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  • 1,500+ Business Documents - Menopause policy
    Menopause policyEmployees transitioning through the menopause may be experiencing symptoms that can adversely impact their work life, so put in place our policy to set out how you'll support them.Legislative settingThe menopause will affect a significant proportion of your workforce, so it's essential for you to provide the necessary practical support to your affected employees. The Health and Safety at Work etc. Act 1974 requires you to ensure the health, safety and welfare of all your workers, including those...
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  • 1,500+ Business Documents - Disability agreed adjustments record
    Disability agreed adjustments recordOur document records what reasonable adjustments have been agreed by a disabled worker's line manager. The record is "owned" by the worker and whenever they move roles, are relocated or change manager, they can give it to their new manager so that they're aware of the position without the need for the worker to explain their requirements again.Equality Act 2010Under the Equality Act 2010, where a physical workplace feature or a provision, criterion or practice puts a disabled...
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  • 1,500+ Business Documents - Transgender action plan
    Transgender action planYou can use our transgender action plan to set out the steps that you'll need to consider taking when supporting an employee who is transitioning. Managing the processOur Transgender Equality Policy sets out how you prevent discrimination against transgender staff in the workplace and how you support such individuals and it includes a specific section on the support available for an employee who is transitioning at work. This section envisages the development of a confidential action plan...
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  • 1,500+ Business Documents - 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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  • 1,500+ Business Documents - Transgender equality policy
    Transgender equality policyTransgender staff are protected under the Equality Act 2010. Put in place our transgender equality policy to sit alongside your equal opportunities and dignity at work policies.The lawTrans people are protected against discrimination under the Equality Act 2010 as "gender reassignment" is one of the nine protected characteristics. A person has the protected characteristic of gender reassignment if they're proposing to undergo, are undergoing or have undergone a process (or part of...
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  • 1,500+ Business Documents - Preserving staff dignity statement
    Preserving staff dignity statementOur preserving staff dignity statement is essentially a stand-alone policy for you to give to third parties with whom you do business setting out your zero tolerance approach to aggressive behaviour, violence, bullying and harassment towards your staff. This all helps ensure you're providing them with a safe place to work and could assist with your defence to certain legal claims.Legal provisionsThere are a number of avenues of legal redress which an employee could potentially...
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  • 1,500+ Business Documents - Letter acknowledging harassment complaint
    Letter acknowledging harassment complaintWhere an employee reports a complaint of harassment or bullying under the terms of your dignity at work policy, use our letter to acknowledge their complaint and to outline your policy and procedure for handling it. It confirms that the employee will need to be interviewed as part of the investigation and it warns them that the alleged perpetrator will need to be interviewed too. Once the investigation is completed, you must let the employee know the outcome. Dignity...
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  • 1,500+ Business Documents - Letter rejecting time off for religious festival
    Letter rejecting time off for religious festivalUse our letter to reject an employee's request for special time off for a religious festival or holiday. Unless you contractually provide for time off work in this situation, you're within your rights to turn the request down, provided you act consistently across all of the religions. Our letter advises the employee to alternatively use their annual leave entitlement.No statutory rightUnless you've granted them a contractual right under the terms of a religious...
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  • 1,500+ Business Documents - English only policy
    English only policyIt's acceptable to have an English only policy which says that only English must be spoken in the workplace but it shouldn't extend to breaks, non-work duties and casual conversations. Our policy strikes a balance to enable you to meet your reasonable business and safety needs whilst still allowing staff to chat in their native tongue at certain times.Indirect discriminationWith UK workforces becoming increasingly diverse, it's inevitable that you'll employ workers of different nationalities....
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  • 1,500+ Business Documents - Statement in advance of a work-related event
    Statement in advance of a work-related eventIn advance of a major work-related social function, such as a Christmas party or a summer ball, it's worth reminding employees in writing about the standards of behaviour you expect from them, even if you already have in place our conduct whilst on company business policy. Health and safetyUnder the Health and Safety at Work etc. Act 1974, you have a duty to ensure, as far as reasonably practicable, the health, safety and welfare at work of your staff. If a social...
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