To ensure the process goes smoothly and to help employees settle into their new roles, it’s crucial to have standard policies and procedures in place. If there is a company dress code, such as a uniform or dress-down Fridays, this should be included in the handbook so all employees understand the wardrobe expectations at all times. Communications Policy Parental leave. This can include paternity and maternity leave mandated by law or company-sponsored for employees who have or adopt a baby. You could also include benefits regarding parental allowances, like a few hours off to attend school meetings.

Most businesses will have employee handbooks. An employee handbook provides employees with a reference tool when they have questions about their employment. Additionally, a handbook can also help outline the procedures you will follow if an employment dispute arises. Accordingly, an employee handbook can provide transparency for employees who are aware of the procedures involved in resolving workplace disputes. This article will explain what you need to know about an employee handbook and what policies your handbook should contain What Are Employee Handbooks? Consistency: Ensures that policies are consistently applied to all employees, reducing the potential for misunderstandings. legal assistance through our membership. We operate in Australia, the United Kingdom and New Zealand.The NHS Job Evaluation Handbook sets out the basis of job evaluation, which underpins the pay system and includes the factor plan, the weighting and scoring document and a guide for matching posts locally. Our unique subscription plans coupled with our remote operating model allow us to deliver expert legal advice, from partner level lawyers, at a fraction of the cost compared with traditional law firms.

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”.This A-Z will help employers and employees to navigate the content contained within the NHS Terms and Conditions of Service Handbook. You should inform your staff of your employee handbook on their first day of employment with you. When you make your staff aware of your employee handbook, it is a good idea to have written confirmation of this interaction. Consequently, you have proof that your employees are aware of specific policies and procedures should they later violate these policies. On-call systems exist as part of arrangements to provide appropriate service cover across the NHS. A member of staff is on-call when, as part of an established arrangement with his/her employer, he/she is available outside his/her normal working hours – either at the workplace, at home or elsewhere – to work as and when required. The NHS Knowledge and Skills Framework (KSF), and other relevant competency frameworks, are tools for describing the knowledge and skills staff need to apply at work to deliver high quality services. The KSF can be used to support the annual system of performance review and development for staff and has been designed to apply to all staff covered by Agenda for Change contracts..