- Employment Contract
This is an employment contract suitable for permanent,
fixed-term or temporary employees, which meets the
requirements of UK Employment legislation. By law, an
employer is required to give all employees who have been in
employment for at least one month, written details of the
employee`s main particulars of employment.
New regulations came into force on 1 October 2002 which
prevent fixed term employees being treated less favourably
than similar permanent employees. This means that employers
must give the same terms and conditions of employment, such
as holiday entitlement and pensions, to fixed term employees
as to permanent employees, unless any difference in
treatment can be objectively justified.
Some terms and conditions of employment are subject to
statutory requirements, e.g. rates of pay, working hours and
holidays and notice of termination of employment. We have
provided an extra "Help" button on the "Help" tab on the
form to help you complete the document in these areas.
All details of the employee's particulars of employment must
be given to the employee not later than two months after
he/she starts work or if, at an earlier stage he/she is
required to work outside the UK for more than one month, not
later than his/ her departure.
You can insert a large number of variables, including:
names, working times, holidays, rates of pay, payment
frequency, sickness and pension terms.
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- Computer Policy
This computer policy includes an employee internet
policy setting out guidelines for the proper use of web and
email facilities in the course of employment. This is to
prevent wasteful use of the company's resources, lost time
and inappropriate behaviour.
It also covers the actions required of staff to enable
compliance with data protection regulations, and avoidance
of computer fraud, security breaches or software piracy.
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- Disciplinary Procedure
This document sets out a basic disciplinary procedure to be
adhered to by employees and lists various disciplinary
offences etc, and how they will be dealt with.
It is particularly useful to have such a procedure in place,
as it sets clear expectation of the measures that can be
imposed. This will promote fair and reasonable behaviour
from both management and staff.
