY 25. JULY 2016 Classification Basic salary (Pence per hour) Weekly rates based on 39 hours ( ) General operator 873 Skill rate 4 3 2 1 941 996 1065 1106 Craft rate 1161 AS OF MONDAY 26 JUNE 2017 Classification Basic wage (Pence per hour) Weekly rates based on 39 hours ( ) General operation 897 Skill rate 4 3 2 1 967 1024 1094 1136 Craft rate 1193 These rates are agreed and announced on the basis that an increase cannot be reduced by adjusting the existing contractual premium systems. Rules for employees may be required by law, but various optional rules in the workplace should also be considered. Carefully selected work rules can protect your business from legal claims and help you maintain an orderly and positive work environment. Sometimes the term “rulebook slowdown” is used in a slightly different sense than “rule work”: the former is to apply rules that are generally set aside or interpreted less literally to increase efficiency; The latter, refraining from activities that are common but not prescribed by the rule or job description, but the terms can be used as synonyms. Overly restrictive work rules mean nothing but problems. Not only do they create unnecessary difficulties for employees, but they also make them appear unreasonable and non-accommodating to your employees` feelings and needs.
If you have a rule, you should be able to give every employee who demands a good company-related reason to do so a good business reason for it. The reasons should be clearly related to the employee`s work and you should not impose personal opinions or beliefs on your employees in the form of work rules. For small businesses, most work rules are optional. However, federal and state laws may require your company to have and publish policies on specific workplace issues, such as smoking, drugs and alcohol, and sexual harassment. In areas regulated by law, you have no choice but to adhere to them by introducing rules in the workplace. .