They are defined by sectoral collective agreements and range from 3 months to one year, depending on the occupational category to which the employee belongs. They may be extended once for the same period if the employer feels that the trial period is not clear. Similarly, unfounded claims of non-compliance against an employer can have consequences. In the United States, where there are few legal measures to protect workers, a laid-off worker can claim a right to harassment, discrimination or retaliation in the workplace. However, unjustified or false charges are not supported by the courts and could result in prosecution of the employee and damage to professional reputation. If the employer employs 10 or more employees, the rules of work are mandatory and must be published in the workplace within 15 days of the date the employer employs 10 or more workers. A copy of the work rules must be kept in the workplace, but work rules can also be made available to staff electronically (for example. B e-mail or intranet). These must be indicated in the Thai language and contain as a minimum requirement the following information: working days; regular working hours and rest periods; public holidays and holiday rules; overtime and work-on-leave rules; The date and place of payment of basic salary, overtime pay, leave pay and additional leave pay; Leave and leave rules Discipline and punishment Complaints are filed Work leave, severance pay and special pay. Authorized and commonly used. The legal limit is 3 months, which can be extended up to 6 months by collective agreement. No binding guidelines, but the following clauses and directives are recommended: gifts and favours guidelines for compliance with anti-corruption rules; Conflict of interest policy with outside parties; Policies on electronic communications, e-mail/internet abuse and software copyright; Code of Conduct policy Data protection policy and changes to personal data; The natural disaster clause; Political activities Rotation and offshoring clause (Mutasi); The demotion clause; suspension clause (without termination); Personal leave clause.
Among the risks of non-compliance by a foreign employer is the potential for sanctions and fines for violations of local labour law. In addition, employers could be exposed to complaints from angry workers, who could claim rights to legal compensation or compensation. In the United Arab Emirates, termination without notice may result in the payment of damages to the employee up to three months` salary. An employer may adopt employment provisions. These may be subject to prior agreement with workers` representatives, otherwise they may be invalidated. An employment contract must be written and include certain minimum concepts such as the names of the parties, a description of the work to be done; agreed-on hours that the worker will work, the rate of pay or salary to be paid and how they are paid, how to resolve labour relationship issues, make personal complaints within 90 days, an employment protection clause, a declaration that the worker receives (at least) a minimum of time and half pay to work on a public holiday, all other agreed issues, such as probation periods, probation rules or availability rules, type of employment, if employment is established, etc. If the existence of an agreement on working conditions is not clear, the labour rules are considered an agreement on the working conditions. The worker must receive, at least within the first month of employment, a written indication of the parties` names, start dates, positions, wages and possible additional salary items, as well as weekly working hours.