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

This policy outlines when the employer may seek repayment from an employee in the form of a deduction from wages

This policy is a point of reference for employees in the event of a death of a colleague. It covers points such as the funeral arrangements and notification of the death.

This data protection retention schedule outlines the duration for which varying categories of personal data will be held, the purpose of the processing, the format by which it is stored and the legal basis for processing this data.

This policy outlines how an organisation deals personal data and explains the organisation’s approach to making a subject access request, and how the organisation ensures compliance with General Data Protection Regulation (GDPR) in relation to the handling of personal data in this regard.

This privacy notice should be given to all employees. It outlines how and why the organisation collects and processes personal data relating to employees medical records data in line with GDPR and the Data Protection Act 2018.

This privacy notice should be available to all contractors. This policy outlines how the organisation will collect and process an applicants data in line with GDPR and the Data Protection Act 2018.

This policy sets out the organisation’s approach to processing special category personal data and criminal records data. It supplements the organisation’s data protection policy.

This policy outlines the employers responsibilities in dealing with Data in the workplace in line with GDPR and the Data Protection Act 2018.

This policy outlines the organisations support for employees to undertake voluntary work and the process for employees to follow.

This policy covers the environment, community work, education, business relationships and employees.

This policy can be given to any employee who is required to travel on work related business but who has not been provided with a company vehicle. This policy outlines the rules around an. Employee using their own vehicle, fuel costs and the employee’s responsibilities.

This policy covers the use of mobile phones whilst driving. The policy provides two options. The options include to completely ban mobile phone usage whilst travelling or to permit the use of hand free devices.

This policy covers the basis of what is acceptable proactive within the workplace. This policy should be given to all employees at induction stage and can be tailored to suit the needs of each organisation. Some of the points included in this policy are timekeeping, mobile phone usage, confidentiality and use of facilities.

This policy outlines the process that an organisation follows in the event of unforeseen extreme weather conditions. This policy covers options that the employer offers in the event of adverse weather conditions.

This policy covers options for organisations that offer enhanced redundancy pay as a benefit to their employee’s.

This policy covers adoptive leave and pay. This policy includes information on an employee’s eligibility, rights during adoptive leave, time off for appointments, returning to work and statutory entitlements.

This policy outlines the expectations of employees at work related social events. This policy clarifies what is considerd a work place event and the conduct expected of employees at such events.

This policy covers the organisations rules in relation to the prevention of bribery.The policy outlines the bahaviour expected of employees and the rules around accepting gifts.

This policy outines the organisations procedure for booking unpaid leave. This policy outlines that other leave should be exhausted prior to booking unpaid leave. The policy also covers the process for booking leave the restrictions around unpaid leave.

This policy outlines the organisations approach to the training and development of employees. This policy covers training needs, training agreements and requests for training.

This policy confirms the details of taking back hours worked on top of an employee’s basic contracted hours instead of overtime pay. This policy outlines what is considered overtime and the management of time off in lieu (TOIL)

This policy outlines that the organisation has a ban on the use of e-cigarettes. This policy outlines the reason for the ban.

This policy outlines the organisations position to employees taking sabbaticals, and the procedure for this.

This policy can be used to outline the organisations retirement policy. The policy outlines the process for retirement and provides 2 options. The first option outlines that a retirement age is not enforced and the second option outlines the organisations retirment age.

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.

This policy outlines how the reference process is managed; and outlines whether the employer provides the information that has been requested, or only certain information as a standard. It also refers to the retention of such information and what to do if the individual wishes to see a copy of their reference.

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.

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 policy can be used by employers who offer enhanced redundancy payments over and above the statutory redundancy amount.