The terms and conditions of employment are set out in a staff member’s employment contract. They outline what is expected of staff and what the organisation will provide, such as salary and benefits. There may be other terms and conditions that are not specifically mentioned in the employment contract, but which the contract refers to. These are usually included in a staff handbook.
Key issues to consider when setting terms and conditions include:Are they legal? Ensure that the terms and conditions are legal and fair. Always consult a lawyer when developing employment contracts. It is helpful to ask a lawyer to look at the staff handbook too.
Are they in line with organisation policy and practice?Are they in line with common practice?
Are they accessible and clear? The terms and conditions should be communicated clearly to staff. The language used should be appropriate for all staff. If some staff cannot read, rather than using a staff handbook, it will be necessary to find a different way of communicating terms and conditions.
Most terms and conditions should apply to all staff. However, there may be variations according to the category of staff or the types of contract a staff member has.