Employment Policies & Procedures
It is so easy to get any employment law Procedure wrong. The stakes for doing so are high and the penalties costly. Many of the Procedures are statutory which means failure to follow them or ignoring them lead to an automatic finding of Unfair Dismissal.
Contracts
Contracts of employment are required by law after four weeks with a new employer. Terms are written, implied and also statutory for all employees.
Return to work
An essential procedure for both employment law, recommended practice & procedure and health & safety. As with all interviews strict guidance on what you can ask, should ask and cant ask need to be considered.
Exit Interview
An essential procedure for recommended practice, company procedure and employment law. Can detect a potential claim and hear honest and valuable feedback from employees.
Tribunal
Law 4 Less will advise you or represent you through the procedures, structures and applications of an employment tribunal claim.
Maternity Plan
Law 4 Less will help and assist you to structure maternity payments, return and leave dates, plans, statutory maternity pay, benefits, bonuses and employers rights, duties and obligations.
Redundancy
Legally required and complex procedure over a number of meetings. Letters, decisions, timings, witnesses, matrix, investigations, selection pool, and redundancy & appeal panel must all be correct, specific and identified.
Disciplinary
Legal, statutory and contractual procedures required to be objective, thorough, evidenced and fully disclosable. Procedures have to be followed and render any disciplinary or dismissal automatically unfair without.
Grievance
Legal, statutory and contractual procedures required to be objective, thorough, evidenced and fully disclosable. Procedures have to be followed and render any grievance finding automatically unfair without.
Holiday Request/refusal
Having set down procedures to follow means organisations have the right to refuse, move or stipulates when holidays can be taken and what notice, length or period holidays can be taken.
Investigation Procedure
New law dictates full investigations as part of disciplinary hearings. These are required to be objective, speedy, thorough, transparent, witnessed, evidenced where appropriate and decisions appealable.
Paternity Leave
Minimums as required by law must be followed.
Parental Leave
Minimums as required by law must be followed.
Sickness Procedures
Minimums as required by law must be followed.
Racial Harassment Policy
Working in conjunction with equal opportunities to ensure all staff are treated objectively, without discrimination and that all issues are taken seriously. Gives organisations full description of what racial harassment is.
Sex Discrimination Policy
Working in conjunction with equal opportunities to ensure all staff are treated objectively, without discrimination and that all issues are taken seriously. Gives organisations full description of what sex harassment or discrimination is.
Bullying Policy
Working in conjunction with equal opportunities to ensure all staff are treated objectively, without discrimination and any employees who require help know where and how to obtain it confidentially and effectively.
Equal opportunities Policy
Not only a requirement but for organisations to show they actively promote and use is also required.
Personal Harassment Policy
A steep rise is this area of law means that organisations are required to have their own policy that they actively promote and use allowing any troubled employee to seek immediate help, grievance and assistance.
Appeal Procedures
The appeal procedure is one of the most important, influential and legally necessary parts of the dismissal, disciplinary, grievance or redundancy procedure. Any such procedure being automatically unfair and leading to compensation.