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  • Employment - Internal statement announcing employee's departure
    Internal statement announcing employee's departureUse our statement to make an internal announcement to other members of staff that an employee is leaving, or has left, your employment.Communication of departureWhen an employee leaves your employment, you can use our Letter Advising Employee Has Left to let external third parties, such as your clients and customers, know of their departure. However, what about notifying the employee's own work colleagues? Under the terms of your Resignation Policy, you may have...
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  • Employment - Dismissal due to unsatisfactory attendance
    Dismissal due to unsatisfactory attendanceWhen you want to implement a dismissal on the ground of unsatisfactory attendance levels, use our dismissal letter. This is the final sanction under our attendance procedure.Potentially fair dismissal reasonIf you dismiss an employee due to their poor attendance record caused by their recurring short-term sickness absences, rather than due to their health itself, your potentially fair reason for dismissal is likely to be some other substantial reason (SOSR) and not capability....
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  • Employment - Notice of SOSR or statutory bar appeal meeting
    Notice of SOSR or statutory bar appeal meetingAn employee has no statutory right to appeal against an SOSR or statutory bar dismissal. However, you should still give them an opportunity to appeal as part of an overall fair procedure. Use our letter when an employee appeals against an SOSR or statutory bar dismissal decision, to inform them of the date and time of the appeal meeting.On appealTo comply with general principles of fairness, you should allow an employee the chance to appeal against any decision reached...
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  • Employment - Letter following SOSR or statutory bar appeal meeting
    Letter following SOSR or statutory bar appeal meetingAfter holding an appeal against the decision to dismiss an employee on some other substantial reason (SOSR) or statutory bar grounds, you need to formally notify them in writing of the outcome. The decision on an appeal is final.A final decisionAfter hearing what the employee has to say as part of their appeal, and after considering any new evidence that they produce, there are two possible outcomes. The first is that you decide to reject the appeal, so the...
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  • Employment - Proposal to dismiss and re-employ on new terms
    Proposal to dismiss and re-employ on new termsIt may be possible to introduce new employment terms by terminating an employee's existing contract on notice and immediately offering to re-employ them on the new terms. Use our letter to invite an employee to a consultation meeting to discuss dismissal and re-employment. Only send it after conducting a full consultation procedure and ensure you have a sound business reason for the change.Proposal to dismissWhere you've followed a fair consultation process to seek...
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  • Employment - Incapacity checklist
    Incapacity checklist Use this checklist to help you manage employees who are absent for a long period or are persistently absent for short periods due to sickness or injury.  Your procedure for managing sickness should be separate from your disciplinary procedure for all cases of ill health as opposed to misconduct. However, if possible misconduct has been identified, and informal counselling does not resolve the problem or is not appropriate, a disciplinary procedure should be followed. Obtaining medical...
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  • Employment - Notification of probation period review meeting
    ... stage, it's worth having a review meeting with the employee. That way, you can give them constructive feedback on their performance and conduct, highlighting any areas which were unsatisfactory or would require improvement, and in turn they can set out their opinions on their job and working conditions. No legal requirementHaving a review meeting isn't a legal requirement but it can be useful for both parties. If you're going to dismiss the employee or extend their probation, they'll have a better understanding...
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  • Employment - Misconduct checklist
    Misconduct checklistUse this checklist to help you deal with an employee's misconduct. This will involve carrying out an investigation and then, if there is a case to answer, proceeding to a disciplinary hearing, after which you will need to consider the penalty and communicate your decision to the employee.What is misconduct?Misconduct is conduct which initially requires disciplinary action other than dismissal, such as a minor breach of company rules, policies and procedures, minor damage to company property,...
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  • Employment - Employment contract variation flow chart 2
    Employment contract variation flow chart 2 Use this flow chart when attempting to impose a contractual variation that requires employee consent. See the employment contract variation flow chart 1 to help you determine if employee consent is needed.   Employee agreesWhere the employee has agreed to the change, you should get them to sign an acknowledgement to that effect. The easiest way to do this is by requesting them to sign an acknowledgement to your letter setting out the change. This should avoid any...
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  • Employment - Pre-dismissal checklist
    Pre-dismissal checklistThis checklist covers matters to be considered prior to dismissing employees and can help to ensure compliance with the various legal requirements surrounding dismissals. Fair reason for dismissalMake sure you have a fair reason to dismiss and that you have followed a fair procedure as employees who have two plus years of service may otherwise be able to bring a claim for unfair dismissal. Note that no qualifying service is necessary for automatically unfair dismissals, for example dismissals...
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