Workplace Policies

June 25, 2017

Managing employees is by far the most challenging task when running a business. Workplace policies help to set out the rights and obligations of employers as well as of employees. There is a wide variety of workplace policies that can be adopted. Some are required by law, while others help in setting out standardised procedures for dealing with employee-related matters.

It is important to have a comprehensive set of up-to-date workplace policies.

Health and Safety Policy

A Health and Safety Policy sets out your general approach and commitment to health and safety in the workplace, together with the arrangements you have put in place for managing it. It should clearly say who does what, when, and how. It usually mentions what you intend to do, who will be involved, and what arrangements have been put in place. It will only be effective if it is acted upon and followed by you and your staff, and it should be reviewed every time there are changes to work processes, plant, equipment, or staff.

Data Protection Policy

A Data Protection Policy ensures that you fulfil your legal obligations to protect the security of personal data. It is a policy that is required by law. It explains how a company collects, uses, and discloses personal data of individuals. It also sets out the responsibilities of employees when processing the data of customers and third parties.

Social Media Policy

A Social Media Policy is the starting point for an organisation’s social media risk management. The purpose of the policy is to provide detailed information about how a company is approaching social media use.

The purpose of a Social Media Policy is two-fold: it educates employees on using social media in their workplace environment, and it protects the organisation from uninformed and often unintended misuse of social media to the detriment of your business.

Disciplinary Policy and Procedure

A Disciplinary Policy and Procedure sets out the policies and procedures that your business follows in relation to employee performance management. It explains how your business manages performance, how it manages unsatisfactory performance, and how you take disciplinary action that may ultimately lead to the dismissal of the employee.

Read More

Related Documents

Working with Advisors

No matter how experienced you and your employees are, you cannot expect to have all the skills and knowledge your business needs, particularly as requirements change as your business grows. Growing businesses continually face new problems and opportunities. Advisors can be a good solution to get the advice your business needs. It is important to manage your relationships with them.

Non-executive directors are appointed using a Non-executive Director’s Letter of Appointment (LOA). Non-executive directors do not run the business day to day. They normally work only part time but provide expertise that deepens the experience of your business and can make you more attractive to investors.

It’s often mutually beneficial to compensate an advisor with shares in your company, and this can be agreed with a Founder Advisor Standard Template (FAST). This rewards the advisor with a small amount of equity if they reach certain targets. You could also reward a consultant through a Share Vesting Agreement.

Read More

Read More

Selling Goods & Services

A legal agreement for the sale of goods helps to make your customers aware of their rights and obligations from the moment you start doing business with them. If you are selling goods, you will need a Sale of Goods Agreement. It typically covers a description of what is to be bought, the price, delivery or collection conditions, returns, and how the agreement comes to an end.

Use a Supply of Services Agreement when one business provides services to another. This agreement describes the scope of services provided as well as the service levels, timescales, the fees to be paid, and how to change or terminate the agreement.

Read More

Read More

Rewarding Staff

A company can attract employees and incentivise existing employees in numerous ways. Giving employees equity in the company is a popular way for startups and fast-growing companies to reward their key employees for their performance.

A Share Vesting Agreement grants shares to the employee, but these shares are subject to a repurchase option so if the employee leaves the company or is dismissed then the company can buy back the shares for the nominal value of the shares. The shares are released from the repurchase option over a period of time, and this document governs how and when the shares are fully released to the employee and what happens to the shares if the employee leaves the company.

An Option to Purchase Shares is an offer from a company to an employee that they may purchase a pre-determined number of shares in that company at a pre-determined price. It operates as a type of security that gives the holder the option, but not the obligation, to buy the shares at this particular price. If the value of the shares has increased in the meantime (which is usual in a growing company) then the employee can make a substantial gain if they exercise the option.

Read More

Related Documents

Register your Trade Mark

Protecting your intellectual property is a vital step in protecting your business. When managed properly, a trade mark has the potential to become one of the most valuable assets of your business. Dragon Law has helped hundreds of businesses register their trade marks. We ask you a few questions and guide you through the process. We do the paperwork and manage the application for you. It’s fast and easy! Contact us to register your trade mark today.

Read More

Related Documents

Like what you just read?


Subscribe to our newsletter and be the first to hear of the latest Dragon happenings, tips and insights!