Probation And Discrimination Case Study

• What issues must an employer consider when hiring workers? Please list the top 5 and a few bullet points explaining each.

- Employees are entitled to receive written contracts of employment within 12 weeks after the date of the commencement of the employment.

The contract should state the full names and addresses of the parties to the contract, the date on which employment under the contract began; the title of the job that the employee is employed to do; the place where the employee’s duties are to be performed; the wages which the employee is entitled to receive or the means by which they can be calculated, and in either case, the intervals at which they will be paid, and the deductions or other conditions to which they shall be subject;

This may however be extended for up to another 6 months with the agreement of the employee.

- An employer is not to employ an employee under a probationary contract on more than one occasion.

- A contract may be terminated during probation by either party giving the other not less than 14 days notice or by the employer paying the employee the equivalent of 7 days wages in lieu of notice. This is shorter than the period required for a confirmed contract.

- No hearing is necessary when terminating a probation contract.

- No complaint for unfair dismissal or termination can be lodged by an employee who is dismissed while on probation.

• List the key issues employers need to consider with respect to non-discrimination

- The Constitution of Uganda and the Employment Act promote equality of opportunity, with a view to eliminating any discrimination in employment, including for migrant workers and members of their families who are lawfully within the territory of