Employment guidance documents
Absence control guide
This guide covers both managing long and short-term sickness and tries to uncover the real reasons why people are absent from work. It will help you develop an action plan based upon:
- having the difficult conversation with an employee when they return to work
- looking after the health and wellbeing of your employees developing an overall approach to absence by linking attendance to job design, good employment relations, health and safety, flexible working and effective disciplinary procedures.
Coronavirus (COVID-19) example procedure
Use this guide to manage any COVID-related incidents.
Good email etiquette
Email etiquette refers to the principles of behavior that one should use when writing or answering email messages. Bad email etiquette reflects badly on us, and a record of this is kept in mailboxes over which we have no control. Good email etiquette reflects well on us, improves our public perception and persona and increases the chance of a prompt and comprehensive response. It’s not hard to maintain good email etiquette once we know what it is. A company needs to implement etiquette rules for the following three reasons:
- Professionalism: by using proper email language your company will convey a professional image.
- Efficiency: emails that get to the point are much more effective than poorly worded emails.
- Protection from liability: employee awareness of email risks will protect your company from costly law suits.
Good meeting etiquette
Here are some practical steps to a meeting which can make a difference, some ‘quick wins’ to ensure that your attendance/contribution is professional and a box of ‘handy hints’ to bring them all together..
Good office etiquette
Why is office etiquette important? Because bad manners at work can be bad for business by negatively affecting employee morale and productivity.
This guide shows a good way of working, every employee (not just management) should act as a role model by showing respect for their colleagues and demonstrating the following professional standards:
Guide to complying with TUPE
This guide outlines the main legal requirements surrounding TUPE transfers, as well as the essential steps involved in managing such transfers, together with some good practice guidance.
Guide to transferring staff IN on TUPE
Guide to transferring staff OUT on TUPE
This document gives pointers on what is important to deliver as part of an effective induction process. This will ofetn be different for different Companies and organisations, but there are CORE elements that should always be delivered.
Line manager responsibilities
This document is used for guidance for line managers to work through an induction process for new members of staff.
Performance Development Review (PDR) appraisers checklist
This document is a quick checklist for an appraiser and what they need to do in practice to make a Performance Development Review a success.
Performance Development Review (PDR) guide
This is a complete guide for an appraiser and how to use performance development reviews in practice. This guide details preparation, from setting up the environment, to what questions to ask and how to record the process.
Performance improvement plans
This guidance is designed to assist managers to encourage employees to achieve and maintain standards of job performance. Managers shoudl ensure consistent and fair treatment for all and to assist any employee who is considered to be experiencing difficulties in performing satisfactorily the duties required of the post to which they were appointed.
This guidance provides managers with a framework to improve an employees performance in the workplace.
Recruitment and selection guide
The Recruitment and Selection procedure helps managers to ensure that they make an informed decision when interviewing and hiring a new employee.
Redundancy consultation pack
This pack should be issued to employees at the start of the redundancy consultation process. It explains the redundancy process from start to finish, and also includes the most frequently asked questions with answers.
This gives the employee something to refer back to after the initial redundancy warning meeting and prevents a barrage of questions to the managers.
Redundancy selection criteria assessment guidelines
The selection criteria used by the employer must be carefully and exactly defined so that they can be fairly and consistently applied to each employee.
The criteria must also be agreed by the employees representatives.
Redundancy selection matrix scoring guide (performance)
The Redundancy Selection Criteria Assessment Guidelines should be used to assist in the accurate assessment of employees.