This policy outlines the organisations approach to flexi-time working, including how to request it as well as information around mandatory hours, and how to record hours worked.

This letter should be issued to an employee who is employed with a fixed term contract, offering them an extension to this fixed term for whatever reason the organisation might wish to pursue such an extension.

This letter should be issued to a job applicant who has applied for a fixed term position, informing them that they are being offered the position.

This letter should be issued to employees who were issued a fixed term contract, informing them that their fixed term is approaching its conclusion. This letter includes information around final payments, and appeals against termination.

This how to guide gives a breakdown of how to correctly carry out fair employment monitoring in Northern Ireland. This includes information on registering with the equality commission, annual monitoring and periodic reviews.

This form should be issued to all employees upon joining the organisation. The intention of this form is to monitor the number of employees that are of either a Catholic or Protestant background, as well as to monitor the proportion of each gender in the workforce.

This policy outlines how employees are expected to dress in the workplace. This policy includes options based on whether the employees must wear a uniform, or if they must adhere to a dress code. The policy also covers PPE and employee hygiene.

This form should be provided to a new employee at the same time as the employee handbook. The employee should complete this form and return it to the organisation in order to confirm that they have read the handbook.

This how to guide is designed to help the organisation in drafting their own employee handbook. This guide includes a template index with examples of policies that would be good practice to include.

This policy provides a framework of standards which employees are expected to uphold while employed at the organisation, such as timekeeping, use of facilities, behaviour outside of work etc.

This policy outlines to employees that the organisation reserves the right to test employees for the presence of alcohol or drugs in their system. The policy also explains the sanctions for being under the influence at work, as well as how the test result data is stored in line with data protection regulations.

This policy outlines to employees that the organisation will not tolerate employees being under the influence of alcohol or drugs in the workplace, and reserves the right to carry out drug/alcohol testing in the workplace.

This policy covers the topic of work attire, including what constitutes appropriate and inappropriate attire, as well as detailing sanctions for failure to comply with the policy.

This contract clause can be included in employees contracts of employment requiring them to familiarise themselves with the organisations disciplinary procedures.

This contract clause can be included in employees contracts of employment, which gives the employer the right to pay sick pay instead of their normal pay to an employee who is suspended on full pay but has notified the employer of illness.

This contract clause can be included in employees contracts of employment reserving the right to suspend them pending any future disciplinary investigations

This form should be completed to document evidence obtained from a witness during a disciplinary investigation. Template questions are provided, but specific questions in relation to the alleged incident should be prepared prior to the witness interview.

This form provides guidance on the practice of investigations and is designed to help Investigation Officers and anyone else delegated to investigate allegations of misconduct referred to them by the standards of the Organisation. The investigation should be conducted in line with the disciplinary policy and procedure

This guide provides information and guidance on how to carry out a disciplinary procedure in the instance that an employee is believed to have breached the terms of their employment.

Managers can use this script to guide them through the process of conducting an appeal meeting, in the case where an employee has appealed against the outcome of their disciplinary findings.

Managers can use this script to guide them through the process of conducting a disciplinary hearing, having concluded from the investigation meeting(s) that disciplinary action is warranted.

Managers can use this script to guide them through the process of conducting an investigation meeting as part of a disciplinary process.

This letter should be issued to an employee who has not confirmed their intentions to attend a disciplinary hearing, informing them that the meeting will proceed in their absence.

This letter should be sent to the GP of an employee who is subject to a disciplinary investigation. This letter seeks to establish whether the employee would be well enough to attend an investigation meeting.

This letter should be issued to an employee who was absent for their disciplinary hearing (but provided a written submission) informing them that a decision was made in their absence.

This letter should be issued to an employee who has resigned while on paid suspension pending a disciplinary investigation. This letter includes options based on whether or not the resigning employee has raised any grievances in their resignation.

This letter should be issued to an employee who has appealed the outcome of their disciplinary hearing, informing them of the outcome of their appeal.

This letter should be issued to an employee who wishes to appeal the outcome of their disciplinary hearing, inviting them to attend an appeal meeting. This letter should include details of when and where the appeal meeting will take place.

This letter should be issued to an employee who has declared that they wish to appeal the outcome of their disciplinary hearing informing them that they did not submit their appeal before the deadline.

This letter should be issued to an employee who has been subject of a disciplinary investigation informing them of the sanction that is being imposed. This letter should be used if the sanction is anything other than a warning or dismissal.