Employment

Fire risk review checklist
Use this document to complete the first stage of a fire risk assessment as is required under fire safety legislation. It will assist you to undertake a thorough inspection of the workplace and review of existing procedures. The purpose of this document is to gather information concerning potential fire risks, the risks to people within the workplace and the effectiveness of existing systems and procedures. After completing this first stage of the process, you should use our document 'Fire risk assessment - Recording of significant findings'. Close
Fire risk assessment – Record of significant findings
Use this document to complete the second and final stage of a fire risk assessment after using our document 'Fire risk review checklist'. On this document, you will record the sources of any significant risks of a fire occurring within your workplace and the risks to people within your workplace in the event of a fire. You will evaluate the severity of such risks and you will identify steps that might be taken to remove or reduce these risks. Finally, you will record what action is proposed to be taken and applicable timescales. Close
Health and safety compliance review and policy creator
This product enables you to prepare and document the compliance of your business with all relevant health and safety legislation. It does this by walking you through all the issues that you need to address - registration, insurance, risk analysis, risk minimisation, training, etc. The document then prepares a statement of development to be kept on file and shown to all interested parties and officials to prove that you have followed the appropriate procedures in developing a health and safety policy for your business. It also produces a list of actions with timelimits so that you address all relevant issues. Finally, it produces a tailored health and safety policy at the end of the document. Hence, this product produces three documents - a record of the development of your health and safety policy, a list of actions with timelimits and the health and safety policy itself. It is recommended that you review this policy every 18 months, or sooner if there are substantial changes to your staffing or premises. Close
Appeal hearing outcome letter
Use this document to send a letter to your employee following a formal appeal hearing. The letter will inform them of the outcome of the meeting, which can include that no disciplinary action be taken, that your employee receive an oral warning, a written warning or a final written warning. If the decision following this meeting is to dismiss, you will have to use the 'Employee dismissal letter after previous disciplinary action and an appeal hearing' document, rather than this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use the 'Employee dismissal letter for gross misconduct after an appeal hearing' document. Close
Disciplinary appeal hearing letter
This document creates a letter to an employee asking him or her to attend a formal disciplinary appeal meeting after the employee has appealed a decision taken at a disciplinary meeting to take disciplinary action against him or her. It is designed for general use. The employee is invited to attend the appeal meeting to reconsider or review the allegations made against the employee and/or the disciplinary action taken. Close
Dismissal letter for gross misconduct after an appeal hearing
This letter should be used when an employee has appealed a decision to dismiss on account of gross misconduct and the decision of the meeting is still to dismiss. At this appeal hearing the employee should have been given the opportunity to explain his/her conduct and why the disciplinary action taken should not have been implemented. Please note that if the employee has been successful in appealing against a dismissal, you should use our 'Employee formal appeal hearing letter' instead of this letter to formally notify the employee of the result of the appeal hearing. If the decision following this meeting is to dismiss but not on account of gross misconduct, you will have to use our document 'Employee dismissal letter after previous disciplinary action and an appeal hearing', rather than this one. Close
Dismissal letter for gross misconduct
In cases where an employer needs to immediately dismiss an employee on account of gross misconduct, this letter should be used. Gross misconduct might include such actions as physical violence, extremely serious insubordination, or serious incapacity through an excess of alcohol or drugs. This letter must be used in accordance with a valid disciplinary and dismissal procedure. Close
Dismissal letter after previous disciplinary action and an appeal hearing
Use this letter to dismiss an employee after he/she has appealed a decision to dismiss made at a disciplinary meeting, but the decision following the appeal hearing is still to dismiss. If the decision after the appeal hearing is not to dismiss, use our document 'Employee formal appeal hearing letter' instead of this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use our document 'Employee dismissal letter for gross misconduct after an appeal hearing'. Please note that in order to use this letter, the employee must have been the subject of repeated disciplinary action due to their poor performance and/or professional misconduct and must have been dismissed using a valid disciplinary and dismissal procedure. Close
Dismissal letter after previous disciplinary action
Use this document to create a dismissal letter to an employee following previous disciplinary action and a final disciplinary meeting. This letter is the final step in the disciplinary process where the employee has previously been given at least two written warnings and has had previous meetings to discuss the matter and to give excuses and reasons. If, on the other hand, you are summarily dismissing on account of gross misconduct, you should use the 'Employee dismissal letter for gross misconduct' document instead of this one. Close
Disciplinary meeting outcome letter
Use this document to create a letter to notify your employee of the outcome of a disciplinary meeting. The decision can be that no disciplinary action be taken, or that an oral warning be given, or that a written warning or a final written warning be given. If the decision of the disciplinary meeting was to dismiss the employee following repeated disciplinary action, then you should use the Rapidocs document 'Employee dismissal letter following previous disciplinary action' rather than this document. If the decision is to summarily dismiss the employee on account of their gross misconduct, you should use the Rapidocs document 'Employee dismissal letter for gross misconduct'. Close
Disciplinary meeting letter
Use this document to create a letter to an employee asking them to attend a formal disciplinary meeting. The letter is designed for general use. At the meeting the employee will be able to explain his or her conduct. After the meeting you should formally notify the employee of the decision that was made. Close
Suspension letter pending investigations of allegations
Use this suspension letter to formally suspend an employee while you conduct an investigation into allegations made against him or her. It is designed to temporarily remove an employee from his or her post when that employee's continued presence in the workplace may involve risk, danger or embarrassment or may be prejudicial to good discipline. Note that suspension is not a punishment and, as such, there should be no loss of normal pay or pension entitlement. Close