This policy is used for employees who are within their probationary period so that there is a process for measuring suitability during this timeframe.

This policy should be used when an employee’s performance has been identified as falling below an acceptable level. Its purpose is to provide a framework for resolving the issue, ideally through the improvement of the employee’s performance. As a last resort, the policy specifies the circumstances in which the employee may be redeployed to more suitable work or dismissed on the ground of capability.

The performance appraisal is an extremely effective tool in the performance management process. This policy outlines the organisation procedure for appraisals. The policy covers areas such as features of the appraisal, guidance for the manger and the employee, outcomes from the appraisal and record keeping.

The purpose of this policy is to provide clarity on the job evaluation process within the organisation. This policy clearly outlines the process of the organisation will follow when evaluating a job role.

This policy outlines the organisations approach to assistance for employees who are required to relocate for work-related purposes. This policy outlines the eligibility for relocation assistance and the type pf assistance available.

The purpose of this policy is to provide clarity to employees of how they can successfully avail of the organisations bonus scheme. This policy covers eligibility, the terms of a bonus and the different types of bonus available.

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.

Many employees will have very helpful suggestions and ideas, and an employee suggestion scheme can be an excellent way of recognising these suggestions. This policy outlines how suggestions are dealt with and it outlines that suggestions may/may not be implemented by the organisation

The purpose of this policy is to clearly outline the policy and procedure surrounding the organisations “employee of the month” scheme. This policy can be an excellent way for an employer to demonstrate their appreciation for their employees. This can also serve to motivate employees.

This policy outlines the employer’s policy on time off for fathers or partners for ante-natal appointments.

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 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 policy is used when employers offer enhanced maternity pay, in excess of the statutory levels, as well as outlining to the employees what supports will be provided to them in terms of ante natal time off, and time off for stillbirth or miscarriage.

This policy is designed to inform employees that their annual leave entitlements continue to accrue throughout maternity leave, and that annual leave cannot be taken during maternity leave.

This policy details the supports that the employer provides to pregnant employees/employees who have returned to work from maternity leave. Included in this policy are details of comfortable rest areas, facilities for breastfeeding and preparing bottled milk, as well as an area for changing their baby

This maternity leave policy outlines to employees their employment rights upon becoming pregnant, including maternity leave entitlements, requirements to qualify for maternity leave, and how to apply for maternity leave among other factors.

Occasionally, employees will be required to complete mandatory jury service. This policy explains to the employee what is expected from them in terms of notification of summons, as well as to provide proof.

This policy sets out the terms and conditions surrounding homeworking and what is required from employees when working from home. This policy applies to all employees who work from home or who may need to work from home in the future.

This policy outlines an organisation procedure on annual leave. The policy outlines the procedure for booking leave, carrying leave forward, payment, entitlement and prescribed days.

This document outlines to employees the organisations grievance policy, including how to raise a grievance, details of how investigations are carried out, and how the data relating to the grievance will be stored.

This policy outlines how the organisation oversees job-share arrangements. The policy addresses how to apply for a job share.

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 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 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 procedure outlines the disciplinary process that should be followed. The procedure includes the sanctions that can be applied. The process also covers the right to be accompanied, the conduct of disciplinary cases , the right to appeal a decision. and examples of what constitutes gross, major and minor misconduct.

The purpose of this policy is to clearly outline the procedure that the organisation will follow for handling allegations of harassment on the grounds of mental health in the workplace, and ultimately to prevent any such activity from happening in the workplace