The Company aims to project a professional image to its clients, prospective customers and potential employees and seeks to balance this objective with the need for employees to feel comfortable
[COMPANY NAME]EQUAL OPPORTUNITIES MONITORING QUESTIONNAIRE We are committed to providing equal opportunities and our policy is to ensure that no job applicant or employee receives less favourable treatment because of
INVITATION TO MEETING TO DISCUSS HARASSMENT COMPLAINTDear [ ]COMPLAINTI acknowledge receipt of your written complaint of harassment/discrimination against [ ]. This is being dealt with in accordance with
Protection from discrimination Discrimination on the grounds of religion or belief was first introduced under the Employment Equality (Religion or Belief) Regulations 2003. These regulations were repealed and replaced on 1
1. Before beginning a counselling session make sure you will not be interrupted. Make it clear to the employee what time you have available to discuss their problem on this occasion.
Introduction Personal relationships among co-workers pose several risks to the business. They can lead to: Interference or influence in day to day activities Nepotism or favouritism Breach of confidentialityUnacceptable conduct
INVITATION TO MEETING TO DISCUSS OUTCOME OF HARASSMENT COMPLAINT Dear [ ] COMPLAINT Following our meeting on [ ] to discuss your complaint of harassment/discrimination against [ ], I have
1. Make sure you treat the request for holiday fairly and sympathetically using a consistent approach.
The purpose of this Equal Pay Policy is to ensure that all employees and job applicants are treated equally and to support the Company’s objective of ensuring that it provides
Purpose and scope The purpose of this Equal Opportunities Policy is to communicate our commitment to equality of opportunity in employment, with the aims of ensuring that all employees and