Employee Responsibilities At Work
8 Primary Employee Responsibilities For An His or Her Employer
At any workplace, all the employees are required to follow signed employee manual and policies that will give them a guideline of how they should act and on what rules their acts are judged. At any point of employment period, if you want to determine whether someone is an agent or employee, you would need to evaluate your employees' responsibilities. There are eight primary responsibilities of an employee such as:1 – Obligation To Provide Personal Service
The employer/employee relationship is considered personal, which means an employee is not allowed to delegate his/her obligations. This is very important to determine if someone is an employee or something else entirely.
2 – Obligation To Follow Practical Instructions
An employee is under contract not to deliberately defy a legal order. He/she must also act not act in a manner that frustrates the commercial part of the contract.
3 – Obligation For Indemnity and Reasonable Care
An employee is under obligation to use equitable care and skill in the presentation of his responsibilities. If the responsibilities are neglected, an employee is said to be in breach of his/her contract. If the employee breaches his/her contract, he may be liable to insure the employer for losses the employer suffered due to that breach.
4 – Good Faith
This part of the duty refers to an employee’s part of a mutual obligation of confidence and trust. It often comprises of several aspects of non-competition and confidentiality; some of this being applied after employment at the company no longer exists.
5 – Second Profits
An employee is not allowed to make secret profits, and if he/she does, he/she must inform the employer how much was made.
6 – Competition
Unless the contract expressly prohibits an employee to take a job at a competitor, it is not a breach of contract to take a second job. For breaches to take place, the employee must have access to confidential information that would put the employer at risk if passed on to a competitor. After the employment is over, the ex-employee can compete with the former employer with no contracts. However, if there is restrictive covenant, it can be subjected to the doctrine of restraint of trade.
7 – Conflict of Interest and Obligation
During an employee’s employment, he/she must ensure that his/her duty of loyalty to conflict with his/her personal interest. Thus, employees looking to start their own business cannot use the information obtained from his/her employer or try to lure the employer’s staff or customers.
8 – Confidential Information and Trade Secrets
If an employee reveals important information or trade secrets to a competitor while working for his/her company, this is a breach of his obligation of loyalty. After termination of employment, an employee cannot reveal or use the trade secrets or important confidential information that he/she learned from the former employee.
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