This form should be available to all employees, and should be filled in by any employee that wishes to raise a grievance. This form should include the nature of the grievance as well as the alleged perpetrator

This form documents a request for force majeure leave, which is normally done retrospectively.

This checklist outlines a number of standards that must be met in order for a homeworking request to be approved.

This form should be available to any employee who has submitted a flexible working request, and should be submitted by the employee in the instance where they wish to withdraw their flexible working request.

This form should be available to all employees, and should be completed by an employee that wishes to submit a flexible working request.

This form should be given to any employee who wishes to submit a claim to be reimbursed for business related expenses.

This form should be given to any job applicant who has submitted a request to claim back expenses related to them attending a job interview, e.g. bus fare.

This form should be issued to all employees. It is a brief questionaire relating to employees gender/sexual orientation/race etc. This form is used to collect this data about employees and applicants, so that discrimination (intentional or inadvertent) can be eliminated when managing the employee.

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 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 report should be completed by the person who investigated the allegations. This form will outline the allegations, the witness evidence, any other evidence, the findings of the investigation and the recommendations.

This form should be provided to an employee who has raised a complaint relating to bullying/harassment, but subsequently wishes to withdraw the complaint.

This form should be used to record a witness statement relating to a bullying/harassment workplace investigation. The witness must read, sign and date the statement to reflect their agreement to give evidence.

This form can be used by any of the organisation’s employees to submit a complaint about the behaviour of a colleague, his/her manager or a third party, or any other workplace issue.

This form should be completed by an employee who has received an overpayment. This form outlines how the employee will repay the over payment to the employer.

This form can be used to request consent of a job applicant to continue to hold their personal information on file. This form should only be used when the employer has no other legitimate reason for processing the information. For example an employer will have a legal basis to process an unsuccessful job applicants details for a year in order to be able to defend any future claims from an unsuccessful applicant. If the employer wishes to process their information after this period of time they will need to seek consent.

This form seeks consent of former employees for the employer to process data in relation to the employee. This form should only be completed when consent can be relied upon and there is no other legitimate basis under GDPR that the employer has for processing the employee’s information.

This form seeks consent of new employees for the employer to process data in relation to the employee. This form should only be completed when consent can be relied upon and there is no other legitimate basis under GDPR that the employer has for processing the employee’s information.

This form seeks consent of existing employees for the employer to process data in relation to the employee. This form should only be completed when consent can be relied upon and there is no other legitimate basis under GDPR that the employer has for processing the employee’s information.

This form seeks consent from an employee for the employer to contact the employee’s GP or an independent medical professional for the purposes of obtaining a medical report on the employee.

This form seeks consent from an employee for an employer to obtain their photo. This form outlines the reason for the request amd how the employer will process the photo.

This form should be completed by an individual who wishes to have data erased about them. This form requests the employee to let the employer know the reasons for the deletion, the data to be deleted and any supporting information.

This form should be completed by individuals who wish to have incorrect data in relation to them rectified. This form outlines the data the employee wishes to have rectified and what they request it is amended to.

This form should be completed by an individual who wishes to complete a SARS. This form outlines the information the employee requests and who they should return the form too.

This form should be completed whenever the organisation is considering processing personal information of its employees. This form will identify the impact of the processing and if it is necessary and compliant with GDPR and The Data Protection Act 2018.

An employer must provide this form to the employee for

An employer must provide this form to the employee for

This form is used to send to an employee to

This form cab ne used for job applicants to submit