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  • Employment - Licence to occupy
    Licence to occupyThis agreement is for use in conjunction with a clause requiring an employee to live on site for the better performance of their duties (see our accommodation clause).  We recommend that you seek specialist advice on the rights of an employee occupying tied accommodation.  As a benefitProvision of accommodation will be regarded as a benefit, and therefore part of remuneration. However, if the employee is required to live on site for the better performance of their duties, it may not be taxable....
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  • Employment - Accommodation clause
    Accommodation clauseThis clause may be inserted where an employee is required to live on site for the better performance of their duties. Further informationProvision of accommodation will be regarded as a benefit, and therefore part of remuneration. However, if the employee is required to live on site for the better performance of their duties, it may not be taxable. Note that with regard to calculating whether the employee has been paid the relevant national minimum wage, the provision of accommodation can...
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  • Employment - Voluntary and charity work policy
    Voluntary and charity work policyAs part of your corporate social responsibility (CSR), you might want to grant staff a small number of paid or unpaid days off each year to undertake volunteering or charity work, or to allow them temporary flexible working hours to work on a particular volunteering project. Use our voluntary and charity work policy for this. Charitable intentionsIt's a good way of encouraging your staff to assist charities or voluntary organisations if you're seen to support their volunteer...
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