Contracts And Policies
Employers are required by law to issue employees with a basic contract of employment but this requirement can be overlooked, or contracts can become inconsistent with new legislation or changing working practices. It is to the employer’s advantage to issue all employees with an up to date employment contract or service agreement that is appropriate to the role they carry out. These can range from a straightforward contract to a service agreement including bonus and commission schemes, confidentiality clauses and port termination restrictive covenants. It is important to think about the contractual terms to agree with an employee as in the event of a dispute is it much easier to defend an employer’s position if the clauses are clearly drafted and the employee has signed a copy of the contract indicating his or her agreement to the terms.
In addition to having disciplinary and grievance procedures, employers should consider what other policies they need. Equality, Data Protection, IT, Whistleblowing and Sickness Absence Policies are advisable for all organisations, even those with a small number of employees.
An employee's terms will usually alter during their employment - for example their pay may increase annually. Some changes will be uncontroversial, but sometimes employers want to do something that the employee is less willing to accept, such as changing their place of work. In these cases, the employer should take advice on how best to bring about the desired change while minimising any possible damage to good employee relations and in some cases claims for constructive dismissal.
If I can help your organisation with any of these issues, or any other HR matters, please call me today on 01892 538762 or 07900 695142.