Yes - A good example of the best use of zero hours contracts would be where staff in an organisation have retired or left for other reasons BUT could then go back to cover holiday or sick leave on an ad hoc basis when required as they have the knowledge and the skills. This would save the employer having to do a recruitment process to get in temp workers who are unfamiliar with the organisation and work involved. Efficient and effective.
It should not be used by the employer to have a pool of people who they want to use on a regular basis without guaranteeing them a minimum number of hours.
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