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  • Employment - Governing law and jurisdiction clause
    Governing law and jurisdiction clauseOur clause says that the contract is governed by the laws of England and Wales and the courts of England and Wales have jurisdiction to settle disputes. Whilst you can select the governing law, you can't contract out of "mandatory rules". There's also little benefit in having a jurisdiction clause because you can't generally enforce it.What's the difference?Governing law and jurisdiction are two different matters. A governing law clause states what country's laws are to apply...
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  • Employment - Letter rejecting repeated grievance
    Letter rejecting repeated grievanceWhere an employee raises a new grievance which simply repeats issues that have already been raised, and dealt with, in their earlier grievance, you can use our letter to reject it as you don't need to go over the same issues again.Grievance procedureYour grievance procedure enables employees to raise formal grievances about workplace issues. It probably provides for you to hold a grievance meeting with the employee and then to notify them of the outcome in writing, with a right...
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  • Employment - Attendance procedure
    Attendance procedureOur attendance procedure provides a process for dealing with genuine but persistent short-term sickness absence. It's not suitable for long-term incapacity cases.ApplicationA dismissal due to persistent short-term sickness absence could either be due to conduct, capability or some other substantial reason (SOSR). You should use our Disciplinary Procedure where there's evidence that the employee's sickness absence isn't genuine or where there's any other suspected misconduct relating to sickness...
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  • Employment - Right to work clause
    Right to work clauseOur right to work clause ensures employees must immediately notify you if they cease to have the right to work in the UK and you have the right to dismiss them for illegal working, subject to complying with fair dismissal rules. This may become more important post-Brexit if restrictions are placed on EEA nationals working in the UK.No right to workOur Right to Work Clause is aimed at ensuring employees must inform you immediately if they cease, for whatever reason, to have the legal right...
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  • Employment - Religious observance policy
    Religious observance policyOur policy explains how you will support employees who observe certain religious practices. Refusing to accommodate a request for time off for religious observance might amount to indirect religious discrimination, unless you can justify your decision. Equality Act 2010The Equality Act 2010 protects workers against direct and indirect discrimination on the grounds of any religion, religious belief or philosophical belief - and this can also include a lack of religion or a lack of belief....
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  • Employment - Letter withdrawing conditional offer of appointment
    Letter withdrawing conditional offer of appointmentIf you make a conditional job offer and the conditions are not satisfactorily fulfilled within a reasonable period of time, you should be safe in withdrawing the job offer on that basis and you can use our letter to assist you. However, be careful when considering withdrawing unconditional accepted job offers.Conditional offerOur Offer of Appointment Letter makes a job offer conditional on a number of documents being produced, including two satisfactory references,...
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  • Employment - Offer of appointment letter
    Offer of appointment letterOnce you have taken the decision on the successful candidate, a job offer can be made, either in writing or over the telephone. If you make an offer verbally, always confirm it in writing using our offer of appointment letter.Verbal agreementsWhilst it's fairly common for job offers to be made verbally, at least initially, the difficulty with not confirming them in writing is that there is no record of what you have agreed with the new employee so it will be your word against theirs...
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  • Employment - Letter to next of kin on death of employee
    Letter to next of kin on death of employeeUse our letter to offer your condolences to the deceased's next of kin on the death of an employee. It also raises the issue of final salary and other payments which may be due to the estate or other beneficiaries.Personal contactAs our Death of Employee Policy sets out, once you are notified of an employee's death, it's good practice to contact the deceased's family or next of kin to offer your sincere condolences. It's much better if you can do this personally, over...
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  • Employment - Severe disruption policy
    Severe disruption policyOur severe disruption policy will help you set out your position when an employee is unable to attend work, or is late, as a result of genuinely extreme weather conditions or disruptions to public transport or road networks, such as train strikes, road traffic accidents, road closures, etc.A balancing actIn devising a policy of this nature, you should balance your need to minimise disruption to your business against the need to ensure the health and safety of your employees. The law requires...
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  • Employment - Leaves of absence policy
    Leaves of absence policyIn addition to annual leave, sickness absence and the various statutory rights to time off (for example, maternity leave, parental leave, paternity leave, time off for dependants, etc.), employees might ask to take time off work for a variety of other reasons, including jury service, public duties, armed forces reserves duties, medical and dental appointments, compassionate leave or other unpaid leave. A leaves of absence policy statement aims to cover all those various time off work...
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1 to 10 of 602 articles