The Employer's Handbook: An Essential Guide to Employment Law Personnel Policies and Procedures

Product Information

There are separate arrangements for chief executives and directors at board level whose posts are not subject to the pay system in this handbook. These alternative arrangements may also apply to other senior posts which, in this pay structure, have been assessed as having a job weight over 630 points. See the question and answer guidance in annex 28 guidance on frequently asked questions (FAQs) (England and Wales) for more detail. Before placing your policies in your employee handbook, you may want to include an introduction to your business, such as its vision statement. An introduction to your business can help your employees understand the aims and ethos of your business. It is also an excellent place to detail your general code of conduct for employment, your business dress code, and company benefits. Key Takeaways Guidance for Completing Form I-9 (Employment Eligibility Verification Form) | Current as of July 2023 The pay of staff working evenings, nights or weekends, on and after 1 April 2008, will be worked out in line with paragraphs 2.4 to 2.23 in this Section. The incremental dates of staff paid under these arrangements will not change. Annex 23: Pay progression (England) sets out the principles which will underpin these systems and provides guidance on their operation.

Jury duty and voting. Describe the law regarding leave for these civic duties and what documents employees might need to bring. In Wales this will apply to appraisal objectives after April 2015 for incremental pay progression post April 2016.

Annex 3 sets out the values of the pay points in the pay bands and the pay spine in England, in full, effective from 1 October 2004. The latest values are in Annex 2. Employers elsewhere will need to refer to the relevant documents in their countries. A recruitment and retention premium is an addition to the pay of an individual post or specific group of posts where market pressures would otherwise prevent the employer from being able to recruit staff to and retain staff in, sufficient numbers for the posts concerned, at the normal salary for a job of that weight (a job “weight” score which assigns a pay band through the job evaluation process). For newly appointed or promoted staff the incremental date will be the date they take up their post. Sign up as a LegalVision member, and you'll get unlimited access to our team of experienced lawyers to help

Parking. Similarly to the company car benefit, if you offer free parking at the office, inform employees how to manage their allocated space. If you have a limited number of parking spaces to give out, outline the criteria you use to allocate these spaces. Make it part of onboarding: Distribute the employee handbook during the onboarding process to help acclimate employees and welcome them to the team.Where a continuous night shift or evening shift on a weekday (other than a public holiday) includes hours outside the period of 8pm to 6am, the enhancements in column 2 should be applied to the whole shift if more than half of the time falls between 8pm and 6am. Recruitment and retention premia will apply to posts. Where an employee moves to a different post that does not attract a recruitment and retention premium, either within the same organisation or elsewhere in the NHS, their entitlement to any previous recruitment and retention premium will cease although the provisions for pay on promotion and long-term RRPs in section 1.18 may apply. Where teams of staff agree rosters among themselves, including who covers unsocial hours shifts, it will be for the team to decide how these shifts are allocated, provided the team continue to provide satisfactory levels of service cover.

Here’s what should be included in an employee handbook; our template covers every important policy of an employee manual:Statistics and key facts on the impact of bullying on workforce wellbeing from the NHS Staff Council's Health, Safety and Wellbeing Group. Within each pay band there will be a number of pay points to allow pay progression in post. Staff will progress from point to point on an annual basis to the top point in their pay band or pay range, provided their performance is satisfactory and they demonstrate the agreed knowledge and skills appropriate to that part of the pay band or range. Staff joining pay band 5 as new entrants will have accelerated progression through the first two points in six monthly steps (that is, they will move up one pay point after six months and a further point after 12 months) providing those responsible for the relevant standards in the organisation are satisfied with their standard of practice. This 12 month period will be referred to as “Preceptorship”.