Staff Search Results

7 results. Click on a title for more information and a preview.

Offer of employment letter

This document is used where the Company wishes to offer employment terms to a new member of staff.

Recruitment and Selection > Offers and new contracts

Induction guide - line manager responsibilities

This document is used for guidance for line managers to work through an induction process for new members of staff.

Recruitment and Selection > Induction

Induction program checklist form

This document is used as a checklist to record key stages of a new employee commencing work with a Company, such as meeting key staff, completing important documentation or contracts, and understanding Company/department value

Recruitment and Selection > Induction

Guide to transferring staff IN on TUPE

Contract Termination > TUPE

Guide to transferring staff OUT on TUPE

Contract Termination > TUPE

Employee Handbook

The Employee Handbook, sometimes also known as an Employee Manual, Staff Handbook, or Company Policy Manual, is a collection of policies provided to employees by an employer. Usually, the Employee Handbook contains several important sections and includes information about company culture, policies, and procedures.

Purchasing this HRDocBox will provide you with 12 months access to every policy template within it. You will benefit from free updates to existing documents and new documents as and when they are added.

Equal opportunities

The Equal Opportunities Policy provides specific protection to the Company in respect of the Age Discrimination Regulations that came into force in October 2006. This Policy follows ACAS guidelines to comply with the Age Discrimination Regulations, and fulfils requirements previously required by the Sex, Race and Disability Discrimination Acts and other relevant Regulations.

It is against the law for a company to discriminate against anyone on the grounds of age, disability, sex, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), sexual orientation, religion or belief, or because someone is married or in a civil partnership. Similarly if your employees discriminate against a colleague or customer your company could be held vicariously liable for their acts, and be responsible for paying the compensation or damages to the victim of the discrimination.

If a company can prove that it has done all that was reasonable to prevent the discriminatory acts from occurring then its liability can be reduced or entirely eliminated. Having an equal opportunities policy, and apprising all staff of its existence is one of the things that a reasonable employer should do.

Employee Handbook > Equal opportunities