| A good policy for businesses to follow is the 'do it | | | | right from the outset. Employee disputes can cost |
| right first time' policy. This approach applies to all | | | | thousands of pounds and can quickly destroy a |
| levels of business not just to the products and | | | | carefully nurtured company reputation. |
| services that a company sells. It should also relate | | | | With each employee you should have a written |
| to how staff are managed and the standard of | | | | employment contract. These agreements need to |
| procedural documentation that is put in place to | | | | be carefully drafted and it is sensible to get |
| support them in the workplace. | | | | employment law specialists to advise you on the |
| As an employer doing it right the first time will | | | | content. The agreement need to make clear the |
| prevent you from having to seek tribunal | | | | obligations and requirements of both employee |
| representation due to employee disputes. | | | | and employer including rates of pay, the |
| Employment law makes it paramount to your | | | | employment relationship and working hours. It |
| business to have strong processes in place in | | | | should outline probationary periods, whether the |
| order manage staffing issues in a fair and just | | | | working relationship is part or full time, temporary |
| manner. Within your industry you are the expert | | | | or casual. There must also be details of the |
| on the services and products you sell but when it | | | | disciplinary process and the grievance procedures. |
| comes to employment law, processes and policies | | | | All processes within the realm of human |
| you can very quickly start to flounder without the | | | | resources should be documented and fully |
| correct advice and support. From a financial | | | | understood by employees. In this way you |
| standpoint it makes perfect sense to get thing | | | | protect yourself and your staff. |