1. Objective The objective of the Clear Desk and Screen Policy is to set guidelines which reduce the risk of a security breach, fraud and information theft caused by documents being left unattended in Lifetime Legal’s premises. Each individual within the Company must understand that they are responsible for the […]
Termination of employment
A) RETIREMENT Since the phasing out of the default retirement age, it is the decision of an employee to retire. This is a form of resignation and should be discussed with your line manager. B) TERMINATING EMPLOYMENT WITHOUT GIVING NOTICE If you terminate your employment without giving or working the […]
Personal harassment policy and procedure
A) INTRODUCTION Many people in our society are victimised and harassed as a result of their race, colour, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation, gender reassignment, age or disability. Personal harassment takes many forms ranging from tasteless jokes and abusive remarks […]
Equal opportunities policy
A) STATEMENT OF POLICY We recognise that discrimination is unacceptable and although equality of opportunity has been a long standing feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and, if […]
Grievance procedure
It is important that if you feel dissatisfied with any matter relating to your employment you should have an effective means by which such a grievance can be aired and, where appropriate, resolved. Nothing in this procedure is intended to prevent you from informally raising any matter you may wish […]
General dismissal and appeal procedures
This section of the Employee Handbook does not form part of your Contract of Employment. Step 1: Statement of grounds for action and invitation to meeting. • Your alleged conduct or characteristics, or other circumstances, which lead us to contemplate dismissing or taking disciplinary action against you, will be set […]
Capability/disciplinary appeal procedure
You have the right to lodge an appeal in respect of any capability/disciplinary action taken against you. If you wish to exercise this right you should apply either in writing to the line manager of the individual who has made the decision regarding disciplinary/capability action. This should be made within […]
Capability and capability dismissal procedures
Capability Policy and Procedure – this policy does not apply to any employee in their probation period 1. Introduction The aims of this procedure are: To help and encourage employees at all levels to fulfill the role they are contracted to perform by meeting the performance detailed in the role […]
General information and procedures
A) CHANGES IN PERSONAL DETAILS You must notify HR of any change of name, address, telephone number, emergency contact, bank etc., so that we can maintain accurate information on our records and make contact with you in an emergency, if necessary, outside normal working hours B) OTHER EMPLOYMENT If you […]
Standards
A) WASTAGE We maintain a policy of “minimum waste” which is essential to the cost-effective and efficient running of all our operations. You are able to promote this policy by taking extra care during your normal duties by avoiding unnecessary or extravagant use of services, time, energy, etc. The following […]