A Guide For All Permanent Employees Of The Firm

Job security, protection of rights, fairness and equality. Training, welfare support and advice on work related issues. The assurance of superannuation payments, WH&S policy induction and control. Awareness of essential checks for employees especially those in the public sector like working with children checks, child protection and duty of care to all. Allowing families to job share and have maternity or paternity leave without loss of position, and finally compensation for injury and sickness rights.

Welcome and Introduction How to use this Workbook 1 Statutory Rights and Responsibilities 1.1 Contracts of Employment 1.2 Anti-Discrimination 1.3 Age Discrimination 1.4 Disability Discrimination 1.5 Working Hours, Rest Breaks and Holiday Entitlements 1.6 Maternity/Paternity, Parental and Adoption Leave 1.7 Absence and Sickness 1.8 Data Protection and Access to Personal Information 1.9 Health and Safety Procedures and Documents in your Organisation 2.1 Contracts of Employment 2.2 Anti- Discrimination 2.3 Working Hours and Holiday Entitlement 2.4 Sickness Absence and Sick Pay 2.5 Data Protection 2.6 Health and Safety Sources of Information and Advice 3.1 Internal Sources 3.2 External Sources About your Occupation and

Lopatka (2014) explains that in composing handbook rules and policies using creative drafting employers find innovative ways to persuasively appeal to the emotional and mental senses of employees, with the goal of protecting the employer’s legitimate interests (p.74). By standard, personnel handbooks serve as written documentation of workplace policies that govern expected behavior and procedures within the workplace. However, in some cases, handbooks formulate contracts between the employer and employee.

Modules Topic Contracts of employment Anti-discrimination Age discrimination Statutory rights and responsibilities Disability discrimination Working hours, rest breaks and holiday entitlement Maternity/Paternity, parental and adoption leave Absence and sickness Data protection and access to personal information Health and safety Contracts of employment Anti-discrimination Procedures and documentation within your organisation Working hours and holiday entitlements Sickness

1. 1 Legal and organizational requirements on equality, diversity, discrimination, rights , confidentiality and sharing of information in relation to managing and developing yourself and your workforce

In this assignment I will be producing an information booklet for my new employees, And within this

The purpose of an employee handbook is for a company to keep a blue print of policies and procedures that are needed for a company to succeed. A handbook contains of a title page, a table of contents, a body, an index, and most importantly an acknowledgement. An employee handbook is based on main polices a company have. Some the policies include at will employment, hiring rules, anti-harassment and anti-discrimination rules, compensation, employed hours, leave of absence, benefits, heath, safety and most importantly disciplinary. (LegalFlip) protects the author of the article: Employee Handbooks – An Overview (2013)

2. Leatherbarrow, C., Fletcher, J. & Currie, D. (2010) Introduction to Human Resource Management. 2nd Edition. London: CIPD

The aim is to prepare a briefing for the new HR Director, who has requested the review of

There are also policies to prevent harassment and bullying and promote workplace

C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD

Managing the Human Resource Environment is a crucial tool, which encompasses of compliance issues, companies objectives and the work environment. Here,

Some of these terms are used in various ways among sectors, or implement definitions are subject to debate. In these areas, there are multiple definitions that can clarify the issues. This documentation can bring new employees up to standards and ensure comprehension among parties, without legal procedures. These legal terms, can be relevant to the staffing of Human Resource industries.

The next topic will cover the rules, regulations, policies, and procedures of the organization. General office practice and business etiquette is also defined during this time, along with city, state, and any federal laws in which applies to an employee’s job function (Rue & Byars, 2004). Conditions of employment, which include punctuality, attendance, conduct, hours of work, overtime, and terminate should be covered along with what is expected of the new employee (Rue & Byars, 2004). These expectations include attitude, reliability, initiative, emotional maturity, and person appearance (Rue & Byars, 2004).

As per the above chart it is very clear that the organisation provides their employee with benefits and welfare activities as almost everyone has approved that they receive the benefits which is one basic requirement which needs to be taken care of.