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Overview For a start, they can help to ensure consistency and fairness across the company, and can protect it from potential claims of bias, favouritism, etc. Staff will know in advance what to expect. Sometimes, in the absence of declared policies, disputes and arguments ensue over what exactly the individual is entitled to. Having clear policies does help to avoid these situations. Established Policies can also be an aid to recruitment, in that it enables an employer to impress a candidate by demonstrating a professional approach to personnel issues. Very often clearly defined policies can persuade a wavering applicant to join the company. Employment protection legislation is constantly forcing employers to grant more and more entitlements to their staff. Invariably the Regulations that are passed to introduce a new entitlement will give employers some flexibility to generate a company policy around the core requirement of the Regulations. Companies who fail to take advantage of this flexibility will almost certainly be obliged to rely on the fallback procedures provided for within the Regulations. And these fallback arrangements are not always supportive of the operational or business needs of a company. In these situations a company should always give careful consideration to adopting a policy that maximises the flexibility available to them if it can be used to protect their business interests. Examples of the topics on which a company may wish to have bespoke policies are given below. Please note that the list is not exhaustive: Confidentiality * Equal Opportunities * Promotion from Within * Paternity Leave * Maternity Leave * Compassionate Leave * Company Cars * Jury Service * Unpaid Leave * References * Staff Meetings * Trade Unions Arrangements * Long Service Awards * Telephones/E-mail/Internet Facilities * Staff Discounts * Relationships at Work * Employing Minors * Company Loans * Smoking * How We Can Help You Cost Contact Us
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