Downloadable and customisable documents relating to general staff benefits.
Company cars contract clause
This contract clause for the use of a company car covers: liability of both employer and employee, expenses incurred during work hours and personal use, and use of the car outside of work.
Company pool cars contract clause
This contract clause outlines that employees are able to use Company vehicles provided they comply with certain requirements. It also outlines the consequences for abusing this privilege, such as causing damage to the vehicle.
Contract clause on company cars for sales people
Contract clause on payments for acting up or deputising
This contract clause explains that on occasion an employee will be required to act as deputy or in another role to meet the needs of the business and covers the details of rate of payment for such deputising or acting up, as well as stating that training and notice will be given if the need arises.
Expenses contract clause
Mobile phones contract clause
Standby or call out allowance contract clause
This contract clause sets out how the company's standby rota will be organised and outlines employees' entitlement to a standby allowance and rates of payment for call outs.
Agreement for repayment of a season ticket/welfare/financial hardship loan
This template sets out an agreement with an employee, who has requested a loan for a season ticket, welfare or financial hardship, including the terms and conditions of the loan and how this will be paid back to the organisation.
Application for an annual season ticket loan
This form can be used by an employee to request an annual season ticket loan. The form includes sections for HR and the Payroll/Finance department to complete to process the annual season ticket loan.
Employee form to apply for a season ticket/welfare/financial hardship loan
This form can be used by an employee to apply for a loan for a season ticket, welfare or financial hardship. The form details the amount the employee wants to borrow and the reasons for applying for the loan. The form also includes options for the employee to choose how to repay the loan.
Business travel policy
This policy is aimed at staff travelling on official company business paid for by the company and covers approval, suppliers, air, rail and car travel, and travel expenses.
Company cars policy
This policy covers details of licenses required, sharing details of previous driving offences, personal use of company cars, fuel and damage liability, car allowances, maintenance, accidents and any criminal offences committed in the car, and information on vehicle tracking. It includes organisational driving guidelines covering the use of hand held and hands free mobile phones.
Employee of the month policy
This policy covers identifying employee of the month, announcing employee of the month and nature of the award.
This policy covers details relating to the authorisation and reimbursement of business expenses, including the responsibilities of both employees and managers, the types of expenses that the company will reimburse and the expenses claim procedure.
Fuel card policy
This policy covers details relating to the administration of a fuel card system for employees whose work involves frequent travel, including types of fuel card, dealing with lost or stolen cards and monitoring fuel use.
Long-service awards policy
This policy covers long-service awards, what they are and who is eligible for them, and the basic procedure to follow.
Policy on discounted goods available for staff
Recruitment referral bonus scheme policy
This recruitment referral policy includes information on exemptions, the process for referral, the referral bonus, misleading referrals, disputes over referrals and the removal of the recruitment referral bonus.
Season ticket/welfare/financial hardship loans policy
This policy covers interest-free loans that the Organisation may make to employees for season tickets, welfare or financial hardship, and the procedure to follow.
Suggestion scheme policy
This suggestion scheme policy includes information on the submission and processing of a suggestion, the role of the suggestion scheme committee and their process for considering suggestions, and the reward that will be made for a successful suggestion.
Contract clause on car allowance
This clause explains the qualifying criteria of an employee who is to receive a car allowance, and requirements upon the employee, for example, presenting evidence of appropriate insurance.
Letter to send to employees about childcare voucher scheme closure
This letter can be used to explain to employees how the closure of the childcare voucher scheme on 4 October 2018 will affect their continued participation in the organisation's childcare voucher scheme. The template also informs employees of where they can receive further information regarding Tax-Free Childcare.
Letter to send to employees to introduce a new Employee Assistance Programme
Employee Assistance Programmes (EAPs) are health and wellbeing benefits that can provide employees with support when they are suffering from mental ill health. This letter can be used to communicate the introduction of a new EAP to your employees and confirm the specific service provided, when the EAP can be accessed and how to access this. The letter also confirms that the service is confidential and encourages employees to make use of the EAP.
Contract clause on private medical insurance
This clause explains the qualifying criteria to be eligible to receive private medical insurance and the provisions of the scheme that will apply to an employee's participation.
Divorce and separation policy
This policy can be used to outline the organisational stance and the support available to employees going through divorce or separation.
This specific policy cannot be applied to other life events. As such, it might be appropriate to also implement the life events policy at the same time, if desired.
Life events policy
This policy can be used to outline the organisational stance on employee life events, and the support available to them.
This general policy can be applied to a number of life events, including divorce and separation. As such, it is not necessary to implement both this and the separation and divorce policy into the same organisation.