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Getting the most from employees

WELL-written contracts and clear procedures are at the heart of a successful business. Employment specialist Rebecca Wilson, a Partner at leading regional law firm Tollers, shares invaluable advice.

An effective contract will ensure the business can get the most from each employee while offering the greatest protection. Points to consider include:

? A mobility clause to allow a reasonable change in an employee’s place of work

? The number of hours per week an employee is to work rather than start and finish times may ensure greater flexibility of working hours.

Other points worth considering including restrictive covenants for senior employees and sales staff, ensuring procedures are non-contractual so can be updated and amended and ability to make a lawful deduction from an employee’s wages.

It is important to ensure other policies and procedures are up to date. These could include anything from retirement, redundancy, dismissal and sickness management to shared parental leave, stress and the use of alcohol and drugs.

Once policies are in place it is important to make sure these are followed in a reasonable, non-discriminatory way.

It is really important that all employees are treated the same and receive the same sanctions for the same conduct. Guidelines like the code of practice from ACAS, the Government’s conciliation service for employees and employers are useful tools in the process.

When issues arise it is important to bear in mind the timing and resist turning an informal meeting into a formal meeting. If a clear procedure is in place, then it is possible to make the time count.

Documenting the process is another key part of the process. A paper trail will prove invaluable if the matter does proceed to an employment tribunal. A note taker at formal meetings with the employee will also enable copies of the minutes to be made available to all parties shortly after the meetings.

Other points to consider include appropriate people to chair each meeting and detailed correspondence. By putting all points in writing will ensure the employee is clear about the allegations and, if these are upheld, what action could be taken.

Need some advice?

Talk to Tollers! Tollers’ Employment Team are here to help should you have any queries regarding this article, do not hesitate to contact us on 01604 258558.

Companies mentioned in this article

Tollers

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