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  • 1,500+ Business Documents - List of gross misconduct offences
    List of gross misconduct offencesAs part of your disciplinary procedure, it's wise to insert a list of the offences that you regard as potential gross misconduct and which could therefore render the employee liable to summary dismissal, i.e. dismissal without notice.Drawing up a listWhilst it's obvious to most employees that certain offences are likely to amount to gross misconduct, for example theft or assault, in the vast majority of cases the situation is not quite so clear-cut. It's always advisable to draw...
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  • 1,500+ Business Documents - 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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  • 1,500+ Business Documents - 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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  • 1,500+ Business Documents - 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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  • 1,500+ Business Documents - 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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  • 1,500+ Business Documents - Internal fraud policy
    Internal fraud policyIt's definitely worth having an internal fraud policy statement to communicate your zero-tolerance attitude and approach to the threat of fraud and that this is likely to involve reporting fraudsters to the police. It can even help you to invoke the statutory defence to the corporate criminal offence of failing to prevent the facilitation of tax evasion. Such a policy should be short, simple and focused so that your employees can easily understand it.Public interest disclosureWe've drafted...
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  • 1,500+ Business Documents - Letter enclosing P45 and or final salary pay slip
     Letter enclosing P45 and/or final salary pay slipIt's not always possible to provide an employee with their P45 and/or final salary pay slip on their last day of employment. In this situation, these documents must be sent on to their home address at a later date. You can use our covering letter for this purpose. Not quite ready When an employee leaves you'll need to provide them with a P45 and/or final salary pay slip. Both documents are important:a P45 must be given to any new employer; and the pay slip needs...
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  • 1,500+ Business Documents - Letter of dismissal on long-term incapacity grounds
    Letter of dismissal on long-term incapacity groundsUse our letter when dismissing an employee due to long-term sickness absence. You must first have followed a fair dismissal procedure, including obtaining medical evidence and consulting with the employee and considering the severity of the impact that the employee's continued absence is having on your business. Confirmation of dismissalLong-term sickness absence can amount to a fair reason for dismissal on the ground of lack of capability. However, for a dismissal...
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  • 1,500+ Business Documents - 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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  • 1,500+ Business Documents - 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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