A statement of particulars is a document that outlines specific information about a subject. It is comparable to a bill of particulars, which offers a comprehensive breakdown of charges in a legal case. In legislative drafting, a statement of principle is a sentence or paragraph that clarifies the objective of a law. It differs from a preamble as it is included in a numbered section of the law.
A statement of particulars is a document that provides details about the terms and conditions of employment, including job title, salary, working hours, and benefits. It is typically given to employees at the beginning of their employment. For instance, when John was hired as a sales representative at XYZ Company, he received a statement of particulars that outlined his job responsibilities, salary, and commission structure. This example demonstrates how a statement of particulars is crucial in informing employees about their job and compensation. On the other hand, a statement of principle is a sentence or paragraph within a legislative document that explains the purpose of the statute. Unlike a preamble, it is found in a numbered section of the document. The Clean Air Act, for example, includes a statement of principle that states, “The purpose of this Act is to protect and enhance the quality of the Nation’s air resources so as to promote the public health and welfare and the productive capacity of its population.” This example illustrates how a statement of principle clarifies the intention of a legislative document and guides its interpretation and implementation.
A Statement of Particulars is a legal document that outlines the terms and conditions of employment between an employer and an employee. It includes details such as job title, salary, working hours, holiday entitlement, and other important employment terms.
Yes, under UK law, employers are legally obligated to provide a Statement of Particulars to their employees within two months of their start date. This applies to both full-time and part-time employees.
A Statement of Particulars should include details about the employee’s job title, salary, working hours, holiday entitlement, notice period, pension scheme, and any other terms and conditions of employment that are relevant to the employee.
Generally, an employer cannot unilaterally change the terms in a Statement of Particulars without the employee’s consent. Any changes to the terms and conditions of employment should be agreed upon by both parties and documented in writing.
If an employer fails to provide a Statement of Particulars within the specified timeframe, an employee can make a complaint to an employment tribunal. The tribunal may order the employer to pay compensation to the employee.
Yes, an employee can request changes to their Statement of Particulars if they believe there are inaccuracies or if they want to negotiate certain terms. However, the employer is not obligated to agree to these changes unless they are required by law.
Yes, an employer can provide a Statement of Particulars electronically, as long as the employee has access to the document and can easily store and print it if needed.
While it is best practice for an employer to provide a Statement of Particulars within two months of the employee’s start date, they can still provide it after the deadline. However, if the employee has already made a complaint to an employment tribunal, the employer may still be liable for compensation.
An employee is not legally required to sign a Statement of Particulars. However, it is advisable for both parties to sign the document to acknowledge that they have received and understood the terms and conditions of employment.
An employer can make changes to a Statement of Particulars after it has been signed, but they must obtain the employee’s consent for any changes. It is recommended to document any changes in writing and provide the updated version to the employee.
This site contains general legal information but does not constitute professional legal advice for your particular situation. Persuing this glossary does not create an attorney-client or legal adviser relationship. If you have specific questions, please consult a qualified attorney licensed in your jurisdiction.
This glossary post was last updated: 17th April 2024.
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