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This policy is to be used where the business...
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This policy is to be used where the business...
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This document should be used in situations where the nature of your business means that you are unable to predict exactly how many staff you need to work at any one time. This agreement is similar to a normal contract of employment in that it sets out rights and levels of wages etc, but it makes clear that you cannot guarantee any set hours that the worker will be required to work. These sort of contracts are often used in seasonal or retail working environments where business can reduce at certain periods. Although some controversy has been associated with the use of zero hours contracts, they are an effective way for small business that rely on seasonal business to manage their staffing levels whilst ensuring that they remain profitable.
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This document will be customer facing and will be provided to customers who wish to make a complaint explaining how one can make a complaint and what process the company will follow in order to resolve the complaint.
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This document is used to set out how a business will handle any complaints it receives. It is envisaged that this document will be used internally by staff and will guide and inform them as to how to manage any complaints and what process the company will follow should they receive any complaints from customers.
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This sets out a company’s policy for implementing disciplinary proceedings against an employee. This agreement should be given to employees when their employment commences. This agreement sets out the company’s and the employee’s rights and what the process the company will follow in the event that the employee’s behaviour necessitates disciplinary action.
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This document should be used where an employee is being employed on a fixed term basis. Where an employee is being employed on a permanent basis, an Employment Contract (permanent) should be used. Where an employee is being employed on a part-time basis, an Employment Contract (part-time) should be used.
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This document should be used where an employee is being employed on a part-time basis. Where an employee is being employed on a fixed term basis, an Employment Contract (fixed term) should be used. Where an employee is being employed on a permanent basis, an Employment Contract (permanent) should be used.
