Your appointment letter (employment contract) must state the nature of your employment (permanent or temporary, nature of duties i.e. job description, terms and conditions of service etc.
The case law on discrimination is rather complicated in this regard. On the one hand, the court is willing to give the employer the prerogative to decide as they like whether to retain an employee or retire them at the age of superannuation, ‘in the absence of any statute, rule or agreement, it was a latitude or liberty’,13 as was the case in Abdul Majeed vs. Dandot Cement,14where the employer was clearly going through a financial crisis and had negotiated contracts after the age of superannuation with some, but not all of the employees. It was held that in the light of financial crises of the employer establishment, the settlement was rescinded and as a consequence beyond 60 years, no extension would be allowed for the petitioners. It was justified that when the services of some of the employees were extended, the said agreement had ceased, and there was no agreement in the field, so the extension in the services of some employees could not be termed as DISCRIMINATION; rather it was the discretion of the employer to extend the services of some of the employees on attaining the age of superannuation. In the circumstances, the aggrieved employees therefore could not rely upon and seek the benefits of the old Agreement between employees and the employer. In another recent case, Government of Punjab vs. Abdul Sattar Hans,15 a case involving Arts. 3 & 25 of the Constitution, it was argued that Federal Government employees and Provincial Government employees should receive the same emoluments and perquisites if they were performing the same type of duties; that if two different pay scales were given to Federal Government employees and Provincial Government employees, it could amount to extracting LABOUR and exploitation under Art. 3 of the Constitution, and that although the Provincial Government would have to bear an extra financial burden, service structure and financial constraints could not stand in the way of the Constitution. However, the court struck down this claim, saying that different employers with different financial and other resources employed both sets of employees, and this did not amount to discrimination. In a 2013 case, the court took a more lenient view against an individual state employee who claimed that no impartial enquiry was held against him to prove an allegation of accepting illegal gratification, and allowed the appeal on the basis that the employee had been discriminated against, as another employee against whom a similar allegation of tampering with a meter was levelled, was removed from service, but subsequently reinstated with all benefits. It was argued that the facts of said other employee’s case and the employee were identical (MEPCON vs. Arshad Aziz16), and it was discrimination to give the appellant a lesser legal right of appeal. Arts. 25 & 27 of the Constitution are an oft-pleaded provision of the constitution in discrimination cases and is often used when pay scales are discriminatory or unfair (see 2013 PLC 262). Equal pay is governed by s15 of the West Pakistan Minimum Wage Rules, 1962, which requires employers to give regard to the principle of equal remuneration for work of equal value between men and women when it comes to fixing wages. However, there is no specific law in the country to deal with equal remuneration. The Pakistan Regulations on Fair Treatment involve the Constitution of Pakistan, 1973 (as amended in 2012), the West Pakistan Minimum Wage Rules, 1962, and the Protection Against Harassment of Women at Workplace Act, 2010.
During the 1960s, a considerable number of Pakistanis also arrived from urban areas. Many of these people were qualified teachers, doctors, and engineers. They had a predisposition to settle in London due to its greater economic opportunities compared to the Midlands or the North of England. Most medical staff from Pakistan were recruited in the 1960s and almost all worked for the National Health Service. At the same time, the number of Pakistanis coming as workers declined.
The trends shown in the LFS are for the five overall broad ethnic groups. The rest of this article opens up these categories into the 18 detailed ethnic group classification used in the 2011 Census. It explores labour market participation through characteristics such as sex, economic activity, type of employment and young people (aged 16-24).
Some concerned high ranking officials talked of contempt in the private sector towards workers. “The moment one tries to raise issues related to the labour force, company heads close ranks to resist. They consider it an assault on the free market ideology and an expression of ‘socialist bend’ in the government”, he said.
A considerable number of Pakistanis have set up their own businesses, often employing family members. Today, a fifth of Pakistani Londoners are self-employed. Businesses such as grocery stores and newsagents are common, while later arrivers commonly work as taxi drivers or chauffeurs. Well-known British Pakistanis from London include Anwar Pervez, whose Earl's Court grocery store expanded into the Bestway chain with a turnover of £2 billion, and the playwright and author Hanif Kureishi.
https://ytpak.online
Work with the United Nations to make Pakistan a better place. The United Nations (UN) works to help the countries of the world cooperate in matters ranging from law and security to social progress and human rights. In Pakistan, 19 organisations affiliated with the UN work together for the most vulnerable people of Pakistan, supporting development and humanitarian assistance under the umbrella of the One UN - Delivering as One. At UN Pakistan, you will have a unique opportunity to participate in decisions and actions that affect the lives of millions of Pakistanis. We encourage all qualified men and women to apply for vacancies in UN Pakistan. We value efficiency, competence and integrity, and hire staff with suitable qualifications without distinction as to race, gender, religion or any other discriminating factor. We strongly encourage women to apply.
After completion of your (undergrad or grad) studies, you must be looking for employment. While you may have already received advice on interviewing, during your studies, you must also know how to examine your employment contract or appointment letter. Do labour laws in Pakistan require an employer to provide employment contract at the start of employment? After you have applied for a job and in response to written test, interview, whatever the case may be, you may be offered employment in an organization. You must know that Constitution of Pakistan affords every one of us with the right to enter upon any lawful profession or occupation (Article 18). The Standing Orders Ordinance, promulgated in 1968, also requires every employer to provide every worker an employment contract, showing terms and conditions of his/her service. Your employer is responsible to provide this contract at the time of your appointment, transfer or promotion. Your appointment letter (employment contract) must state the nature of your employment (permanent or temporary, nature of duties i.e. job description, terms and conditions of service etc. What are different types of employment contract, as specified under the labor laws? If you are working in an establishment, you will be classified in one of the following six categories. Permanent Probationers Badlis (Alternate) Temporary Apprentices Contract worker You become permanent worker if you have been on work of permanent nature for the last 9 months and have satisfactorily completed the probationary period of three months.You will be a probationer for the first three months of service, after provisionally employed for a permanent position.You will be considered a “Badli” if you are appointed in the post of a permanent or probationer employee who is temporarily absent.You should consider yourself a temporary employee if you are hired for a project ending within 9 monthsAn apprentice is a person undergoing training through the system of apprenticeship.Lastly, you will be a contract worker if you are employed to work on piece rate basis for a specific period of time. You will not be given overtime for hours worked above the normal working hours. What should I look for in my employment contract? While examining your appointment letter, you must consider following factors. Job Description/ responsibilities - are these the same as were advertised and talked about during the interviews or job description has been expanded to include some other responsibilities Salary- what is your basic and gross salary? Your consolidated or gross salary must be equal or greater than Rs. 9,000 per month (in Punjab, KPK and Balochistan) or Rs. 8,000 ( in Sindh province). Your gross salary will include certain allowances like house rent allowance, conveyance/utility allowance. Probationary Period - what is the required probation period before your service is confirmed. In private sector, this probationary period is usually three to six months. While in public sector, the probationary period is one to two years. Another things to look for is that whether the probationary period is extendable or not. You must know that your services can be terminated during this time without any notice or without giving any reason. Termination of service - after confirmation of your service, on expiry of probation period, your services can be terminated by your employer at any time by giving you a 30-day notice or providing 30-day pay in lieu of that notice. You also have the right to resign from your service after giving 30-day notice or surrendering 30-day pay to your company. Transferability of services - whether your services can be transferred to other sections/departments of your organization. This can be both good and bad depending on your experience. Transferability of your services will give you diversified experience however you may not be able to specialize in your desired field. Confidentiality agreement - Your employer may require you not to associate, directly or indirectly, with a similar business during the course of your employment with the organization and that you would not divulge any information relating to the organization to its competitors (even after termination of your employment) Leaves, retirement benefits, medical facilities - you must check whether these provisions are in accordance with labor laws or company policy. Other than the above mentioned factors, your employment contract/appointment letter must also clearly indicate whether your employment will be governed by general or some specific labor laws like mining labor code, newspaper employees act or road transport employees act. Moreover, if your employment contract is negotiated on terms different than those provided in labor laws, this will take precedence over the labor law. So, you must examine whether your employment contract is in accordance with the provisions in the labor laws or is different.
For more than six decades, IBM Middle East & Pakistan has played a vital role in shaping the information technology landscape of the region. Today, IBM is part of the region’s technological fabric, solving real-world business and societal challenges, through its offices in UAE, Saudi Arabia, Qatar, Kuwait and Pakistan, and also a diversity of centers across the region.
Graduate and Intern Job Opportunities Are you passionate about developing your skills and building your career with a global leader? From the first day you join us, you can look forward to the support you need to make a real impact. This is your opportunity to join a company where you can do work that matters – we are IBMers and that’s what we do. World-class learning opportunities, mentoring and a flexible work environment - you will find a wealth of opportunities within IBM to create the career you’ve always imagined. So if you are thinking about a career at IBM or you are interested in learning how your skills, expertise and interests fit with available IBM job opportunities then we invite you to search current open opportunities. View current graduate and intern jobs
Asian-dominated areas of the UK are booming, according to The Economist – in stark contrast to “struggling white towns”. The credit for this boom is given to the entrepreneurialism of the Pakistani community. Citing the fact that Pakistani businesses often seek finance from non-bank sources such as family or through community links, The Economist argues that Pakistani businesses have been shielded from the worst of the financial crisis.
The case law on discrimination is rather complicated in this regard. On the one hand, the court is willing to give the employer the prerogative to decide as they like whether to retain an employee or retire them at the age of superannuation, ‘in the absence of any statute, rule or agreement, it was a latitude or liberty’,13 as was the case in Abdul Majeed vs. Dandot Cement,14where the employer was clearly going through a financial crisis and had negotiated contracts after the age of superannuation with some, but not all of the employees. It was held that in the light of financial crises of the employer establishment, the settlement was rescinded and as a consequence beyond 60 years, no extension would be allowed for the petitioners. It was justified that when the services of some of the employees were extended, the said agreement had ceased, and there was no agreement in the field, so the extension in the services of some employees could not be termed as DISCRIMINATION; rather it was the discretion of the employer to extend the services of some of the employees on attaining the age of superannuation. In the circumstances, the aggrieved employees therefore could not rely upon and seek the benefits of the old Agreement between employees and the employer. In another recent case, Government of Punjab vs. Abdul Sattar Hans,15 a case involving Arts. 3 & 25 of the Constitution, it was argued that Federal Government employees and Provincial Government employees should receive the same emoluments and perquisites if they were performing the same type of duties; that if two different pay scales were given to Federal Government employees and Provincial Government employees, it could amount to extracting LABOUR and exploitation under Art. 3 of the Constitution, and that although the Provincial Government would have to bear an extra financial burden, service structure and financial constraints could not stand in the way of the Constitution. However, the court struck down this claim, saying that different employers with different financial and other resources employed both sets of employees, and this did not amount to discrimination. In a 2013 case, the court took a more lenient view against an individual state employee who claimed that no impartial enquiry was held against him to prove an allegation of accepting illegal gratification, and allowed the appeal on the basis that the employee had been discriminated against, as another employee against whom a similar allegation of tampering with a meter was levelled, was removed from service, but subsequently reinstated with all benefits. It was argued that the facts of said other employee’s case and the employee were identical (MEPCON vs. Arshad Aziz16), and it was discrimination to give the appellant a lesser legal right of appeal. Arts. 25 & 27 of the Constitution are an oft-pleaded provision of the constitution in discrimination cases and is often used when pay scales are discriminatory or unfair (see 2013 PLC 262). Equal pay is governed by s15 of the West Pakistan Minimum Wage Rules, 1962, which requires employers to give regard to the principle of equal remuneration for work of equal value between men and women when it comes to fixing wages. However, there is no specific law in the country to deal with equal remuneration. The Pakistan Regulations on Fair Treatment involve the Constitution of Pakistan, 1973 (as amended in 2012), the West Pakistan Minimum Wage Rules, 1962, and the Protection Against Harassment of Women at Workplace Act, 2010.
During the 1960s, a considerable number of Pakistanis also arrived from urban areas. Many of these people were qualified teachers, doctors, and engineers. They had a predisposition to settle in London due to its greater economic opportunities compared to the Midlands or the North of England. Most medical staff from Pakistan were recruited in the 1960s and almost all worked for the National Health Service. At the same time, the number of Pakistanis coming as workers declined.
The trends shown in the LFS are for the five overall broad ethnic groups. The rest of this article opens up these categories into the 18 detailed ethnic group classification used in the 2011 Census. It explores labour market participation through characteristics such as sex, economic activity, type of employment and young people (aged 16-24).
Some concerned high ranking officials talked of contempt in the private sector towards workers. “The moment one tries to raise issues related to the labour force, company heads close ranks to resist. They consider it an assault on the free market ideology and an expression of ‘socialist bend’ in the government”, he said.
A considerable number of Pakistanis have set up their own businesses, often employing family members. Today, a fifth of Pakistani Londoners are self-employed. Businesses such as grocery stores and newsagents are common, while later arrivers commonly work as taxi drivers or chauffeurs. Well-known British Pakistanis from London include Anwar Pervez, whose Earl's Court grocery store expanded into the Bestway chain with a turnover of £2 billion, and the playwright and author Hanif Kureishi.
https://ytpak.online
Work with the United Nations to make Pakistan a better place. The United Nations (UN) works to help the countries of the world cooperate in matters ranging from law and security to social progress and human rights. In Pakistan, 19 organisations affiliated with the UN work together for the most vulnerable people of Pakistan, supporting development and humanitarian assistance under the umbrella of the One UN - Delivering as One. At UN Pakistan, you will have a unique opportunity to participate in decisions and actions that affect the lives of millions of Pakistanis. We encourage all qualified men and women to apply for vacancies in UN Pakistan. We value efficiency, competence and integrity, and hire staff with suitable qualifications without distinction as to race, gender, religion or any other discriminating factor. We strongly encourage women to apply.
After completion of your (undergrad or grad) studies, you must be looking for employment. While you may have already received advice on interviewing, during your studies, you must also know how to examine your employment contract or appointment letter. Do labour laws in Pakistan require an employer to provide employment contract at the start of employment? After you have applied for a job and in response to written test, interview, whatever the case may be, you may be offered employment in an organization. You must know that Constitution of Pakistan affords every one of us with the right to enter upon any lawful profession or occupation (Article 18). The Standing Orders Ordinance, promulgated in 1968, also requires every employer to provide every worker an employment contract, showing terms and conditions of his/her service. Your employer is responsible to provide this contract at the time of your appointment, transfer or promotion. Your appointment letter (employment contract) must state the nature of your employment (permanent or temporary, nature of duties i.e. job description, terms and conditions of service etc. What are different types of employment contract, as specified under the labor laws? If you are working in an establishment, you will be classified in one of the following six categories. Permanent Probationers Badlis (Alternate) Temporary Apprentices Contract worker You become permanent worker if you have been on work of permanent nature for the last 9 months and have satisfactorily completed the probationary period of three months.You will be a probationer for the first three months of service, after provisionally employed for a permanent position.You will be considered a “Badli” if you are appointed in the post of a permanent or probationer employee who is temporarily absent.You should consider yourself a temporary employee if you are hired for a project ending within 9 monthsAn apprentice is a person undergoing training through the system of apprenticeship.Lastly, you will be a contract worker if you are employed to work on piece rate basis for a specific period of time. You will not be given overtime for hours worked above the normal working hours. What should I look for in my employment contract? While examining your appointment letter, you must consider following factors. Job Description/ responsibilities - are these the same as were advertised and talked about during the interviews or job description has been expanded to include some other responsibilities Salary- what is your basic and gross salary? Your consolidated or gross salary must be equal or greater than Rs. 9,000 per month (in Punjab, KPK and Balochistan) or Rs. 8,000 ( in Sindh province). Your gross salary will include certain allowances like house rent allowance, conveyance/utility allowance. Probationary Period - what is the required probation period before your service is confirmed. In private sector, this probationary period is usually three to six months. While in public sector, the probationary period is one to two years. Another things to look for is that whether the probationary period is extendable or not. You must know that your services can be terminated during this time without any notice or without giving any reason. Termination of service - after confirmation of your service, on expiry of probation period, your services can be terminated by your employer at any time by giving you a 30-day notice or providing 30-day pay in lieu of that notice. You also have the right to resign from your service after giving 30-day notice or surrendering 30-day pay to your company. Transferability of services - whether your services can be transferred to other sections/departments of your organization. This can be both good and bad depending on your experience. Transferability of your services will give you diversified experience however you may not be able to specialize in your desired field. Confidentiality agreement - Your employer may require you not to associate, directly or indirectly, with a similar business during the course of your employment with the organization and that you would not divulge any information relating to the organization to its competitors (even after termination of your employment) Leaves, retirement benefits, medical facilities - you must check whether these provisions are in accordance with labor laws or company policy. Other than the above mentioned factors, your employment contract/appointment letter must also clearly indicate whether your employment will be governed by general or some specific labor laws like mining labor code, newspaper employees act or road transport employees act. Moreover, if your employment contract is negotiated on terms different than those provided in labor laws, this will take precedence over the labor law. So, you must examine whether your employment contract is in accordance with the provisions in the labor laws or is different.
For more than six decades, IBM Middle East & Pakistan has played a vital role in shaping the information technology landscape of the region. Today, IBM is part of the region’s technological fabric, solving real-world business and societal challenges, through its offices in UAE, Saudi Arabia, Qatar, Kuwait and Pakistan, and also a diversity of centers across the region.
Graduate and Intern Job Opportunities Are you passionate about developing your skills and building your career with a global leader? From the first day you join us, you can look forward to the support you need to make a real impact. This is your opportunity to join a company where you can do work that matters – we are IBMers and that’s what we do. World-class learning opportunities, mentoring and a flexible work environment - you will find a wealth of opportunities within IBM to create the career you’ve always imagined. So if you are thinking about a career at IBM or you are interested in learning how your skills, expertise and interests fit with available IBM job opportunities then we invite you to search current open opportunities. View current graduate and intern jobs
Asian-dominated areas of the UK are booming, according to The Economist – in stark contrast to “struggling white towns”. The credit for this boom is given to the entrepreneurialism of the Pakistani community. Citing the fact that Pakistani businesses often seek finance from non-bank sources such as family or through community links, The Economist argues that Pakistani businesses have been shielded from the worst of the financial crisis.
