Putting in Place Appropriate Terms & Conditions
Legal requirements place responsibility on Owner/Managers to have appropriate Terms and Conditions in place for all staff and also to have them well known throughout the company.
This is not a difficult task and HRforSMEs can assist organisations to put such Terms and Conditions in place and ensure that all staff are aware of the importance and affect of them and the role they play in the organisation.
Standardising Contracts to Protect the Employer
All employees are entitled to a contract that sets out their contractual terms and which also informs them of important Terms & Conditions.
Such contracts must provide clarity for staff on such issues as:
- Hours of work and Break Times
- Salary and shift pay arrangements, if applicable
- Grievance and disciplinary procedures
- Holiday Entitlements
- Sick pay arrangements, if any
HRforSMEs can provide appropriate templates that can be modified to suit the industry and culture of each SME.
Policies and Best Practice Documents
It is a legal requirement for organisations to have in place policies that cover:
- Grievance Procedures
- Disciplinary Procedures, both Progressive and Gross Misconduct
- Dignity at Work
- Bullying & Harassment
- Safety & Health at Work
HRforSMEs can provide helpful assistance in respect of all of these policy requirements.
It is not sufficient to have all of the arrangements re Terms & Conditions and/or Policies and Procedures in place without making adequate arrangements for these to be well known by all employees. Many SMEs put together an Employee Handbook covering all of these things and then ensure that each employees signs that they have read and understood the handbook.
HRforSMEs has devised Employee Handbooks for many organisations and have the ability to complete the same for any SME no matter what their size or industry sector.