Whats included in this pack?All 112 documents listed below with unlimited downloads for 12 months from the date of purchase. You will benefit from free updates to these documents and any new documents as and when they are added to this pack.
Absence can come in many forms, some unavoidable (emergencies), some vital (family, holidays - for wellbeing), some manageable (education, long term absences), and some unwanted (such as absenteeism - short term sickness).
Finding ways to navigate through the many absences that are taken in Companies every day and ensure that absneces are managed well, and employees understand the rules and their responsibilities is essential.
This section provides you wit a number of key documents for many eventualities.
An employment contract is an agreement that covers the working relationship of a company and an employee. It allows both parties to clearly understand their obligations and the terms of employment.
To change a contract requires agreement between both parties, or reasonable notice if agreement ultimatey cannot be sought.
Organisations must adapt to changes to ensure that the threat of COVID is reduced. The organisation and its workforce must understand what they need to do differently to ensure continuity of business.
This section includes some best practice documents to support the ways in which an organisation can implement changes to help manage the threat of Coronavirus / COVID-19.
Disciplinary procedures enable you to ensure that employees keep to the rules. More importantly, they enable you, as an employer, to ensure that all breaches of the rules are dealt with fairly and consistently.
If disciplinary rules and procedures are written correctly and used effectively, not only should the work place be a happier working environment but also, the business owner will minimise the potential of being taken to an Employment Tribunal.
Disciplinary procedures should be seen as an aid to effective management, to be used primarily as a means of modifying people’s behaviour in line with the organisation’s aims – not just as a mechanism for imposing sanctions.
Communicating with your employees is central to managing your workforce. Poor communication can result in misunderstandings and mistrust. Introducing proper procedures for informing and consulting with your employees can take time and money but you will benefit from improved products, productivity and competitiveness.
Flexible working is a way of working that suits an employee’s needs, for example having flexible start and finish times, or working from home.
All employees have the legal right to request flexible working - not just parents and carers. This is known as ‘making a statutory application’. Employees must have worked for the same employer for at least 26 weeks to be eligible.
Grievances may be concerned with a wide range of issues, including the allocation of work, the working environment or conditions, the lack of opportunities for career development or the way in which someone has been managed.
It is the duty of care of every employer to maintain the health and safety of each employee. H&S crosses over with HR frequently, and this section contains templates to support health and safety management.
Undertaking an investigation will often be required as part of a disciplinary or grievance process.
In order to ensure that the investigation was fair and appropriate it is good practice to plan, record and invite correctly.
Here are some templates that can be used for a disciplinary or grievance investigation process.
Improving the skills of your staff is vital and will deliver huge business benefits. It can increase their productivity, motivation and quality of work, and boost overall business profits and customer satisfaction.
Statutory leave for family reasons is a complicated area where the law has changed frequently in recent years and, as an employer, it is important that your policies and procedures are kept up-to-date.
Employees who are pregnant, new mothers and adoptive parents (and the partners of such employees) may be entitled to statutory time off around the birth or adoption of their child: maternity leave, paternity leave, adoption leave and/or parental leave. In some cases, this leave may be paid if the employee meets the qualifying criteria.
Model letters and forms to help you create and maintain legally compliant documents for your organisation on pay and benefits.
Performance Appraisals or Performance Reviews as sometimes they are known are an individual plan for each employee.
An appraisal should reflect the employee’s job, their key responsibilities, their wider participation within the team and their overall contribution (or expected contribution) to company-wide business objectives.
Appraisals should focus on performance and personal development with specific areas for employees and employers to concentrate their efforts on above and beyond the day-to-day environment.
A performance improvement plan (PIP) is a tool to give an employee with performance issues the opportunity to succeed. It may be used to address failures to meet specific job goals or behaviour-related concerns.