HELP HELP HELP......
- Thread starter khurram82
- Start date
i believe it is Post Graduate Diplma. also known as PGD. which is not equilent to Masters but u can take addmission in masters programme. PGD can not be awarded 25 points . how ever with the combination of Bachelor degree she can claim 20 points.Pippin said:
[size=10pt][size=10pt][size=10pt][size=10pt][size=10pt][size=10pt] HELP
[/size][/size][/size][/size][/size][/size]
Dear friends. I need a contract of employment sample. as my employer never signed a contract or have any form. he asked me to bring the form and he will sign and stamp it.
i am working as an electrician and i need a " contract of employment " please help me if u have one in softcopy then please email me kmjut @ yahoo.com . i ll be very grateful. thansk alot
Khurram82
[/size][/size][/size][/size][/size][/size]
Dear friends. I need a contract of employment sample. as my employer never signed a contract or have any form. he asked me to bring the form and he will sign and stamp it.
i am working as an electrician and i need a " contract of employment " please help me if u have one in softcopy then please email me kmjut @ yahoo.com . i ll be very grateful. thansk alot
Khurram82
Google: pakistan employment contract
With this information you can either use it for your boss to create a contract, which after the fact may not seem proper to you, OR it could be used in your cover letter as explanation of WHY you never got one in the first place (if the place you worked was less than 20 employees according to Article 18 - as I read it, but I could be wrong...I am NOT an expert). Does this help???
http://www.labourunity.org/labourlaws.htm
Contract of Employment
While Article 18 of the Constitution affords every citizen with the right to enter upon any lawful profession or occupation, and to conduct any lawful trade or business, the Industrial and Commercial Employment (Standing Orders) Ordinance was enacted in 1968 to address the relationship between employer and employee and the contract of employment. The Ordinance applies to all industrial and commercial establishments throughout the country employing 20 or more workers and provides for security of employment. In the case of workers in other establishments, domestic servants, farm workers or casual labour engaged by contractors, their labour contracts are generally unwritten and can be enforced through the courts on the basis of oral evidence or past practice.
Every employer in an industrial or commercial establishment is required to issue a formal appointment letter at the time of employment of each worker. The obligatory contents of each labour contract, if written, are confined to the main terms and conditions of employment, namely nature and tenure of appointment, pay allowances and other fringe benefits admissible, terms and conditions of appointment.
With this information you can either use it for your boss to create a contract, which after the fact may not seem proper to you, OR it could be used in your cover letter as explanation of WHY you never got one in the first place (if the place you worked was less than 20 employees according to Article 18 - as I read it, but I could be wrong...I am NOT an expert). Does this help???
http://www.labourunity.org/labourlaws.htm
Contract of Employment
While Article 18 of the Constitution affords every citizen with the right to enter upon any lawful profession or occupation, and to conduct any lawful trade or business, the Industrial and Commercial Employment (Standing Orders) Ordinance was enacted in 1968 to address the relationship between employer and employee and the contract of employment. The Ordinance applies to all industrial and commercial establishments throughout the country employing 20 or more workers and provides for security of employment. In the case of workers in other establishments, domestic servants, farm workers or casual labour engaged by contractors, their labour contracts are generally unwritten and can be enforced through the courts on the basis of oral evidence or past practice.
Every employer in an industrial or commercial establishment is required to issue a formal appointment letter at the time of employment of each worker. The obligatory contents of each labour contract, if written, are confined to the main terms and conditions of employment, namely nature and tenure of appointment, pay allowances and other fringe benefits admissible, terms and conditions of appointment.