How Does Tesco Use Contractual Entitlements

Contractual entitlements (pay, hours of work, leave, notice period, pension benefits);
Contractual entitlements are the rules and expectations of the employer and employee.
Pay is the amount of money given to an employee for doing their job. The pay will vary on the type of job you have to how many hours of work you do. This means that if a person was to work for more hours than another employee and they had the same job, the employee who does more hours would get more pay.
Hours of work is the amount of hours that an employee would work for a certain period of time. Different employees within the organisation work for different periods of time due to the type of job they have and how flexible their work hours can be.
Leave is when an employee

An employee in Tesco’s would leave if they have been, dismissed, on maternity leave or they just are sick. Tesco’s would have to pay the employees on leave and they also have to hire someone to fill the vacancy, which means that this will reduce business profits because the person on leave and the replacement would be getting paid. If someone was on maternity leave then HR would also have to do recruitment and selection because they need to fill a vacancy that is going to be there for a long time.
If an employee was to leave the business they would have to give a notice period to the employer so that they can have the time to find someone to fill the space. This means that in Tesco’s the employee who would work for them would have to give them some time to do the recruitment and selection process. A person would be able to claim their pension if they are 65 or over. This means for Tesco’s they have to deduct the wages of their staff every time so that some can go into the pension fund. They would have to make the people more

Employee and employer

An employee within Tesco’s would contact others with formal letters like if an employee that was in lower management was to send a letter up the hierarchical pyramid, the message would have to pass through a few layers of management to get to the top. This would only apply to an organisation like Tesco’s as they are very large and require many levels of management. This would be called bottom- up because the employee from the bottom would have to send the letter and it would have to bypass the different layers of management. Same would be for top- down but this would be that if the board of directors called a meeting and wanted to send a letter or any sort of communication device, then this would have to be passed down to the bottom which would be given by the management that manages the labour workers.

Types of communication (newsletters, company bulletins); Newsletters would be a way of communicating with staff and it’s normally a way that’s used to notify the employees about any upcoming events or information that they might need to. Another way a business could use notify employees about any upcoming events is by putting up a company bulletin which is like a bill board but it contains detailed information and specific information about sensitive topics.

Organisational culture (ethos, values,