This agreement can be provided to employees post termination outlining

A Banded Hour Contract of Employment that can be amended

A Fixed-Term Contract of Employment that can be amended to

A Permanent Contract of Employment that can be amended to

This letter serves as official confirmation of changes to an

This letter can be sent to a new employee enclosing

This letter can be sent to an existing employee enclosing

This letter is a formal offer of employment, confirming start

This letter reminds an employee to return a signed copy

This clause can be used when an employee is provided

This contract clause can be used when an employee is

This policy outlines requirements for employees using their own vehicle

This policy outlines the organisation’s rules for mobile phone use

This is a detailed company policy outlining the terms for

This policy outlines the provision of rewards and benefits for employees. This policy covers areas such as job evaluation, pay grades, salary, bonus, pension and other benefits.

This form should be completed by an employee to sinify their consent to a deduction from theior wages. A deduction can be made with an employee’s agreement and therefore it is important to have consent on file prior to a deduction being made.

This letter can be sent to an employee who is relocating and will be availing of the organisations relocation policy. This letter provides various options for relocation assistance.

This letter can be sent to an former employee to seek their agreement to making a deduction from their pay. The letter provides the employee with 2 options either to pay from their final wages or to pay be other means. It is important to remember that unless there is a contractual arrangement in place any deduction from wages without agreement could be deemed unlawful deduction of wages.

This letter informs a Trade Union Representative or Employee Representative

The purpose of this policy is to ensure that the organisation promotes the most suitable employees in a fair and consistent manner free from discrimination. This policy outlines the procedure that will be followed when a job is being advertised.

This letter can be sent to an employee that has been promoted. This letter outlines the terms of the promotion and provides the option of a trial period in the new position. It is important to remember that an employee who is placed on a trail period could not be dismissed if they were not successful and they would need to return to their original position.

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If a line manager fails to prepare properly for an appraisal interview, the employee being interviewed will quickly sense and resent this. This guide provides the essential do’ and don’ts for the line manager.

This contract provides a standard contract for permanent employees in NI. This contract includes all the mandatory clauses that are required in a statement of main terms and conditions of employment.

This form can be used to complete an exit interview with nay employee that has resigned. An exit interview is a valuable tool for gaining information on the reasons for an employees departure. The interview has a number of questions in relation to various factors such as training and development within the workplace

This policy should be inserted into all employment handbooks. This clause outlines when the employer may enforce a temporary lay off or short time working. If this policy is not in a contract of employment/ employee handbook the employer will need to consult and seek agreement from an employee prior to a period of temporary lay off or short time working.

This policy details the process to be followed by an employee who wishes to resign and gives guidance for managers on the issues to consider before the resignation takes effect. This policy covers notice of resignation, withdrawal of resignation, pay in lieu of notice, garden leave, exit interviews and managing annual.

Collective redundancy process – this letter informs employee repetitive of their role in the collective consultation process including the requirement to clearly communicate with all parties.

This letter is to be used for an employee whose job role is at risk of redundancy; to inform them the rationale for redundancy and to outline that there will be a consultation process.

This policy outlines the collective consultation process, the circumstances which require collective consultation and the rules associated with collective consultation such as the need to elect representatives.