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Covers use of IT systems whilst at work – personal use of email and internet.
Covers use of IT systems whilst at work – personal use of email and internet.
There are many reasons an employee may not be able to attend work, other than sickness. This policy attempts to cover these circumstances and how to manage them, in accordance with statutory provisions. Includes jury service, bereavement and emergency leave.
Similar to the permanent employment contract but for a fixed term or temporary opportunity.
A statutory policy for any organisation employing 5 or more employees – this is a practical policy covering aspects such as fire procedure, first aid, accidents and risk assessment.
If you are not using staff but decide to use the services of consultants or contractors who are self-employed or part of another company, then this contract will be useful to set out the conditions upon you agree to do business and to clarify the nature of the working relationship.
A guide to the recruitment process – from producing a job description, advertising, shortlisting, interview technique and job offers.
Bullying can be unlawful, if it is related to one of the protected characteristics under the Equality Act 2010. This policy guides you through what constituates bullying or harassment and how to handle it fairly.
Following the introduction of the Shared Parental Leave Regulations in 2014, this policy provides a practical guide to implementing procedures should you receive a request.
Covering related statutory provisions – employers may offer enhanced benefits if desired
Covering all statutory provisions, this policy also guides you through the procedures for handling maternity related matters.
Updated in June 2014 following the revision of the Flexible Working Regulations where all staff have a statutory right to apply for flexible working, providing they have 26 weeks service.
This policy was updated under the Equality Act 2010 and covers equal treatment on the basis of all 'protected characteristics' under the Act.
Can be adapted for full and part-time permanent employment opportunities – covering all legal requirements and statutory employer obligations.
For use where the nature of the work is casual and cannot be guaranteed. Casual workers have less employment rights than permanent staff.
Chiswick House, Newfargie, Perth PH2 9QT
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