The following services are solely and exclusively available to MEA Members who have paid their annual subscription. Access is password protected.
Human Resources Handbook
It is recognised by an increasing number of employers that Human Resources Management is a key function within their organisation as a means to achieve the organisation’s objectives. This field is also becoming increasingly specialised for various reasons:
- There is a need for employers to be constantly updated with new employment related legislation
- Employees – both unionised and non-unionised – are becoming more aware of their legal rights
- HR management is seen to be a source of competitive advantage, since employing and retaining the right persons is a key ingredient of the organisation’s performance.
The HR Handbook consists of a series of chapters about various aspects of the HR function and the employer/employee relationship. The chapters included thus far are:
- Contracts of Employment
- Disciplinary Action
- Fixed Term Contracts
- Injury Leave
- Maternity Leave
- Part Time Employment
- Resignation and Notice Periods
- Sick Leave
- Vacation Leave
- Organisation of Working Time
- Substance Abuse at the Workplace
- Payment of Wages
- Employing Disabled Persons
- Uniforms / Dress Codes
- Employing Foreign Workers
- Transfer of Business
- Weekends and Public Holidays
It will be updated regularly, based on employers experiences. The handbook will also have links to related legislation and other resources found in this website. It has been decided that, rather than printing an edition of the handbook, it will be posted on the web-site and members will have access to it through the use of a password. This will facilitate regular updating through new questions and answers and new chapters as necessary. HR related legislation is evolving constantly, both at EU level and also at local level, and employers need to have a resource that will keep them constantly au courant with such developments.
Who will use it?
The HR Handbook is a valuable management tool to all employers. Large companies with an established HR department can refer to the expertise contained to handle their day to day HR related problems. It can also be used as a training manual to develop and update the skills of HR personnel.
The HR Handbook is also of great use to smaller companies that lack the specialisation of HR professionals within their structure because of diseconomies of scale. In many situations the HR function is performed either by another executive (e.g. the financial controller) or else by the managing director. This is the case with the vast majority of Maltese employers. The handbook will, in such cases, be a constant guide on HR matters and will enhance the service that is provided by the MEA secretariat.
This is the Malta Employers’ Association Information Sheet published on a regular basis. It is designed to keep members up to date with developments in the labour relations area.
This newsletter is designed to keep it’s members abreast of EU Developments with respect to Employment issues. This will be sent on a regular basis and will highlight important news from the European Commission as well as interesting news from different Member States.
Industrial Tribunal Newsletter
The objective of this newsletter, which is issued quarterly, to provide you with a brief background and outcome of selected industrial tribunal cases. We believe that this information provides you with a better understanding in dealing with similar cases that may arise in your organisations, particularly when dealing with dismissal cases. We remind you that MEA provides professional assistance in industrial tribunal cases as part of the subscription. More importantly, the secretariat is there to offer its advice before a decision to terminate is taken. This advice is often influential in determining the decision of the Industrial Tribunal should an employee be dismissed, as in many cases the decision is based not simply on whether there were grounds of dismissal or otherwise, but also on whether the correct procedures were implemented. The newsletter will also be including cases that are not related to dismissals and that should also be of interest to employers, such as union recognition.