No. An employer must have a valid and fair reason for dismissing a worker at all times, including during the probationary period. That reason must be connected with the worker’s ability to perform or his conduct on the job or redundancy where the job has been abolished.
No. An employer is only permitted to extend your probationary period where it is in your interest to do so. For example, he or she may extend your probationary period where your absence from work due to illness or injury makes your actual working time on the job insufficient for your employer to make a fair assessment of your suitability for the job.
No. Any effort by an employer to offer terms and conditions that are less favourable than those of the Code is not legal. Your employer may offer you better conditions than those of the Code where it is fair to do so.
No. Any work in excess of the normal hours, that is maximum of eight hours, will earn overtime pay. Thus, the employer will be required to pay the worker overtime for the extra hour worked on Mondays to Thursdays.
Where an employee works part-time for at least four months in a year, he is entitled to vacation leave and is calculated on the basis of one day’s leave for every month.
An employee who has successfully completed his or her probationary period is entitled to vacation leave as follows:
- twelve normal working days leave for employees with less than ten years service
- fifteen normal working days leave for employees with ten and less than twenty years service
- twenty normal working days leave for employees with twenty or more years service.
Yes. Part-time employees are eligible for sick leave, provided that you have worked for at least four months.
Overtime is ordinarily given to daily and hourly rated pay and not salaried employees. However, if your salary does not compensate adequately, the employer may be required to pay you overtime even though you have been classified as a salaried supervisor. In this case, you should seek the guidance of a Labour Officer at the Labour Department.
No. Public holidays are not counted as part of the vacation leave.
Where a worker has worked at least four months he is entitled to vacation leave on the same basis as the part-time employee.