Handbooks and policies do not merely serve as an information book for a disgruntled employee. They can (if properly introduced and kept up to date) be a highly useful tool for your business. Breach of the policies can be deemed to be a disciplinary offence.

A handbook may include the following policies (the list however is by no means exhaustive):-

• Equal opportunities policy
• If proper training is given and the policy is monitored such a policy can be a highly useful weapon in the armoury of your business in both preventing a discrimination or harassment claim or defending such a claim should it arise.
• Disciplinary and grievance policy
• Your business is required to have a written policy; however, if the new minimum procedures are laid out properly within your business procedures all managers who are implementing your disciplinary and grievance procedures are more likely to comply. The business is therefore, at considerably less risk of a claim for automatically unfair dismissal.
• Internet and email and telecommunications policy
• It is not legal to monitor such communications without a policy. Training should be provided on the policy and updated. Your business will, therefore, be able to prevent or restrict its employees from using your email, internet and telephone systems for personal use. Such uses can be set to a reasonable level over and above which your employees know they could be subject to disciplinary action.
• Mobile telephone and company vehicle policy
• Where necessary corresponding clauses can be added to the contract of employment of relevant employees. The policy may prevent your business being held liable for its employees who breach the law on the use of mobile telephones while operating their vehicles. The policy / contract can also deal with situations where a vehicle licence is lost and the relevant employee has a company vehicle.
• Family friendly policies
• Your business can set out reporting requirements in order that it may plan for the relevant leave such as maternity, paternity, and adoption leave.

Tilly Bailey & Irvine’s Employment Team is available to discuss your enquiries and needs in relation to any contract policy or procedure and can assist in drafting all necessary documentation and provide your business with peace of mind.

We can also provide clients with a *“free” audit of your existing policies to ensure that you are compliant.

*Audit available subject to the terms of our annual retainer