This document creates a list of accidents and incidents over a period of time in an organisations. It creates a log of the date of the incident and the details of the employee who had the accident. It also outlines the information of the first aider and action that was taken following the incident. Over time, this creates a comprehensive log of all accidents that happened at workplace.

This document is used to record any work-related accidents or incidents. This form allows to record any known facts about an incident. This includes the details of the person involved in the incident and the details of the person who reported it. It further includes the details of the incident and how it was managed. This document can be used in all kinds of accidents and incidents that happen at work.

This document is used when you want to share a portion of your office with another company. This agreement outlines the terms and conditions of the relationship. It mentions the rights and the responsibilities of the tenant. Further, it outlines the payment schedule and ways to terminate the contract.

This document is usually used to draw a company’s constitution. It defines the responsibilities of directors and outlines the nature of business that the company would undertake. It also defines the measures that shareholders can take to exert control over directors.

The ‘Assignment of IT Licenses’ document can be used to set out the terms and conditions of assignment of IT licenses from one party to another. Under this agreement a seller agrees to transfer the ownership and entitlement of IT licenses to a buyer for a price specified in the agreement. It also outlines the rights and responsibilities of the buyer and the seller during and after the execution of the contract.

This document is used to create an employment contract with a new staff member. This contract is generally used for staff members who would be employed on an employee basis. Providing an employment contract is a legal necessity. This template provides you with a step by step guide to create a contract that specifies the rights and obligations of the employees and the employer. Finally, it also outlines important aspects of employment such as pay, benefits, holiday, sickness and termination.

This document is used to create an employment contract with detailed restrictive covenants such as non-solicitation and non-competition. These types of contracts cover a variety of clauses that govern the relationship between the employee and the employer. It is usually used for junior roles where the employer wants to add enhanced restrictions. The restrictions are included within the main contract and limit the ability of an employee to potentially compete with your business.

This is a document that can be used to draft minutes of meetings where a board decides to change the name of the company. This is a simple yet structured format which outlines the new name of the company and the relevant article number of the articles of association of the company.

This document can be used when setting up a new business. This structured document is a formal statement of business goals, reasons they are attainable and plans that you have to achieve them. It covers a number of aspects of an organisation including organisation structure, business practices, marketing plans, finances and operations.

This document is used to create an agreement between two parties when they want to keep information passed between them confidential. This is a structured agreement which goes into the details of what constitutes confidential information and how it will be treated by both parties. It then explains the rights and the obligations of both parties and how they should protect the confidential information. Finally, it outlines the general steps that must be taken by both parties to keep the information confidential.

This document is used to create an agreement between your company and a consultant. It outlines the specific details of the work that you want the consultant to do. It clearly outlines that the consultant is an independent contractor. The agreement also outlines the fees for the consultancy and the frequency with it will be paid. In addition to that, it outlines the clauses that allow for the termination of the contract by both parties.

This is a document that a Director can use to resign from his office. This document produces a structured and professional letter which can be used to resign from a company.

This document can be used to set out the terms and conditions when a domain name of a website is bought or sold by you or your company. This agreement outlines the nature of the transfer and the price payable. This structured document outlines the rights and obligations of the buyer and the seller.

This document is used to create a companywide policy that complies with the requirement imposed by law. This policy sets out the restriction on the use of controlled and prescription drugs and alcohol at work. This policy explains the restrictions in place and how they are enforced. It also explains the rights and obligations of employers and employee as a part of this document. Finally it explains how the employees would be treated consistently and fairly in line with this policy

This document is used to create a companywide policy that highlights your company’s commitment to equal opportunities, non-discriminatory procedures and practices. This policy covers all forms of discrimination including age, gender, race, religion, sexual orientation, disability or pay rate. Finally it outlines the principles that will ensure that all decision making before and during an employment is non-discriminatory.

This document creates a list of all the fire drills conducted at workplace. This standard document can be branded with company logo and used every time a fire drill is conducted. The template has section to record date and time of the start and end of the drill. It also has a section to report whether the drill was a practice drill or an actual drill. Finally, it features a section to identify any areas of improvement and future action plan.

This document helps you create a customized policy that employees must follow in the event of a fire. This outlines a number of steps that the employee must follow to keep themselves and people around them safe. It clearly outlines the process of reporting fire. Finally it explains the steps that the organisation has put place in the event of a fire.

This document is to create an agreed set of principles which precede the intended written contract that the parties intend to sign. This is generally used during the process of negotiation of contracts and is not an exhaustive list. It is not a legally binding contract. Furthermore it has provisions to include legally binding obligations such as non-disclosure. The legally binding clauses are clearly outlined.

The document is used to formally confirm the issues discussed along with any improvement(s) required following an informal discussion. The document advises the employee that should the improvements not be met within the timescales provided they may lead to formal disciplinary proceedings.

This document is to to create a contract between two or more parties for the purchase and sale of intellectual property rights. It outlines the rights and obligations of each party in relation to intellectual property that may be created during the time they work together. It also outlines the general responsibilities of all parties in the agreement.

This document is to record the outcome of an investigation following an accident at workplace. This is a structured report and acts as a document that can us used to deal with all forms of accidents at work place. It clearly records and reports the nature of the accident and the work that was being carried out when the accident happened. Finally, it reports the steps that were taken following the accident.

This meeting document is used to invite an employee to attend an investigatory meeting following a grievance raised by another employee. It advises the employee that you have been made aware they may have information to assist with your investigation. Finally it advises the employee that the investigation is strictly private and confidential and must not be discussed with anyone other than the investigator.

This document is used to notify an employee that you wish for them to attend a further investigatory meeting as a witness. The letter advises the individual that you wish to continue your investigation against another employee. The document also advises the employee that the investigation must be kept private and confidential.

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in dismissal and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in potentially being demoted and the right to be accompanied by a work colleague or trade union representative.

This document is used to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor attendance and punctuality. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The template also contains the relevant clauses to advise the employee of the potential outcome resulting in dismissal and the right to be accompanied by a work colleague or trade union representative.

This document is used to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in potentially being demoted and the right to be accompanied by a work colleague or trade union representative.

This document is used to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor performance. The document is to be used following the second disciplinary hearing whereby a final written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome resulting in dismissal and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a formal disciplinary meeting based on misconduct. The document is to be used after an informal discussion has taken place and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a written warning and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a formal disciplinary meeting based on their poor performance. The document is to be used after an informal discussion has taken place and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a written warning and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a formal disciplinary meeting based on their poor attendance and punctuality. The document is to be used after an informal discussion has taken place and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a written warning and the right to be accompanied by a work colleague or trade union representative.

This is for a formal grievance appeal hearing following their submission of an appeal against the outcome of a grievance raised. This document allows you to suggest a date, time and location that the meeting will take place. It advises the employee that they will have the opportunity to fully explain their reasons for appealing against a grievance outcome and that it may be suspended pending further investigations if required. Finally it advises the employee of their legal right to be accompanied to the hearing should they wish to be accompanied by a work colleague or trade union representative.

This is to invite an employee to a formal grievance hearing following their submission of a grievance. The document allows you to suggest a date, time and location that the meeting will take place. It advises the employee that they will have the opportunity to fully explain their grievance and that it may be suspended pending further investigations if required. Finally it advises the employee of their legal right to be accompanied to the hearing should they wish to be accompanied by a work colleague or trade union representative.

This document is to notify an employee to attend an investigatory meeting following a grievance hearing. It advises the employee that an investigation is now underway. The document allows you to suggest a date, time and location that the meeting will take place. Finally it advises the employee that they will be invited into a reconvened grievance hearing once the investigation has concluded to provide an outcome.

This document is used to invite an employee into a formal probation review meeting to review their conduct and performance to date. The letter informs them that should their performance/conduct be satisfactory they will be assessed as completing their probationary period. It also advises that should it not be satisfactory it could lead to their probationary period being extended or their dismissal. Finally it also contains the relevant clause to advise the employee of their right to be accompanied by a work colleague or trade union representative.

This document is to invite an employee to a reconvened grievance hearing to provide the employee the outcome following an investigation. The document allows you to suggest a date, time and location that the meeting will take place. Finally it advises the employee of their legal right to be accompanied to the hearing should they wish to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent misconduct. The document is to be used following the first disciplinary hearing whereby a written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a final written warning and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor performance. The document is to be used following the first disciplinary hearing whereby a written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a final written warning and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee of your decision to invite them to a further formal disciplinary meeting based on persistent poor attendance and punctuality. The document is to be used following the first disciplinary hearing whereby a written warning was issued and no improvement has been made by the employee. The structure allows you to set out the reasons behind the disciplinary and provide a date, time and location for the hearing to take place. The document also contains the relevant clauses to advise the employee of the potential outcome being a final written warning and the right to be accompanied by a work colleague or trade union representative.

This document is to notify an employee that you wish for them to attend a further investigatory meeting regarding an allegation of gross misconduct against them. The document is used following the first investigatory meeting to follow up or continue with the investigation. It also advises the employee that an investigatory meeting does not constitute disciplinary action at this stage. Finally it advises the employee that should the investigation conclude there is a case to answer they will be invited into a disciplinary hearing at a later date.

This document is to create an invoice for the sale of goods or services. It provides an itemised list of all products sold and the price of individual items along with quantity purchased. Finally it provides information about the payment methods and date the payment is due.

This document is used when you want a prospective employee to fill a form in order to apply for a job at your company. This is a detailed form which covers a number of areas ranging from their personal details, education, previous employment and relevant skills that are necessary for the job they are applying for. Finally it covers areas such as disabilities that may require special arrangements to be made and references.

This document is to assign the rights and obligations of a contract to another party. This letter is used when all or part of an existing contract is transferred by from on party to another. This letter contract the details of the contract assigned and the date when this assignment starts. Finally it outlines the indemnity clause and the ways to solve any disputes.

This is used to end a contract between two parties. This letter is used when either party in a contact exercises a relevant clause in an agreement to terminate it. The letter outlines the start date of the agreement and name of the party that wishes to terminate it. Finally, it outlines the further actions that are required as a part of the ending of the agreement.

This document is to notify an employee that their suspension has been lifted. The letter advises the employee that during the investigation it was found that the allegation is unlikely to constitute Gross Misconduct. It also informs the employee that they may be invited to an investigatory meeting until the investigation has concluded but can return work. Finally it allows you to add in a return date, time and location if required.

This document is used when you want to share some confidential information with a third property. It explains that the information being disclosed is confidential in nature and is commercially sensitive. It allows you impose restrictions on the party that is receiving the information outlines what their rights and responsibilities are. It explains how the confidential information is used.

The is used when you want to enter into a contract with someone in the future. This letter outlines your intention to get into a contract however this does not create a contractual relationship until a future contract has been signed. The letter explains the basis of the proposed agreement and the timescales by which the parties agree to complete negotiations. In addition to that, it gives a summary of the pre-conditions to an agreement. Finally, it outlines the rights and responsibilities of both parties.

This document is used to create an employment contract with a new staff member. This contract is specifically used for staff members who would be employed as managers and will hold more responsibilities compared to other employees. Providing an employment contract is a legal necessity. This document provides you with a step by step guide to create a contract that specifies the rights and obligations of the employees and the employer. Finally, it also outlines important aspects of employment such as pay, benefits, holiday, sickness and termination.

This used to create a policy that sets out the statutory rights and responsibilities of employees who are pregnant or have recently given birth. This policy include a number of aspects including Statutory Maternity Pay, time off for ante natal care and any risk assessment that need to be carried out. It also covers holidays, work and contact during the maternity leave.

This document is to create an agreement between two parties when they want to keep information passed between them confidential. This is a structured agreement which goes into the details of what constitutes confidential information and how it will be treated by both parties. It outlines the fact that all intellectual property and any other information shared would continue to remain confidential. It then explains the rights and the obligations of both parties and how they should protect the confidential information. Finally, it outlines the general steps that must be taken by both parties to keep the information confidential.