5
Dear Colleagues,
The issue of legality starts from the moment a Company is Incorporated or Registered with the necessary bodies as expected in the Country where she is doing or planning to do business.
At this point especsially post registration/incorporation the Company becomes a legal entity-hence it can sue and be sued.
Some of these might entail documentation-which might include but not limited the following depending on country or industry:
*Certificate of Incorporation
*Registration Number
*Licence to Operate/Practice
*Value Added Tax Certificate
*Tax Clearance Certificate
*Audited Accounts
The above mentioned falls under the Corporate image legal documentation-external/statutory/regulatory.
However for the direct employee/employer relationship, this should entail but not limited to the following;
*Letter of Offer of Appointment
*Employee Manual/Handbook
*Company Policy Manual
*Social Security/Insurance
*Safety of Employee in the Workplace
*Right to Privacy
*Right of Association
The most important of all is the fact that there should not be any ambiguities in the interpretation of these documents and there implementation.
There should be equity and fairness in all the Company's Management decides to do.
Let me rest my case here for now.
Afolabi Ajayi
From Nigeria, Lagos
The issue of legality starts from the moment a Company is Incorporated or Registered with the necessary bodies as expected in the Country where she is doing or planning to do business.
At this point especsially post registration/incorporation the Company becomes a legal entity-hence it can sue and be sued.
Some of these might entail documentation-which might include but not limited the following depending on country or industry:
*Certificate of Incorporation
*Registration Number
*Licence to Operate/Practice
*Value Added Tax Certificate
*Tax Clearance Certificate
*Audited Accounts
The above mentioned falls under the Corporate image legal documentation-external/statutory/regulatory.
However for the direct employee/employer relationship, this should entail but not limited to the following;
*Letter of Offer of Appointment
*Employee Manual/Handbook
*Company Policy Manual
*Social Security/Insurance
*Safety of Employee in the Workplace
*Right to Privacy
*Right of Association
The most important of all is the fact that there should not be any ambiguities in the interpretation of these documents and there implementation.
There should be equity and fairness in all the Company's Management decides to do.
Let me rest my case here for now.
Afolabi Ajayi
From Nigeria, Lagos
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
