This letter can be sent to any employee who has breached the terms of the mobile phone policy and used their work mobile or personal use. This letter serves as a reminder to the employee that personal use is not permitted.

This clause can be included in the contracts of any employee that has been provided with a mobile phone by their employer. This clause outline the acceptable usage of the mobile phone and has a number of options for the employer.

This form can be given to any employee who has been provided with a company phone. This form should be completed by the employee to confirm that they have received the mobile phone.

This policy outlines the organisations rules on the use of mobile phones when in a vehicle and driving, during working hours.

This policy outlines an employee’s responsibilities in respect of mobile telephones provided by the organisation and the rules relating to the use of personal mobile phones at work.

This letter can be sent to an employee who has declined to partake in mediation. This letter outlines the next steps in the process.

This letter can be sent to the participants of mediation outlineg that mediation failed to resolve the dispute. This letter will outline the next steps.

This letter can be sent to the participants of a mediation process. This letter outlines that mediation was sucessful and details the points which were agreed at mediation.

This letter can be sent to an employee who has agreed to mediation to attempt to resolve an outstanding dispute. This letter outlines the details of when and where the mediation will take place.

This letter can be sent to an employee where mediation is considered an appropriate option for resloving a dispute. This letter outlines the process of mediation and requests the employee to sign and return a copy either agreeing to or rejecting the process.

This template script can be used by a trained mediator as a guide for the mediation process.

This form should be completed by an employee to signify if they are willing or not to partake in mediation.

This form can be used to send to an independent mediator when mediation has been agreed. This form proves details on the participants and the information available.

This policy outlines the procedure to be followed when two or more employees have agreed to mediation. This policy outlines the process of mediation, when mediation can be used, what happens if mediation is not used and circumstances when mediation should not be used.

This letter can be sent in response to an employee who has requested time off for IVF treatment. This letter outlines that the employee could avail of either annual leave or unpaid time off. There is no statutory right for paid time off for IVF treatment.

This letter can be sent to an employee following successful IVF treatment outlining the organisations maternity policy.

This letter can be sent in response an employee has notified the organisation of her pregnancy

This letter can be sent to an employee in response to a request to take annual leave either prior to maternity leave or after maternity leave.

This letter can be sent to an employee who is currently on maternity leave and there are changes within the workplace which may affect the employee. This letter informs the employee of the changes.

This letter can be sent to an employee who has not returned from maternity leave and has not communicated with the organisation in relation to this.

This letter can be sent to a pregnant employee in response to her notifying her manager that she is pregnant. This letter outlines the entitlements of the employee to maternity leave, maternity pay, ante natal care, internal vacancies and returning to work.

This letter can be sent to a pregnant employee following a risk assessment. If the risk assessment has identified a risk and alternative duties have been offered to the employee but she has not accepted, then this letter can be sent. This letter outlines the consequences of non acceptance of the alternative duties.

This letter can be sent to an employee to confirm her return to work date.

This letter can be sent to a new mother following a risk assessment. If the risk assessment has identified a risk and alternative duties have been offered to the employee but she has not accepted, then this letter can be sent. This letter outlines the consequences of non acceptance of the alternative duties.

This letter can be sent to an employee to confirm her return to work date and any outstanding annual leave entitlements.

This letter can be sent to an employee who has given birth early outlining her maternity leave commencement and termination dates.

This letter can be sent to an employee who has requested a phased return to work following maternity leave. This letter outlines the details of the phased return.

This letter can be sent to an employee who has requested changes to their role following maternity leave. This letter provides a number of options either approving the change permanently, approving the leave on a temporary basis or offering a trial first.

This letter can be sent to an employee who has suffered the lose of their baby after birth. This letter offers condolences and also outlines the employee’s maternity rights.

This letter can be sent to a pregnant employee following a risk assessment. This letter outlines requests to meet the employee to discuss the risk assessment.