Policies and Procedures
Policies and procedures provide "a framework of organisational justice" in the regulation and promotion of relationships within an organisation and the way in which it operates.
Up-to-date and sound policies and procedures are essential and should incorporate the requirements of new and changing employment law, good practice and changing business needs in order to be meaningful and effective.

Both an organisation and its staff have rights and duties and new legislation has resulted in increased individual rights in some areas, e.g. in relation to "family friendly" rights (including flexible working, maternity and adoption) and discrimination issues such as age, disability, religion or belief. More changes are planned.

Assistance is available to:

• Review your existing policies and procedures against changing requirements
  
  
• Specify and confirm your organisation’s stance on key issues
  
  
• Tailor your policies and procedures to meet requirements
  
  
• Train or brief staff on amendments and additions, to answer questions and explore  reasons for change, and to promote effective application.

Employee Handbook and Contracts of Employment
An Employee Handbook contains readily accessible information on an organisation, its objectives and major employment policies and procedures, including the main codes of conduct and rules which govern standards of behaviour and information on the arrangements and procedures relating to terms and conditions of employment.
A Handbook may be provided in written and/or electronic form as appropriate.

Full support is available in the preparation and agreement of Handbook content – design, development, drafting, word processing, issue and up-dating.

Advice is also available on the content of existing contracts and their updating to reflect changing legislative requirements and linked amendments in the Employee Handbook.

Equality and Diversity

The workforce in the UK is becoming more diverse. As a consequence, the debate about diversity and equal opportunities continues to gain attention in the face of pressures from society and business and the implementation of increasing levels of legislation to protect people against unlawful discrimination.

The consultancy can provide assistance to establish positive equality and diversity practices designed to promote the behaviours and attitudes needed to create a workplace where everyone is valued, treated fairly and with respect.

Communication and Consultation

Good internal communication arrangements are essential to ensure that everyone has the range and quality of information needed to work effectively. From April 2005 private and public organisations that carry out an economic activity employing 150 or more people have been obliged to inform and consult employees on a regular basis about issues in the business affecting them – either in response to a formal employee request or because they chose to do so. The obligation will extend to businesses employing 100 staff from April 2007 and to businesses employing 50 staff from April 2008.

Practical support is available to:

• Conduct a review of your formal and informal communication arrangements (face to face, paper and technological), assess and report on their effectiveness, and propose options for change as appropriate
  
  
• Give practical support in evaluating a pre-existing information and consultation agreement and/or in developing and agreeing new or revised information and consultation arrangements and structures tailored to your individual needs.

Handling Conduct or Capability Issues

Guidance is available to handle issues relating to conduct or capability involving actual or potential use of grievance or disciplinary procedures.

Support in Managing Redundancy Situations

Redundancies can arise for a number of reasons, e.g. as a result of economic downturn,
re-organisation or the closure of a business. They are often complex in nature.

Practical support is available: on the establishment of a formal redundancy policy or agreement tailored to your needs; on legal obligations and the rights of employees; and on managing the various stages of the redundancy process in a fair and objective way.

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