Description
Frequently Asked Questions
Why are there only 3 key policies and procedures?
Promote a fair, respectful, and legally compliant workplace with our Grievance, Disciplinary, and Dignity & Respect Policy & Procedure.
These comprehensive documents provides clear guidelines on handling workplace disputes, disciplinary actions, and help foster a culture of dignity and respect.
All 3 policies and procedures meet the trequirements of the Codes of Practice and are the minimum employment policies and procedures you should have in place for your business.
Do I need all 3 key policies and procedures at the start?
The Grievance and Dignity and Respect Policy documents are day 1 documents and should be issued with the contract of employment.
The Disciplinary Policy and Procedures will not apply until after probation (6 months) for new employees, so you won’t need it on day 1. From experience the chances of it being forgotten at a later stage are high and it is easier to do it all at the same time.
What do I do with existing employees who were never given the 3 key policies and procedures?
It is never to late to resolve this as an issue.
By issuing these documents you immediately limit the Company’s exposure and from experience the easiest time to issue them is when they are not needed.
What exactly is included?
You will receive the document(s) as MS Word Template(s).
Each template documents meet the minimum compliance requirements and can be amended by you to suit your business requirements.
We strongly recommend the finalised documents are shared with employyes as .pfd documents rather than as MS Word documents.
How do I use it?
As these policies and procedures are based off Statutory Instruments the core aspect of the policy and procedures need to be left unchanged.
There are 3 easy to do steps to tailor the document for your business;
Step 1 – on the first page there is a section to include your company logo.
Step 2 – you may have industry specific examples to include in the example section – e.g. an example of gross misconduct specific to your business.
Step 3 – in some instances the policy and procedure may need to name / identify a role and in finalising the document you will need to put in the person or role responsible for this. These sections are marked in YELLOW.
Would I be better off with an Employee Handbook?
If the purpose is to meet the Company’s compliance obligations then an Employee Handbook is an unnecessary and costly undertalking.
An Employee Handbook can make sense in other situations and when there are larger number of employees to spread the development costs.
Is it available in my country?
These templates are prepared specifically for employees in the Republic of Ireland and may not suit other legal jurisdictions.
