HR Policies & Procedure Documentation
All employers must ensure that they provide their staff with a Written Statement of Terms and Conditions of Employment within 8 weeks of their start date. In addition there are a number of other HR documents that should be provided to staff in ensuring that they are aware not only of their rights as employees but also the rights you have as their employer.
Job descriptions have many functions that are important to a company. They are helpful for the hiring process, provide guidance and direction for employee performance, and define essential job duties. Talent 24 can develop the right job description for your employees.
Contracts of Employment
Talent24 support businesses in creating Contracts of Employment that not only comply with complicated employment legislation obligations but that also fit with the business requirements. All too often we have be approached by Company’s who have taken a standard template contract of off the internet but that due to the fact that it is a generic template has left the Company with significant gaps in their terms and conditions of employment, both for them as the employer but also with a detriment to the employee.
We ensure that any Contract of Employment we create for our clients are bespoke to their needs, closing the gap between standard requirements and requirements specific to that business and ensuring that all parties are clear regarding the terms of their employment.
Whilst Employee Handbooks are not a legal requirement, it is a legal requirement that you manage your employees in line with employment laws and legislation. The Employee Handbook is a useful tool which supports the Contract of Employment and which also lays out the expected requirements of employees against the requirements of the employer.
We endeavour to make all the necessary terms and conditions and employment rights clear to employer and employee by covering the essential areas of employment practice in the Employee Handbook. This ensures that staff are aware of their rights as an employee but also make them aware of the rights the employer has and where certain actions can be enforced on employees and also allows for no misunderstanding in terms of workplace rules. It couldn’t be recommended enough that all employers of people should have an Employee Handbook in place to support the Contract of Employment and publicise the workplace rules to their staff.
HR Policies and Procedures
In most smaller businesses an Employee Handbook is enough in ensuring and communicating to staff their rights and the rights of the employer. However, some smaller businesses do require certain specific HR Policies and Procedures e.g a sickness absence policy and procedure where sickness absence is a problem, or where a business may be stepping into that medium sized business arena. It is becoming increasingly common that we are approached to develop a suite of HR Policies and Procedures where this employer has outgrown their Employee Handbook. Please find below a list of specific HR Policies and Procedures which can be developed for your growing business:
- Disciplinary Policy and Procedure
- Grievance Policy and Procedure
- Whistle Blowing Policy
- Absence Management Policy and Procedure
- Capability Management Policy and Procedure
- Change Management/Redundancy Policy and Procedure
- Maternity, Paternity and Parental Leave
- Recruitment and Selection
- Stress Management
- Bullying and Harassment/Dignity at Work
- Annual and Special Leave
- Flexible Working
- Appraisal and Performance Management
- Equal Opportunities
- Sickness Absence Management
- Health and Safety
- Induction and Probation
- Study Leave
- Lone Working
- Internet, Social Media Usage Policy
- Code of Conduct and Professional Boundaries