This policy outlines the appeals process after an employee has been dismissed by way of redundancy. An employee who appeals redundancy will be entitled of the right of appeal and a meeting to discuss their grounds for appeal.

This how to guide gives practical advice to employers on how to manage the recruitment and selection process in its entirety; from advertising the job role, shortlisting, arranging interviews and offers of employment. It focuses on legal compliance, avoiding risk and professionalism of the process.

specification and the job description of the available role being interviewed for.

This form provides structure for the shortlisting process and ensures that the shortlisting process is adequately documented. This assists in protecting the employer in justifying recruitment and selection decisions, incase the process is challenged.

This policy outlines the procedure for incentivising employees who refer an employee to the organisation. It stipulates eligibility criteria and the reward

This how to guide outlines the process for managing a probationary period, including an explanation of the purpose of probationary periods, how to manage any concerns during the probationary period, what support should be provided, along with information on confirming the successful completion of a probationary period as well as terminating employment either before completion of the probationary period or at the end of the probationary period.

This letter outlines that the outcome of a probationary appeal process in that the original decision has been upheld or overturned.

This script can be used for a formal capability meeting regarding underperformance. Employers should bear in mind that the employee must always have the opportunity to respond to the concerns in an informal context before being invited to a formal capability hearing regarding performance. It is important to be as specific as possible regarding any under-performance however as this is a formal meeting, which may result in a formal sanction, all issues of concern that are raised must have already been addressed in an informal context (informal performance review meeting]. The employee must have been invited in writing to this meeting, via formal letter, given the opportunity to be accompanied by a work colleague or a trade union representative and have been given 48 hours’ notice.

This is a outcome of a formal capability hearing informing the employee of another sanction other than a warning or dismissal. Note that this letter should not be issued unless a formal hearing has been completed.

This script can be used for an informal performance review meeting, and may potentially lead to a formal capability hearing. Employers should bear in mind that the employee must always have the opportunity to respond to the concerns in an informal context before being invited to a formal capability hearing regarding performance. It is important to be as specific as possible regarding any under-performance. Examples should be used, and nothing new should be raised at the next stage (the formal capability hearing).

This letter confirms what has been agreed at a performance

This performance improvement plan should be used where an employee

This guide gives employers practical information on how to manage day to day performance. It focuses on basic but effective tools that support good performance management; such as setting basic standards, expectations and targets followed by regular feedback and communication.

This how to guide gives employers and line managers some helpful tips on how to conduct an effective performance appraisal process, ensuring that the process is productive, constructive and positive for the employee and not a ‘tick-box exercise.

This policy contains information about the organisations pension scheme. This policy explains that eligible jobholders are automatically enrolled, and that there is an option to opt out of the scheme

This letter should be sent to an employee who has been requested to relocate for work. This letter should outline to the employee a number of expenses that the organisation are willing to contribute towards

This letter can be used in the instance where it is required to make a deduction from a former employees pay. This letter contains options for whether the employee has received their final pay or not

This clause can be included in the contract of senior employees. This clause outlines various expenses that may be included in the clause of a senior employee.

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 letter can be sent to an employee to congratulate them on successful fertility treatment. Enclosed with this letter should be the organisations maternity policy

This letter informs an employee that they are not entitled to receive statutory maternity pay, but that instead they may be able to avail of either of maternity allowance or shared parental leave

This letter can be sent to an employee in order to seek clarity in relation to what date they intend to return to work, and to inform them that if they wish to amend the return to work date that is currently scheduled, they must provide 8 weeks of notice

This letter confirms the date of commencement for maternity leave to an employee whose child has been born prematurely . This letter contains options, for whether or not maternity leave had already started at the time of premature birth

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 breastfeeding employee after a risk assessment whereby a risk has been identified. This letter offers the employee a temporary change of job role whilst she is breastfeeding. This letter requests the employee signs to conform her agreement with this change.

This letter can be sent to an employee who has

This letter offers a job candidate a fixed term contract of employment for the purposes of covering maternity leave. This job offer includes the relevant legislation required in Ireland for Fixed term contracts.

This letter can be sent to an employee who has notifying the organisation of her intention to take maternity leave. This letter outlines details on both leave and pay entitlements.

This letter can be sent to an employee who has notifying the organisation of her intention to take maternity leave. This letter outlines details on both leave and pay entitlements.

This letter can be sent to an employee who has submitted their resignation whilst on maternity leave. This letter accepts the employee’s resignation and outlines details of final pay.