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 an employee’s entitlement to force majeure leave which is 3 days in 12 months and 5 days in 36 months.

This policy outlines the organisations stance of term-time working arrangements. The policy details how to apply for a term-time working arrangement, as well as possible reasons why an employee might not be eligible

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 the organisations approach to fixed term employment, and outlines the terms under which fixed term employees will work.

This policy outlines the organisations policy towards loaning fund to employees, including repayment plans and a provision for repayment if employment is terminated.

This policy outlines to the employee the organisations policy on expenses involved in requesting an employee to relocate for work. Costs include selling existing accomodation and redecorating new accomodation.

This policy outlines to employees a range of expenses that the organisation are willing to cover when travelling for work related purposes.

This policy outlines to employees the organisations commitment to providing equal opportunities to staff, including that equal work receives equal pay.

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 organsation, 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

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 policy outlines how an organisation deals with 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 notice informs an employee on how the organisation collects and processes sensitive personal information.

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

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