[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-164944-en":3,"doc-seo-164944-105":29,"detail-sidebar-cat-1-en-105":89},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":11},164944,1099514068365,"Aurelia","https://ap-avatar.wpscdn.com/avatar/10000253d8d9f28188e?_k=1776742907772140068",1,18,"Letters","STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT","Employment contract statement setting out key terms between the registered employer and the employee, including employment commencement, probationary period, place of work, job title, working hours, and remuneration. It defines remuneration payment by electronic funds transfer each Friday, Sunday pay rules, overtime and rest break arrangements aligned with the Organisation of Working Time Act 1997, and procedures for sick leave notifications and medical certificates. It also covers probation extension, sick pay under statutory sick pay phases, annual leave and public holiday entitlement, additional statutory leave, PRSA access, lay-off/short-time provisions, and required resignation notice.","STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT\nREGISTERED EMPLOYER NAME: \t_____________________________________________\nREGISTERED EMPLOYER ADDRESS:\t_____________________________________________\nEMPLOYEE NAME:\t\t\t_____________________________________________\nCOMMENCEMENT DATE:\t\t_____________________________________________\nPROBATIONARY PERIOD:\tYour employment will be subject to a probationary period of six months (see below for further details)\nPLACE OF WORK:\tYou will normally carry out your duties at our premises at ________________________\t(see below or further details)\nHOURS OF WORK:\t__  hours per week/ ___ days per week as per the roster (see below for further details)\nREMUNERATION:\t€____________ gross per hour/annum (see below for further details)\nNOTICE REQUIRED ON RESIGNATION:\t______ weeks’ notice required from Employee\n(See ‘Termination’ for further details)\nADDRESS OF PLACE OF WORK:\nYou will normally carry out your duties at our premises as outlined above.  From time to time however you may be requested to perform duties away from the premises or at the employer’s other places of business.\nJOB TITLE:\nYou will be employed primarily as outlined above.    You will be required to be flexible in this position and must be prepared to undertake any other work related duties that may be assigned to you by the company from time to time.\nREMUNERATION / PAY INTERVALS\nYour rate of pay will be as outlined above which will be paid by electronic funds transfer each FRIDAY  (this method of payment may be changed at the company’s discretion).\nSunday pay is \u001f\u001f\u001f____% on the NMW, gross per hour.   If your rate of pay exceeds this amount, then it already includes a premium for working Sundays.\nHOURS OF WORK / BREAKS\nYour normal hours of work will be as outlined above on such days as required by the Company and which will be notified to you in advance.      You may on occasion be required to work additional hours to meet the needs of the business.\nRest breaks will be given in line with the Organisation of Working Time Act 1997, i.e. 15 minutes unpaid break after 4.5 hours worked, or 30 minutes unpaid break if working more than 6 hours (to include the 15 minutes which would have been given for the 4.5 hours worked).\nPROBATIONARY PERIOD\nYour employment will be subject to a probationary period as outlined above. In exceptional circumstances the probationary period may be extended in the interests of the employee but will not in any case exceed 11 months.   During the probationary period, and any extension thereof, your employment may be terminated without recourse to the normal disciplinary procedure. Where an employee is absent during the probationary period, the employer reserves the right to extend the probation for the same length of time as the duration of the absence. Such absences may include annual leave, sick leave, parental and other leave etc.\nSICK LEAVE\nIn the event of absence from work you are required to contact your Manager as soon as possible or at least one and a half hours before your normal starting time on the first day of illness. A certificate from a qualified Medical Practitioner must be submitted on the third day of a continuous absence and on a weekly basis thereafter.\nSick pay will be paid in accordance with Statutory Sick Pay (SSP). SSP is for employees with more than 13 continuous weeks’ service.   To qualify, you must be certified by a GP as unable to work from the first day of illness.   SSP is paid by the employer at 70% of your normal daily pay, up to a maximum of €110 a day. The entitlement to paid sick leave is being phased in over 4 years: 2023 - 3 days covered; 2024 - 5 days covered; 2025 - 7 days covered; 2026 - 10 days covered.\nPayment for any further sick days is not an entitlement.  When your statutory sick pay expires and you are still unable to return to work, you should apply directly to the Department of Social Protection as you may be entitled to Illness Benefit. Medical certificates must continue ","cbCaigeZWh7GjraW","https://ap.wps.com/l/cbCaigeZWh7GjraW","docx",38170,3,"English","en",105,"# Statement of Terms and Conditions of Employment\n## Registered Parties and Key Dates\n## Probationary Period and Termination\n## Remuneration and Pay Intervals\n## Hours of Work and Breaks\n## Sick Leave and Statutory Sick Pay\n## Annual Leave and Public Holidays\n## Other Statutory Leave and PRSA\n## Lay-off/Short-time/Reduced Hours\n## Notice Period for Resignation","[{\"question\":\"What is the probationary period and can it be extended?\",\"answer\":\"Employment is subject to a probationary period of six months. In exceptional circumstances it may be extended, but will not exceed 11 months, and termination during this period can occur without using the normal disciplinary procedure.\"},{\"question\":\"How is remuneration paid and what are the Sunday pay rules?\",\"answer\":\"Pay is transferred electronically each Friday, unless changed at the employer’s discretion. Sunday pay is a specified percentage on the NMW; if the employee’s rate exceeds that, it already includes a premium for working Sundays.\"},{\"question\":\"What are the requirements for sick leave and sick pay?\",\"answer\":\"The employee must contact their manager as soon as possible or at least 1.5 hours before the normal start time on the first day of illness. A medical certificate from a qualified practitioner is required on the third day of continuous absence and weekly thereafter; sick pay follows Statutory Sick Pay (SSP) rules and is subject to phased entitlement over four years.\"}]","STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT | DOCX",1788163611,{"code":4,"msg":30,"data":31},"ok",{"site_id":24,"language":23,"slug":32,"title":14,"keywords":33,"description":15,"schema_data":34,"social_meta":84,"head_meta":86,"extra_data":88,"updated_unix":28},"statement-of-terms-and-conditions-of-employment","",{"@graph":35,"@context":83},[36,52,66],{"@type":37,"itemListElement":38},"BreadcrumbList",[39,43,47,49],{"item":40,"name":41,"@type":42,"position":11},"https://docshare.wps.com","Home","ListItem",{"item":44,"name":45,"@type":42,"position":46},"https://docshare.wps.com/template/","Template",2,{"item":48,"name":13,"@type":42,"position":21},"https://docshare.wps.com/template/letters/",{"item":50,"name":14,"@type":42,"position":51},"https://docshare.wps.com/template/statement-of-terms-and-conditions-of-employment/164944/",4,{"url":50,"name":14,"@type":53,"author":54,"headline":14,"publisher":56,"fileFormat":59,"inLanguage":23,"description":15,"dateModified":60,"datePublished":60,"encodingFormat":59,"isAccessibleForFree":61,"interactionStatistic":62},"DigitalDocument",{"name":9,"@type":55},"Person",{"url":40,"name":57,"@type":58},"DocShare","Organization","application/vnd.openxmlformats-officedocument.wordprocessingml.document","2026-08-31",true,{"@type":63,"interactionType":64,"userInteractionCount":4},"InteractionCounter",{"@type":65},"ViewAction",{"@type":67,"mainEntity":68},"FAQPage",[69,75,79],{"name":70,"@type":71,"acceptedAnswer":72},"What is the probationary period and can it be extended?","Question",{"text":73,"@type":74},"Employment is subject to a probationary period of six months. In exceptional circumstances it may be extended, but will not exceed 11 months, and termination during this period can occur without using the normal disciplinary procedure.","Answer",{"name":76,"@type":71,"acceptedAnswer":77},"How is remuneration paid and what are the Sunday pay rules?",{"text":78,"@type":74},"Pay is transferred electronically each Friday, unless changed at the employer’s discretion. Sunday pay is a specified percentage on the NMW; if the employee’s rate exceeds that, it already includes a premium for working Sundays.",{"name":80,"@type":71,"acceptedAnswer":81},"What are the requirements for sick leave and sick pay?",{"text":82,"@type":74},"The employee must contact their manager as soon as possible or at least 1.5 hours before the normal start time on the first day of illness. A medical certificate from a qualified practitioner is required on the third day of continuous absence and weekly thereafter; sick pay follows Statutory Sick Pay (SSP) rules and is subject to phased entitlement over four years.","https://schema.org",{"og:url":50,"og:type":85,"og:title":14,"og:site_name":57,"og:description":15},"article",{"robots":87,"canonical":50},"index,follow",{"doc_id":7,"site_id":24},{"code":4,"msg":5,"data":90},[91,96,101,106,111,116,121,124,129],{"id":92,"doc_module":11,"doc_module_name":45,"category_name":93,"show_sort_weight":94,"slug":95},11,"Presentations",90,"presentations",{"id":97,"doc_module":11,"doc_module_name":45,"category_name":98,"show_sort_weight":99,"slug":100},12,"Resumes",80,"resumes",{"id":102,"doc_module":11,"doc_module_name":45,"category_name":103,"show_sort_weight":104,"slug":105},14,"Invoices",70,"invoices",{"id":107,"doc_module":11,"doc_module_name":45,"category_name":108,"show_sort_weight":109,"slug":110},15,"Posters",60,"posters",{"id":112,"doc_module":11,"doc_module_name":45,"category_name":113,"show_sort_weight":114,"slug":115},16,"Social Media",50,"social-media",{"id":117,"doc_module":11,"doc_module_name":45,"category_name":118,"show_sort_weight":119,"slug":120},17,"Forms",40,"forms",{"id":12,"doc_module":11,"doc_module_name":45,"category_name":13,"show_sort_weight":122,"slug":123},30,"letters",{"id":125,"doc_module":11,"doc_module_name":45,"category_name":126,"show_sort_weight":127,"slug":128},21,"Paper Templates",5,"papers-templates",{"id":130,"doc_module":11,"doc_module_name":45,"category_name":131,"show_sort_weight":4,"slug":132},158,"General","general-158"]