Employee Recruitment, Contracts & Manuals
Wrongful, inaccurate and unfair advertising, interviews and recruitment is a growth industry of employment claims. Failure to provide terms & conditions, unlawful drafting or just not having your contracts or office manuals working for you, are all detrimental to your organisation.
Advertising
Are your adverts legal? Law 4 Less will check or draft your adverts for you.
Recruitment Letters
Offer, Interview, Holding, 2nd interview, Rejection, Recruitment acknowledgement & acceptance forms.
Interviewing
Scripts and structure. What to ask and more importantly what NOT to mention.
Job Descriptions
All employees require job specifications/descriptions. Law 4 Less will check or draft for use in recruitment procedures, contracts, terms and conditions, appraisals or redundancies.
Person Specification
Organisations are recommended to have person specifications. Law 4 Less will check or draft for use in recruitment procedures, contracts, terms & conditions or appraisals.
2nd Interviews and scripts
Scripts and structure. What to ask and more importantly what NOT to mention.
Contract of Employment
Contracts of Employment are required by law after four weeks with a new employer. Terms are written, implied and also statutory for all employees.
Working Time Opt out
Legal requirements for rest breaks, holidays, and daily & weekly working hours.
Company Benefits
Pensions, cars, health schemes, extra holidays, bonuses, company discounts, telephones, laptops, blackberrys, fuel card, expenses, relocation allowances, dress allowance, uniform, staff card, subsidised canteen are all benefits which may or may not be taxable, accountable or need properly protecting under contracts of employment.
Company car documents
All companies need to document and assess liability for cleanliness, accidents, insurance, excess mileage, damage, business or private use, family use, speeding, parking tickets, recovery or hire cars and use during sickness or maternity periods.
Restrictive Covenants
Protection of your organisation is vital no matter what your business. The only way to legally protect is in your Contract of Employment by properly drafted, legal authorised and written restrictions for competition or protection preventing your business being taken away from you.
Flexible working
All employers have a duty to consider flexible working. failure to do so is Discrimination and could lead to Constructive Dismissal.
Annual Leave
Statutory and Contractual Rights for all employees. Statutory minimums are in place. Proper policies including right to refuse, length of notice and maximum duration all need considering and drafting properly.
Maternity Payments
Maternity payments, plans, SMPs, benefits, bonuses and employers rights, duties and obligations.
Probationary Period
Important to any contract to be able to assess suitability, monitor performance, monitor holiday allowance and have reduced salary or bonus scheme where applicable for a decided period of time.
References
Ask the right questions to get the correct answers! Find out what you need to know before you make mistakes of discovering it for yourself.