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The HR Adviser Handbook includes: 1   Introduction

2   Equal Opportunities Policy

• Dignity at Work
• Discrimination
• Harassment & Victimisation
• Bullying
• Complaints Procedure

3   Company Sick Pay Sickness and Absence from work Policy and Procedure

• Statutory Sick Pay
• Company sick pay

4   Holiday Procedure and Policy

5   Maternity/Adoption Leave and Pay

6   Shared Parental Leave and Pay

7   Family Friendly Policies

• Paternity leave
• Time off for dependants
• Parental Leave
• Flexible working

8   Other Time Off

• IVF treatment
• Public duties
  • Justice of the Peace
  •  Other
  • Jury Service
  • Compassionate leave
  • Territorial Army

9   Conduct

10  Alcohol and drug abuse policy

11  Company Equipment and Property

12  Confidential Information

13  Disciplinary Rules

14  Grievance Procedure

15  Email, Internet & Telephone policy

16  Internet Social Networking Policy

17  Anti-bribery Policy

18  Capability Procedure 

19  Health and Safety Statement and policy

20  Accidents

21  Fire Procedure

22  Smoking policy

23  Stress policy

24  Pension 

25  Retirement policy

26  Safety & First Aid policy

27  Personal Details and Data Protection

28  Disclosure 

29  Media and publicity

30  Security 31  Training

32  Expenses 33  Car Policy

34  Insurance

35  Whistle blowing

36  Inventions & Copyright

37  Termination

38  Return of Materials

39  Right to Search

40  References

41  Right to Work in the UK

42  Liquidation & Amalgamation

Premium content comprises

Absence

Includes advice on:

• Manage short and long-term absences.
• Conduct a return to work interview after short absences.
• Obtain medical opinion and deal with refusals.
• Avoid discrimination.
• Conduct meetings for employees on long-term sick absence.
• Handle problems with failure to attend meetings.
• Manage stress absences.
• Deal with unauthorised absences.
• Handle appeals
• Know when you can dismiss.

Provides:

• Letter templates covering the whole process through to appeal and dismissal.
• A summary guide for managers for the stages of managing sick absence.

Performance

Includes advice on:

• Understand the causes of underperformance.
• Decide whether it is capability or discipline.
• Follow a fair process.
• Handle problems such as: identifying the real reason, avoiding disability discrimination, investigating sensitively, the difficult subject matter of the meeting, and maintaining an employee’s self-esteem.
• Handle appeals.

Provides:

• Letter templates covering the whole process through to appeal and dismissal.
• A summary guide for managers for the stages of managing underperformance.

Contracts

Includes advice on:

• Contract templates for a basic contract covering statutory requirements and a more premium contract for senior employees and to cover risk issues which have arisen from tribunal case law.
• The forming of a contract.
• The different types of contracts, including oral contracts.
• Contract terms.
• Misrepresentation and mistakes.
• Varying contracts.
• Types of employment from long-term to zero contract, fixed and temporary, annual hours, agency workers, apprenticeships and the self-employed.
• Employment Tribunal claims- the risks, who can claim, how to avoid them, the claim procedure, and settling a claim.

Discipline

Includes advice on:

• Employees’ rights.
• Difference between disciplinary rules and procedures in managing discipline.
• Differentiating between won’t do conduct (discipline) and can’t do (capability).
• Fair disciplinary procedures.
• Who should deal with them; what is the appropriate level of action.
• Investigation- when should it be done; suspension; how to conduct it; employees’ rights, taking witness statements; anonymity; overlap with criminal offences.
• Managing the disciplinary process- what must go in the invitation letter to a disciplinary hearing; delivery and deemed receipt; failure to attend; going off sick; longer absences and stress.
• Conducting the meetings- the process; preparation, taking notes; keeping control and handling difficult reactions.
• Dealing with problems- Employee does not come; they raise a grievance so which should be dealt with first, how to question appropriately; employee becomes ill in the meeting; employee refuses to engage or deal in writing.
• Deciding on appropriate disciplinary action.
• Common pitfalls in the process.
• How to conduct an appeal meeting; keeping records.
• Handling Tribunal Claims – the process and do’s and don’ts.

Provides:

• Letter templates covering the whole process through to appeal and dismissal.
• A summary guide for managers for the stages in managing discipline.

Grievance

Includes advice on:

• The legal and contractual position of a Grievance procedure.
• What a grievance procedure should contain.
• How to deal with a grievance.
• How to prepare for a grievance hearing.
• Conducting and controlling the hearing.
• Dealing with emotions.
• How to deal with problems-
  • confidentiality; the number of people to interview; accusations against senior managers; should witness statements be given to the complainant; how often to meet with the complainant and accused.
  • Delays and long-term absences.
• Dealing with appeals.

Provides:

• Letter templates covering the whole process to the outcome and decision.
• A summary guide for managers for the stages in managing grievances.

Recruitment and selection

Includes advice on:

• The legal and contractual position of a Grievance procedure.
• What a grievance procedure should contain.
• How to deal with a grievance.
• How to prepare for a grievance hearing.
• Conducting and controlling the hearing.
• Dealing with emotions.
• How to deal with problems-
  • confidentiality; the number of people to interview; accusations against senior managers; should witness statements be given to the complainant; how often to meet with the complainant and accused.
  • Delays and long-term absences.
• Dealing with appeals.

Provides:

• Letter templates covering the whole process to the outcome and decision.
• A summary guide for managers for the stages in managing grievances.

Redundancy

Includes advice on:

• The legal definitions of redundancy.
• The steps an employer must take for a fair procedure when making redundancies.
  • Identifying jobs at risk; defining the pool for selection; enforcement of mobility clauses; “bumping”.
• Consultation- who and when to consult; collective and individual consultation; definitions explained; information to consult on.
• Handling volunteers; protective awards.
• How to conduct individual consultation meetings.
• Developing fair and non-discriminatory selection criteria.
• Example scoring matrix and other selection criteria.
• How to handle employees on maternity, paternity and adoption leave.
• Calculating notice and the legal options for it.
• Suitable alternative employment and trial periods.
• Calculating redundancy pay.

Provides:

• Letter templates covering the whole process from initial consultation to dismissal and alternative roles.
• A summary guide for managers for the stages in managing redundancy.