ISME HR HUB
Performance Management is an important part of ensuring that there is a clear line of communication between employees and management. regular appraisals provide an opportunity to share feedback and identify opportunities for the employee and the organisation.
- Standard Appraisal: ISME Appraisal Form – Template
- Balanced Scorecard: Balanced Scorecard Template
More information on in the Employee Appraisal Guide which you can download here: Guide to Using the ISME Balanced Score
More information on an Employee Appraisal can be found in:
Code of Conduct
A code of conduct is a set of rules outlining the norms, rules, and responsibilities or proper practices of an individual party or an organisation.
Performance Management
Where under-performance is identified as being a significant issue, the company may choose to engage a Performance Improvement Plan to help guide the employee back to the required performance standards.
Disciplinary Process
Disciplinary
- Disciplinary Invite Letter
- Disciplinary Invite Letter (Gross Misconduct) w. Suspension
- Disciplinary Letter-Suspension with Pay
- Disciplinary Plan
- Counselling Record
- Verbal Warning Letter
- Disciplinary Outcome Letter
- Disciplinary Outcome Letter (Dismissal)
- Suspension with Pay Letter Template
- Disciplinary Policy
- Refusal of Resignation During Active Disciplinary
Bullying & Harassment
Instances of Bullying & Harassment in the workplace can lead to serious employee grievances and conflict. It is important to ensure that the company has an established policy and culture to tackle any instances of Bullying or Harassment and that all employees have the opportunity to operate in a professional that protects their personal dignity.
Equality
All employees have a fundamental right to be treated in a manner that is equitable and fair. Please see the links below for guidance on this topic.
Grievance
The ‘Grievance’ process is an important part of conflict resolution within every company. Please see the relevant document templates below.
- Grievance Policy
- Grievance Hearing Invitation – Complainant
- Grievance Hearing Invitation including Allegation
Absence Management
Absence Management is one of the biggest challenges that managers face. The documents below offer guidance on formally managing the absence process.
- ISME Absence Policy
- Return to Work Process
- ISME return to work interview form
- Fitness To Return Document
- Return to Work Plan
- Managing Unauthorised Absence/AWOL
- Unauthorised Absence-1st Letter
- Unauthorised Absence-2nd Letter
- Unauthorised Absence-3rd Letter
- ISME Welfare Meeting Guide
- ISME Template Invitation to Long-Term Absence Review Meeting
Types of Leave
Annual Leave
In order to ensure that the company is compliant with the Organisation of Working Time and that Annual Leave is applied in an equitable manner, it is strongly advised that your company implements an Annual Leave Policy.
Bereavement or Compassionate Leave
Although there is no legislative entitlement to Compassionate or Bereavement Leave it is highly recommended that employers establish a guideline for employees.
Parent’s Leave
The Parent’s Leave and Benefit Act 2019 entitles each parent to 5 weeks’ leave during the first two years of a child’s life, or in the case of adoption, within two year of the placement of the child with the family.
Force Majeure
Force Majeure Leave is exceptional leave that is mandated under the Parental Leave act entitling employees to paid leave in the event of an emergency.
Maternity Leave
Maternity is deemed a protected status under employment equality legislation and employers are advised to seek guidance prior to taking action that results in a change to the terms & conditions of an employee under the protection of the Maternity Act. There are also Health & Safety obligations for employers. Please see the Health & Safety section of the website for additional information.
