Employment agency handbook for the construction industry.
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Post a project like this3828
£25(approx. $31)
- Posted:
- Proposals: 4
- Remote
- #335233
- Awarded
Description
Experience Level: Intermediate
Estimated project duration: 2
I am looking for an employment handbook tailored to our company. It must be tailored to us and include all the information at this link. http://www.acas.org.uk/media/pdf/i/j/G04_1.pdf
with our contract which will be supplied on awarding the job plus any other advice you can give us as a HR consultant.
I am happy to fill in our basic information to save you time.
I am looking for a top quality employment handbook in ms word and pdf.
Also:
Aspects of the written particulars that apply to all groups can valuably be repeated in the opening sections of the handbook.
Consider particular aspects of the employment relationship that you want to document. This will depend on your business. A dress code would be wise where public image is important. A confidentiality policy should exist in a care environment where personal details about individuals could come to the attention of employees. A redundancy policy is useful in almost any organisation and is best developed before there is even a hint that it may be needed.
You may be wise to start with a few policies and expand gradually. If you include any policy then you must follow it. An equal opportunities policy can be important for securing business in certain circumstances. May sure that what you adopt is both adequate and that you are capable of following it.
You may want to consider more sophisticated policies such as bullying and harassment or "whistle-blowing". These may need customising. What might be a suitable whistle-blowing policy for a manufacturing company (where the environment could be damaged) may not suit a care home (where residents could be abused).
Statutory rights, such a maternity rights, do not need inclusion (since employees have these rights whether they are documented or not) but they are relatively simple to include and are helpful for employees.
Discipline and grievance procedures do have to be provided and these must follow at least the statutory minimum procedures. Model procedures are relatively easy to find, just make sure that they fit your business.
Disciplinary rules need attention. Again make sure they fit your business. There are two types, one where you would warn the employee of the need to improve and the other where you would dismiss the employee on the first breach (Gross Misconduct). The latter applies where the employee has breached the contract so seriously that you could no longer trust him. Make sure you distinguish the two. Smoking in the office is not too serious and merits correction. Smoking near volumes of highly flammable goods should be "gross misconduct" and merit dismissal.
with our contract which will be supplied on awarding the job plus any other advice you can give us as a HR consultant.
I am happy to fill in our basic information to save you time.
I am looking for a top quality employment handbook in ms word and pdf.
Also:
Aspects of the written particulars that apply to all groups can valuably be repeated in the opening sections of the handbook.
Consider particular aspects of the employment relationship that you want to document. This will depend on your business. A dress code would be wise where public image is important. A confidentiality policy should exist in a care environment where personal details about individuals could come to the attention of employees. A redundancy policy is useful in almost any organisation and is best developed before there is even a hint that it may be needed.
You may be wise to start with a few policies and expand gradually. If you include any policy then you must follow it. An equal opportunities policy can be important for securing business in certain circumstances. May sure that what you adopt is both adequate and that you are capable of following it.
You may want to consider more sophisticated policies such as bullying and harassment or "whistle-blowing". These may need customising. What might be a suitable whistle-blowing policy for a manufacturing company (where the environment could be damaged) may not suit a care home (where residents could be abused).
Statutory rights, such a maternity rights, do not need inclusion (since employees have these rights whether they are documented or not) but they are relatively simple to include and are helpful for employees.
Discipline and grievance procedures do have to be provided and these must follow at least the statutory minimum procedures. Model procedures are relatively easy to find, just make sure that they fit your business.
Disciplinary rules need attention. Again make sure they fit your business. There are two types, one where you would warn the employee of the need to improve and the other where you would dismiss the employee on the first breach (Gross Misconduct). The latter applies where the employee has breached the contract so seriously that you could no longer trust him. Make sure you distinguish the two. Smoking in the office is not too serious and merits correction. Smoking near volumes of highly flammable goods should be "gross misconduct" and merit dismissal.
Tim S.
100% (14)Projects Completed
25
Freelancers worked with
21
Projects awarded
47%
Last project
15 May 2014
United Kingdom
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