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As mentioned before, the only place I tend to go for such business matters is BUSINESS LINK:
http://www.businesslink.gov.uk/bdotg/action/layer?r.l1=1073858787&a...
This link covers alll employment policies you should consider as an employer, often in template forms and containsa WEALTH of free information.
I'll take a look - I couldn't find anything suitable when I was looking through it last time round. Cheers though. :)
Hi Daniel
I have used Business Link but for documents mainly used http://simply-docs.co.uk They provide simple legal template documents you can download and alter to fit your business requirements, sign and add your logo etc. They have 4 sections: Business, Corporate, Employment and Heath, its £35 per section p.a. OR £95 for all 4 - p.a. unlimited use. We subscribed to all, esp for Business for all the Terms and Conditions and SLA's examples, Employment for all procedures/policies and H&S. They also have a portfolio of forms available for free. The benefit is, as laws are changed or revised, they update their documents and you can use immediately. I had no HR experience and it provided me everything I needed and is legally written very useful.
Surely if we are advertising a document service we should mention legal 365... I believe Phil is involved. The ad is on the top right somewhere.
Is this for your tender Daniel? My partner is an HR officer and has access to everything anyone could ever want as far as these docs are concerned, may see if she can find a sample.
Or we could write the whole tender document for Daniel :-) Sorry bit unfair just my sense of humour sneaked out.
Yes, I agree he needs to get his finger out! An experienced long standing business should be able to handle everything that gets thrown at them. It's just hard to make sure nothing is missed in these types of documents.
Thanks guys, all of you, you have been eternally helpful with all the links etc - couldn't have done it without your help.
I think I'm pretty much covered now, was just asking for pointers on most things. So often it is easier to customise a document to your own needs rather than trying to write something new on a blank sheet of paper.
The whole 'tender' process is a very new one to me and, as with so many things, understanding the terminology they use to dress up questions is often more important than the question itself - it's a case of stepping outside the question and looking in, but that can be hard when your overly stressing about it and its looming deadline.
Gaynor, thank you so much for your offer of help via private mail, but I won't take up any more of anyone's time, what I've got will have to do and I'll see if I can successfully get through to the ITT step.
Thanks again!
Daniel there are tender workshops run by many local authorities. I know up here I can go on them for free. It is an important process for many businesses and I also hope to get better at it and may be on here shortly asking similar questions.
Just a few pointers to help you on your way Daniel.
I personally would bundle the Harassment and discrimination into your general Disciplinary policy and procedure document.
Firstly identify examples of gross misconduct, for example:
Now define a procedure for this, such as:
POLICY
The company’s aim is to encourage improvement in individual conduct or performance. This procedure sets out the action that will be taken when standards of conduct or performance are not acceptable.
Principles
The company will seek to establish the facts quickly and to deal consistently with disciplinary issues. No disciplinary action will be taken until the matter has been fully investigated. The employee will be advised in writing of the nature of the allegation or complaint against him or her, the arrangements for a disciplinary hearing and the right to be accompanied, if desired, by a work colleague or trade union representative.
During the disciplinary hearing, an employee will have the opportunity to state his or her case. Any decision will be made after the hearing, following careful consideration of the facts and confirmed in writing.
An employee has the right to appeal against any disciplinary penalty. An appeal meeting will be arranged as soon as possible.
Procedure
At the conclusion of the disciplinary hearing, any of the following actions may be deemed to be appropriate.
Stage 1 – first warning
Your text goes here
Stage 2 – final written warning
If the offence is serious, or there is no improvement in standards, or if a further offence of a similar kind occurs, a final written warning will be given. etc etc..
Stage 3 – dismissal
If the conduct or performance has failed to improve, the employee will be liable to dismissal.
Gross Misconduct
etc..
Finally the Appeals procedure.
Haha - I've seen the tenders available, paid unfortunately, but the deadline on this was VERY short - as mentioned in previous posts, it seems very laid out to be kept by the same company as already has it, but we'll see :)
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