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No Objection Certificate, popularly abbreviated as NOC, is a type of legal certificate issued by any agency, organisation, institute or, in certain cases, ...
Human resource policies are continuing guidelines on the approach of which an organization intends to adopt in managing its people. [1] They represent specific guidelines to HR managers on various matters concerning employment and state the intent of the organization on different aspects of Human Resource management such as recruitment, promotion, compensation, [2] training, selections etc. [3 ...
An employee handbook, sometimes also known as an employee manual, staff handbook, or company policy manual, is a book given to employees by an employer. The employee handbook can be used to bring together employment and job-related information which employees need to know. It typically has three types of content: [1]
An employer bringing a lawsuit may also be asked to identify a protectable business interest that was harmed by the employee's move to a different firm. [ 2 ] Research shows that non-compete agreements make labor markets less competitive, reduce wages and reduce labor mobility.
The NOC is used by students, workers, employers, career and vocational counsellors, educational and training organizations. The first Edition of the NOC was published in 1992, and a Second Revised Edition was offered in 2001. Further minor revisions were made in 2006.
The union security agreement is a contractual agreement, usually part of a union collective bargaining agreement, in which an employer and a trade or labor union agree on the extent to which the union may compel employees to join the union, and/or whether the employer will collect dues, fees, and assessments on behalf of the union. [10]
The contract is between an "employee" and an "employer". It has arisen out of the old master-servant law, used before the 20th century. Employment contracts rely on the concept of authority, in which the employee agrees to accept the authority of the employer and in exchange, the employer agrees to pay the employee a stated wage (Simon, 1951).
Employers are obligated to pay 300 riyals for food and 500 riyals for accommodation, if they do not provide employees with these directly. The No Objection Certificate was removed so that employees can change jobs without consent of the current employer. A Minimum Wage Committee was also formed to check on the implementation. [56]