Industrial Relations Toolkit - Instant access to downloadable employment contracts, policies and forms

Industrial Relations Toolkit - Instant access to downloadable employment contracts, policies and forms
57 ready-to-use contracts, policies and forms for every employee situation, instantly downloadable right now! This is the legally approved Industrial Relations Toolkit you cannot do without.
Make sure your policies, forms and contracts are legally correct every time
In Stock
Free delivery
Author(s):
FSP Business
Format:
Online product
Year of publication:
2011

Phone to lock in your deal by quoting Promo-Code "76" 0861-114-365
Super savings!
QuantitySavingsYou pay
Buy all 3 Industrial Relations ToolkitsR 349.40R 997.60
Industrial Relations Toolkit 3: Company policies and procedures price R 116.00R 349.00
Industrial Relations Toolkit 2: Employment contracts, recruiting and independent contractorsR 149.65R 449.00
Industrial Relations Toolkit 1: Grievance and disciplinary procedures and formsR 183.00R 549.00



57 ready-to-use contracts, policies
and forms for every employee situation,
instantly downloadable right now!

This is the legally approved Industrial Relations Toolkit you cannot do without.


The Industrial Relations Toolkit:

  • Provides you with instant access to downloadable contracts, policies and forms
  • Is your own DIY industrial relations toolkit at your fingertips
  • Will save you oodles of valuable time and thousands in consultant fees

Do you need easy pre-formatted templates which you can add their company logo to, fill in the blanks and print in minutes!

Why spend thousands of rands having a labour consultant develop your policies, forms and contracts when we’ve done it for you and at a third of the price!

The Industrial Relations Toolkit provides instant access to downloadable employment contracts, policies and forms – all approved and checked by qualified labour consultants. It’s your own DIY Industrial Relations Toolkit at your fingertips which will save you oodles of valuable time and thousands in consultant fees.

The Industrial Relations Toolkit will help you:

  • Save money on lawyer’s fees by using reliable do-it-yourself legal forms.
  • Save time and effort. Don’t start from scratch anymore when you need to write documents.
  • Improve your productivity by rapidly handling common business situations immediately.

Make sure your policies, forms and contracts are legally correct every time

Can you answer these questions?

  • Does your chairman cover all the necessary points when chairing a disciplinary hearing?
  • Are your employment contracts up-to-date and do they include the minimum law requirements?
  • Do you have all the relevant documentation to win your case if a dispute arises with an employee?
  • Have you given all your past employees a certificate of service?

If you didn’t answer yes to all of these, then you NEED to read on…

Why wait for your labour consultant to get back to you, when all these forms are available now!

Now you can make sure you have the right documents to get your labour practices right first time, every time. These ready-to-use contracts, policies and forms will ensure everything you do is legally correct.

It’s the best decision you’ll make this year

Don’t waste any more time. You have 3 toolkits to choose from:

  • Toolkit 1: Grievance and disciplinary procedures and forms
  • Toolkit 2: Employment contracts, recruiting and independent contractors
  • Toolkit 3: Company policies and procedures

Or you can order all 3 and save 20% off the price.

It’s really easy to order, simply complete the order form and within 48 hours you’ll receive your website link by email. Download all the contracts, policies and forms in Microsoft Word document format, which are easy to edit and save.

Order today and leave all your labour hassles behind for good.

Regards,



R. Paterson
Business Publisher

P.S. Read on to find out exactly what each toolkit contains…


Toolkit 1:

GRIEVANCE AND DISCIPLINARY PROCEDURES AND FORMS

These 35 ready-to-use letters, documents and policies will ensure you always have a watertight grievance and disciplinary procedure… even when dealing with a strike. It includes a disciplinary code and a 12 page chairman’s checklist, which is crucial in a disciplinary hearing to make sure all the points have been covered.

This toolkit is divided into three sections:


Section1: Disciplinary procedures and forms

Disciplinary code (4 pages)

Make sure you follow the correct procedure when dismissing an employee. Use this schedule of offences (which are divided into minor, moderate and serious) and the action recommended in the table e.g. for refusal to obey a legitimate instruction you can go straight to a disciplinary hearing. However, if your employee arrives at work late you will need to issue a written warning, second written warning, final written warning and then have a disciplinary hearing.

Remember: All warnings must be kept on file for as long as the individual is employed. Warnings are cumulative. So if an employee gets a written warning and commits the same offence again within the six month period the next step of disciplinary action can be taken.

Verbal written warning document (1 page)

A verbal warning is valid for three months.

Written warning document (1 page)

A first written warning is valid for six months.

Second written warning document (1 page)

A second written warning is valid for nine months.

Final written warning document (1 page)

A final written warning is valid for twelve months.

Notification of possible disciplinary action form (1 page)

Notification of suspension form (2 pages)

Notification of hearing form (1 page)

Representatives required form (1 page)

Witness required form (1 page)

Chairman’s disciplinary hearing checklist (12 pages)

Follow this checklist to make sure you have chaired the disciplinary hearing correctly and covered all the correct points.

Notice to appeal (1 page)

Remember that an application to appeal has to be handed to a supervisor within seven working days of the finding of the disciplinary hearing.

Appeal hearing date (1 page)

Drug testing results (1 page)

Breathalyser results (1 page)

Section 2: Dealing with strikes

Procedure for an unprotected strike (2 pages)

Make sure you follow the correct procedure when issuing warning documents for a strike, or else you could end up with an unfair dismissal case.

First written warning document (1 page)

Second written warning document (1 page)

Final written warning document (1 page)

Code of good practice – Picketing (5 pages)

Form LRA4.1 CCMA request to establish picketing rules (3 pages)

Form LRA9.2 – Record of strike, lock-out or protest action (2 pages)

Section 3: Grievance procedure

Grievance procedure (2 pages)

Use this grievance procedure to put in your employee/company manual. This will make sure your staff understand the companies procedure when a grievance is lodged.

Notification of grievance (1 page)

Notification of grievance meeting date (1 page)

Outcome of grievance – step 1 (1 page)

Outcome of grievance – step 2 (1 page)

Outcome of grievance – step 3 (1 page)

Outcome of grievance – step 4 (1 page)

Section 4: Poor work Performance

Incapacity procedure for poor performance (4 pages)

Counseling form (2 pages)

Use this form to prove that you counseled an employee. In the counseling session record what the next step of action will be if the employee does not start to improve within the agreed time period e.g. the employee would receive a written warning if there is no improvement within four weeks.

Notice to attend poor work performance hearing (1 page)

Remember to give your employees not less than 48 hours’ notice of the date and time of the poor performance hearing.

Performance review policy (1 page)

This policy should go in your company/employee manual.All companies should have a manual containing policies and procedures. This will ensure that employees are made aware of what they can and can’t do and what is expected of them.

Performance review form (5 pages)

Go through this document when conducting a performance review.

You only pay: R549 (incl. VAT)

Toolkit 2:

EMPLOYMENT CONTRACTS, RECRUITING AND INDEPENDENT CONTRACTORS

Make sure you use a legally correct recruitment procedure and updated employment contracts in your company.

There’s a fine line between determining whether someone is an independent contractor or an employee. Don’t get caught out. Use this independent contractor policy and checklist to ensure you get it right every time!

This toolkit is divided into three sections:

Section 1: Employment contracts

Limited-duration contract (6 pages)

Use this contract as an agreement with a non-permanent employee. Instead of employing extra staff on a permanent basis, you could employ them on a limited-duration contract for either a specific period or specific task. The end of the period or task would be the end of the contract. The individual would have no further recourse against you, as you didn’t create any expectations of permanent employment to the individual.

Contract of employment – wages (10 pages)

This fixed-term contract is used for general employment of your permanent staff that earn a weekly or fortnightly wage.

This contract covers the minimum requirements stated by the BCEA and you can include any additional clauses you feel may be required for your specific company e.g. desertion, inter-branch transfers, use of company equipment, use of motor vehicles, travel etc.

Contract of employment – salary (10 pages)

This fixed-term contract can be used for general employment of your permanent salary earners.

This contract covers the minimum requirements stated by the BCEA and you can include any additional clauses e.g. desertion, inter-branch transfers, use of company equipment, use of motor vehicles, travel etc.

Independent contractor policy (1 page)

Independent contractor checklist (3 pages)

Use this list to determine if someone is an independent contractor or not.

Remember: These days there is a very fine line between a so called independent contractor and an employee. So caution is of the utmost importance when making this determination.

Independent contractor agreement (8 pages)

Section 2: Recruitment

Pre-selection criteria form (5 pages)

Job application form (5 pages)

A form to be completed by prospective employees, which includes details of their past employment history.

Applicant Register (1 page)

Recruitment control sheet (1 page)

Recruitment policy (18 pages)

Interview questions (5 pages)

This includes general questions which you are legally allowed to ask in an interview.

Remember: the interview questions, CV and interview evaluation should be kept on file for as long as that person is working for you and three years after they leave your company.

Internal vacancy form (1 page)

Interview evaluation (1 page)

This form should be completed by the interviewer after the interview to assist in comparing job applicants.

Regret letters (2 pages)

Personal particulars (1 page)

Personal particulars must be kept on the employees personal file containing all their details.

New appointment form (2 pages)

New positions and advertising control list (2 pages)

Employee orientation checklist( 4 pages)

Use these guidelines as an effective employee orientation process to ensure that all important employment practices are communicated to the new employee.

TIP: Keep this document on file to demonstrate that the employee was briefed on all employment procedures if you ever end up at the CCMA or Labour Court.

You only pay: R449 (incl. VAT)

Toolkit 3:

COMPANY POLICIES AND PROCEDURES

These 65 pages of documents and forms will ensure you follow correct procedures and have all the relevant documents on file in case a dispute arises.

Leave application form (1 page)

The employee must complete this form when applying for leave.

Loan/advancement application form (1 page)

The employee must complete this form when applying for a loan.

Acknowledgement of debt (3 pages)

Use this document when you give a loan to staff members so they agree to specific payback terms. If the employee leaves the company before the loan is repaid, this document allows our company to still recover the money afterwards.

Overtime and calculation of rates of pay and overtime rates (2 pages)

Don’t be caught out, calculate your overtime and rates of pay correctly. Use these calculations in accordance with new legislation.

Overtime agreement (3 pages)

When an employee starts working for you, ask them to sign this agreement. You can then make it part of your terms and conditions of the employment contract.

Payroll deduction authorisation policy (2 pages)

There is often confusion as to what can be deducted from employees salaries without their consent and what has to be deducted with their consent. The document explains what you can and can’t deduct.

Payment on termination of services (2 pages)

Upon termination, employers have to pay out certain remuneration to the employee. Use this guide to work out what you need to pay out in various situations.

Calculation of employee remuneration (2 pages)

Often people make a mistake when calculating employee remuneration. Follow our guidelines so you don’t make the same mistake.

Nomination for training form (1 page)

You will need this form if you have specific training programmes in place. It will fit in with your company’s skills and development plans so there is a record of who underwent training and the specifics. It can be accompanied with other relevant documents when claiming your SDL levies.

Desertion procedure (3 pages)

Follow this step-by-step procedure before dismissing an employee for desertion. Make sure you use the correct wording in your telegram or letter.

Employee resignation form (1 page)

Staff exit form (2 pages)

Make sure all the items issued to an employee have been returned on their departure. It will help avoid company losses by employees leaving with items that don’t belong to them.

Certificate of service (1 page)

In terms of the BCEA, every employee is entitled to a certificate of service on termination of employment.

Special leave policy (2 pages)

Unpaid leave policy (1 page)

This is not a statutory requirement, but requests for unpaid leave are a common workplace occurrence. It is wise to use this policy on unpaid leave.

Staff loan policy (2 pages)

Business gifts and entertainment policy (2 pages)

Conflict of interest policy (2 pages)

Electronic Communications policy (5 pages)

Employee Assistance policy (18 pages)

Harassment policy (4 pages)

Retirement policy and procedure (7pages)

Sexual harassment policy (5 pages)

You only pay: R349 (incl.VAT)

Order now to ensure your employment contracts and company polices and procedures are watertight.

No action or inaction should be taken based solely on these documents, readers should consult appropriate labour law professionals. The information and opinions provided are believed to be accurate and sound, based on the best judgment available to the authors. The publisher is not responsible for any errors or omissions.


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