Contracts of Employement
You would be surprised how many successful SMEs do not issue their employees with compliant Contracts of Employment (some don't issue them at all!).
The law now requires employers to issue employees with a Written Statement of Employment Particulars within two months of employment commencing. This is often referred to as a "Contract" but the contract will invariably have been formed before the issue of this document by a letter of appointment and/or verbal offer however, from 1st October 2004, particulars in a contract of employment or a letter of engagement can form, or form part of, the written statement.
Policies and Procedures
- Are you struggling with high sickness levels, or performance issues amongst your employees?
- Would you just like to ensure that you manage in a consistent way across your organisation?
- Did you know that employers are legally obliged to have in place comprehensive Disciplinary and Grievance procedures for their staff?
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Edip Adanir had worked for the Ritz hotel in London for over seven years when, in April 2003, he was sacked for gross misconduct. The hotel’s deputy restaurant manager was dismissed after conspiring to steal up to £7,000 in fine wine and £300 in food from the restaurant, where his friends dined for free or at a huge discount, in December 2002. Originally from Turkey, Mr Adanir claimed race discrimination and unfair dismissal.
The hearing ruled he was not sacked for racial reasons. Instead it accepted the Ritz's claim that Mr Adanir was sacked for gross misconduct. However, they also ruled that Mr Adinar had been treated unfairly by the hotel and, as the hotel had failed to follow correct procedure in terminating Mr Adinar’s contract, ruled that they had acted contrary to best practice (and since Oct 2004, law) and granted Mr Adinar £6,265 compensation. |
Many of our clients were not aware that they had a problem until a disciplinary situation arose, or in some cases an employment tribunal claim was made against them. By putting in place some simple, logical procedures, that are bespoke to your organisation and demonstrating to you how to communicate them, we will ensure that you are never caught.
Employment Law
Are you are fully up to date with employment law? Keeping up to date is a continual challenge. At OMS we will:
- Conduct an initial review of your current working practices and documentation
- Ensure you have the correct documentation, forms and procedures in place
- Educate/train your management team
- Keep you up to date with all future legislation
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“We have been delighted with the HR Audit that OMS have provided for the Council for World Mission. They have undertaken a thorough review of all our HR practices and identifieed important areas that we needed to address. They have also saved us much time, money and effort, as a small organisation without a dedicated HR department. I can highly recommend their work.”
Andrew Johnston, Executive Secretary for Administration, CWM |
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