Let us help you with your organisational policies

This is assessed by their aptitude and the mental and physical qualities needed to do a job. At Cultura HR, we understand that, as an employer, it can be difficult to deal with poor performance or an employee going on long-term sick leave. 

We can help you develop a clear and fair capability process to support your employees.

These guidelines are set standards and expectations for employee behaviour tailored to the culture of your company to ensure your entire team is ethical and responsible when dealing with finances, products, partnerships, and public image.

To ensure professionalism is prioritised and internal and external communications are respectful, contact Cultura HR to create your code of conduct policy today.

In your data protection policy, you must outline exactly how you plan to guarantee data safety through identity verification and data audits.

Show your company can be trusted to take care of employee and third-party data by creating a solid data protection policy today.

Whether this is poor timekeeping and attendance or serious misconduct such as theft and violence each occurrence must be pursued and dealt with according to your disciplinary policy. There are certain steps you are required to take to ensure a fair and prompt response, all of which must be outlined in your discipline policy.

Let us support you in creating a fair policy that helps employees understand where the line is drawn.

All employees deserve to develop their skills and talents in a safe and supportive space, and it is your responsibility to create an environment free from discrimination.

Work with our team to ensure your workforce recognises the wealth of benefits gained from being part of a diverse workforce and feels comfortable in the inclusive community you have created.

Grievances must be handled professionally and raised with the person concerned before being escalated to the manager. Whether the issue is submitted in writing or during a confidential meeting, as an employer you should create a suitable environment for employees to raise grievances safely.

Any grievances raised should be investigated without delay to avoid continued distress for employees and a final meeting should be held to come to an appropriate solution.

We can help you professionally and sensitively handle grievances with a brand-new and effective policy.

This includes assessing major risks and creating an overarching health and safety policy to protect your people regardless of the industry you work in. In companies with five or more employees, a formal written policy must be created and made accessible across the entire workforce.

Effectively protect your people with an updated and well-thought-out health and safety policy by getting in touch today.

With homeworking, it’s important to outline to employees how decisions will be made as well as set flexible limits to cater to varying needs. Creating a homeworking policy helps employees understand what options are available based on the responsibilities tied to their role and how often this may be reviewed.

Create a homeworking policy that prioritises the physical and mental health of your employees with the support of our team.

As an employer, you are required to provide workers with practical advice and instruction on how to work alone safely.

Constructing a lone working policy lets your team know that you have procedures and risk assessments in place to reduce the identified risks and protect their physical and mental well-being.

Ensure you are confident in your lone working procedures from a legal perspective and that your employees feel safe while working alone with an updated policy.

If you’re an employer who has stopped trade altogether, or you are looking to reduce the number of employees in your business, members of staff must be kept in the loop and dismissed fairly. Although the redundancy process can be tricky to navigate, it’s important to remain professional and compliant with legislation.

Guarantee a fair redundancy process with a step-by-step policy that doesn’t disregard the value of your employees.

If you operate monitoring systems e.g. CCTV, phone monitoring, internet monitoring etc., the right to monitor policy should be included in the staff handbook (or as part of a separate bank of policies). In order for monitoring to be legal, your policies should carefully set out clearly defined rules and regulations as to what is being monitored and the sanctions for failing to adhere to any particular policies.

Create a community of trust and respect within your organisation by developing an effective monitoring policy.

Without a clear absence management policy in place, sickness absences can have a negative impact on the business, workloads can increase and productivity can suffer, causing employees heightened stress.

To keep your business running smoothly while employees take care of their health, we can help you formulate an effective sickness absence policy.

Expected behaviour must be outlined in a social events policy to ensure that your company’s reputation is protected when staff are socialising outside of the workplace.

Highlighting acceptable conduct within this policy helps to ensure all employees and guests feel comfortable enjoying themselves and can build positive relationships outside of the 9-5.

Create a fair and responsible social events policy with the help of Cultura HR.

Within your social media policy, you should include guidelines for employees who post content online either as part of their job or in their free time. As a standard employees must represent themselves and your brand in a professional and considerate way to minimise legal action against your business or avoid a PR crisis.

Security and privacy online are vital to keeping your business running smoothly and keeping your employees safe, create a social media policy with our support today.

In the instance where an employee is absent with no warning, it’s important to check that the team member is safe. Before jumping to conclusions and issuing a warning or a dismissal, you should consult your unauthorised absence policy and follow the steps to uphold your duty of care.

Unauthorised absences should be handled sensitively and calmly and always prioritise employee safety. Cultura HR can support you in creating a policy that explains how to handle authorised safely and professionally.