Legal Precedents

1 Criminal record disclosure and DBS checks Your role, whether as an employee or a prospective hire, is entirely exempt under the Rehabilitation of Offenders Act 1974......

1 Introduction 1.1 This policy is intended to sit alongside the Company’s [ data protection policy (employment) ]. 1.2 It explains the Company’s approach to making enquiries about a prospective (or existing) employee’s criminal history, and to undertaking Disclosure and Barring Service ( DBS) checks. 1.3 This policy confirms our commitment to comply with the DBS Code of Practice and our data protection obligations, to treat prospective employees fairly, and to avoid unfair discrimination against any person who is the subject of a criminal record check on the basis of a conviction or other information disclosed. Its purpose is to describe how we meet our data protection obligations in relation to criminal records information and to protect such information, and to ensure that staff understand and follow the rules that govern the collection, use and deletion of criminal records...

Cause To what extent does it worsen the issue?...

Introduction This document explains the parts of our working practices we have reviewed, the principal fire safety matters, and the hazards and risks we have identified and evaluated in relation to fire safety. A fuller appraisal of these hazards and risks is provided in the Appendix. The arrangements and measures we use to control and manage those risks, and the priority issues to address, are set out in our [ Fire safety arrangements record and evacuation plan ] 1. General Statement of Policy We are firmly committed to fire safety and aim to meet all statutory and regulatory duties. Protecting everyone who may be on our premises is central to how we manage our organisation and run our business. Accordingly, we recognise our responsibility to employees and other staff, [ clients OR customers ] , suppliers and other stakeholders. We are committed to: [...

Role summary This position ensures daily adherence to fire safety legislation, regulations and recognised good practice across the organisation Key responsibilities: Guiding and supporting colleagues on fire safety awareness Shaping evacuation procedures and assembly points, and running regular drills to validate them Staying current with applicable fire safety law by attending periodic training Coordinating with the emergency services, and in an incident directing evacuations and relaying issues Keeping required fire notices in place and checking escape routes remain clear and usable Managing testing of alarms, emergency lighting, fire doors, emergency exits and fire safety equipment Key deliverables: Acting as [ the OR a ] appointed individual for organisational fire safety Contributing to the fire risk assessment and fire safety action plan as needed Producing management updates and bulletins Helping record and maintain fire safety...

Issue Date Action/lessons learned Signature 1 [ Date ] [ Insert, e.g. We have developed a record of fire safety arrangements and an evacuation procedure ensuring effective management of fire safety risks within the workplace......

1 Introduction This record of our fire safety arrangements and evacuation plan sets out how we control and manage the hazards identified in our fire risk assessment. It further outlines the actions, plans and procedures to follow should a fire occur, including our arrangements for the safe evacuation or escape from our workspace(s)... 2 Responsibility 2.1 The person[s] with overarching responsibility for fire safety, and the responsible person(s) in accordance with our duties under the Regulatory Reform ( Fire Safety) Order 2005 (as amended by section 156 of the Building Safety Act 2022) [ is OR are ]: Name: [ Insert name ] Role/job title: [ Insert role/job title ] Contact details (including UK-based address): [ Insert details or details of where this information can be found ] Name: [...

Flexible working request [ Insert name of employee ][ Insert address of employee ][ Insert date ] Dear [ insert employee’s name ] I am contacting you regarding your flexible working request dated [ insert date which appeared on employee’s request ], which we received on [ insert date employer received the request ]. After receiving your request, [ [ OPTIONS 1 (full agreement to original request after proper consideration), 2, OR 3: ] [ a [ consultation ] meeting took place OR meetings [ , including a consultation meeting, ] took place ] with you on [ insert date(s) of meeting(s) held to consider the request ], during which your request was discussed OR [ OPTION 4 (full agreement to original request without need for any discussion): ] I agreed to your request without the need for any further discussion or enquiry OR [ OPTION 5: ] it was...

[ Insert name and job title of intended recipient ] [ Insert name of employer company ] [ Insert address of recipient at employer ] [ Insert date ] Dear [ insert name ] Flexible working request I am submitting a request for flexible working under my statutory entitlement, in accordance with section 80F of the Employment Rights Act 1996. If approved, this will represent a variation to my terms and conditions of employment. I qualify to make this application because: I am employed by [ insert name of employer company ]; [ I am an agency worker making this request following my recent return from a period of parental leave. ......

[ Insert name of employee ] [ Insert address of employee ] [ Insert date ] Dear [ Insert name of employee ] I am contacting you regarding your flexible working request dated [ insert date which appeared on employee’s request ], which reached us on [ insert date employer received the request ]. In line with the law, we must advise you of the outcome of your request within two months from the date we received it (i.e. this period is known as ‘the decision period’)......

[ Insert name of employee ] [ Insert address of employee ] [ Insert date ] Dear [ insert employee’s name ] I am getting in touch regarding your flexible working application dated [ insert date which appeared on employee’s request ]. [ We sent you a letter dated [ insert date of decision letter ] that explained our decision on your application. You chose to appeal that decision......

[ Insert name of employee ] [ Insert address of employee ] [ Insert date ] Dear [ insert employee’s name ] I am contacting you about your appeal dated [ insert date of notice of appeal ] against the outcome of your flexible working request. After we received your notice of appeal on [ insert date employer received the notice of appeal ], one of the following applied: A meeting, or a series of meetings, was held with you on [ insert date(s) of meeting(s) held to consider the appeal ] to discuss your appeal; or I agreed to your original flexible working request without needing any further discussion or investigation; or It was immediately apparent, without any further discussion or investigation, that we would not proceed to consider your appeal because you were not legally entitled to make the flexible working...

1 Introduction 1.1 This document explains our approach to managing requests from employees to vary their terms and conditions of employment in relation to: 1.1.1 the number of hours the employee must work (for instance, asking to work fewer hours each week); and/or 1.1.2 the pattern of working time (for example, beginning earlier or later in the day); and/or 1.1.3 the place of work (any Company workplace and/or the employee’s home) where the employee is required to work (for example, an office-based employee seeking one homeworking day per week). 1.2 [ If you wish to apply to opt in to hybrid working, meaning staff spend part of their working time in the workplace and part working remotely from home (or elsewhere), please see our Hybrid working policy, which explains the process to follow in those...

[ Enter name of employee ] [ Enter address of employee ] [ Enter date ] Dear [ enter employee’s name ] I am contacting you about your request for flexible working dated [ enter date as shown on employee’s request ] (hereafter referred to simply as ‘your flexible working request’)......

[ Employee’s full name ] [ Employee’s address ] [ Date ] Dear [ employee’s name ] Thank you for your appeal notice dated [ date of notice of appeal ], which we received on [ date the employer received the request ], concerning your flexible working request dated [ date shown on the employee’s request ]. I would like to arrange a meeting with you to discuss your appeal at the earliest available and convenient opportunity possible for you......

[ Insert name of employee ] [ Insert address of employee ] [ Insert date ] Dear [ insert employee’s name ] Thank you for your flexible working request dated [ insert date which appeared on employee’s request ], which reached us [ in the post on OR when you hand-delivered it to [ insert name of recipient ] on OR by email dated ] [ insert date employer received the request ]. I would like to meet with you to briefly discuss your request at the earliest opportunity......

[ Insert name and job title of intended recipient ] [ Insert name of employer company ] [ Insert address of recipient at employer ] [ Insert date ] Dear [ insert name ] I am writing in connection with my flexible working application dated [ insert date which appeared on employee’s request ] and the decision issued by [ insert name of employer company ] on [ insert date ], which I received on [ insert date ]. I wish to appeal [ insert name of employer company ]’s decision [ to refuse my flexible working request in its entirety OR to decline the changes I sought to my terms and conditions of employment and instead propose to [ describe nature of alternative offer that employer made in response to original request ] ]. The basis for my appeal is [ insert grounds on which appeal is being made...

This Deed of dissolution is entered into on [ insert date ] Parties Each individual whose name and address appear in Schedule 1 (each a Partner and, collectively, the Partners named therein). Background: The Partners have conducted and managed the Business in partnership in accordance with the terms of the Partnership Agreement. The Partners intend to dissolve and wind up the Partnership [ as contemplated by clause [ insert clause number ] of the Partnership Agreement ] on the basis set out in this deed. AGREED TERMS: 1 Definitions and interpretation 1.1 Except where expressly stated otherwise in this deed, the definitions and rules of interpretation in the Partnership Agreement shall govern......

End of month [ insert month ] Chargeable hours logged: 85 actual versus 100 budget; YTD 540 actual versus 600 budget. Work in progress (£’000s): 55 actual against 45 budget; YTD 55 actual against 45 budget. Fees invoiced (£’000s): 10 actual compared to 15 budget; YTD 75 actual compared to 90 budget. Realisation rate: 88% actual versus 85% budget; YTD 81% actual versus 85% budget. Debtors (£’000s): 20 actual against 30 budget; YTD 20 actual against 30 budget. Cash collected (£’000s): 82 actual compared with 90 budget; YTD 82 actual compared with 90 budget. Figures set out the month’s position alongside the budget, with year-to-date performance shown in parallel......

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