Public Administration

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Public Administration

Advisor Agreement (Payment Via Share Options)

Use this agreement when bringing an advisor on board to formalize variables such as job role and responsibilities, duration of contract and compensation. The agreement also sets forth certain key terms such as confidentiality and intellectual property.

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Consultancy Agreement - Company appointing an individual consultant (not using a personal service company)

This template is to be used the next time your company needs to set out terms with an individual (i.e. not to be used for agreements involving a personal service company as defined within IR35). It sets out the terms on which a contractor provides services to a client company, and is perfect for freelance software developers, marketing consultants, designers, PR/HR/recruitment consultants.

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Senior Employment Agreement (Genie)

This is a senior employment agreement template that we at Genie AI have used to hire 20+ employees. The agreement is structured so that all the key commercial terms that would change per employee are kept at the bottom in a table in the schedule, to make it easy to use on an ongoing basis. Since this is a senior employment contract, it contains a significant amount of provisions for restrictive covenants, such as non-solicitation (enticing away of customers, business or employees after the employee has left) and non-compete clauses. There is also provision to make reference to an incentive scheme such as an EMI option scheme, however it is recommended to keep this in a separate agreement, in order to avoid a binding promise and avoid variations to the incentive scheme resulting in variations to the terms of employment. Apart from that this is a fairly simple agreement that is easy to use and repeat for many employees.


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Website Privacy Policy

Generate a privacy policy for your website within a few moments with this easy to use template. This privacy policy covers the type of information collected by your website and app, and the purpose for collecting that data.

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Intellectual Property Assignment (for founders to assign IP to company)

This IP Agreement is designed for an individual to assign IP to a company e.g. a founder is starting a company and needs to vest the IP into that company

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Intern Agreement Letter

This Intern Agreement Letter is a binding legal contract, written as a simple letter to be more readable and amenable to an intern. The intern is treated as a contractor, not a full time employee. The letter contains the main provisions to hire an intern, such as salary and payment, holidays, who the manager will be and the work the intern will undertake.

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Saas (Software) Subscription Agreement (Pro-Supplier)

This is a pro-supplier software as a service (SaaS) subscription agreement for the secure delivery of services to the user's terminal on a pay-per-use basis over a network (typically the internet) from processors hosted remotely by the SaaS provider, as distinct from the more traditional "software as a licence" which is normally installed on the customers' servers.

What to watch out for

  • The agreement should be clear about what services are being provided and how they will be delivered.
  • The agreement should specify how the software will be accessed and used by the customer.
  • The agreement should set out the terms of payment, including any monthly or annual fees.
  • The agreement should include provisions for the protection of the software provider's intellectual property rights.
  • The agreement should contain provisions for the security of the software and the customer's data.
  • The agreement should specify the customer's obligations in relation to the use of the software.
  • The agreement should contain provisions for the termination of the agreement and the consequences of such termination.
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    One Way NDA UK

    This one way non disclosure agreement template is to be used in the UK for general commercial purposes. It was drafted from a neutral and fair perspective between the interests of the discloser and the recipient. It is also known as a One-way NDA or a One-wayconfidentiality agreement

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    Commercial Lease (for Mutuals & Cooperatives)

    This template has been prepared to provide general guidance and information to organisations considering or undertaking mutualisation. Use this agreement to protect both landlord (Local Authority) and tenant (mutual organisation or cooperatives). Examples of provisions covered are: Obligations on the tenant to keep the property in repair, obligations on the landlord to provide certain building services for the Property (e.g. to repair the structure of the building), rights for the landlord to end the tenancy in the case of the tenant's breach, rights for the tenant to use the property for the provision of services.

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    Career Break Policy (Inc. Basis Of Acceptance)

    A policy on the availability of and basis on which an employer accepts requests for career breaks.

    What to watch out for

  • The employer's stance on career breaks
  • The conditions under which an employer is willing to accept a career break
  • The basis on which an employer decides to accept or deny a career break request
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    Life Assurance Clause (For An Employment Contract)

    A life assurance clause is a provision in an employment contract that guarantees life insurance for an employee.

    What to watch out for

  • The life assurance clause should be tailored to the specific needs of the employee.
  • The clause should be clear and concise, and should not contain any ambiguity.
  • The clause should be drafted in such a way as to ensure that the employee's life insurance coverage is not adversely affected by any future changes to the employment contract.
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    Pension Clauses For Employment Contracts

    The following are a number of alternative pension clauses that can be inserted into an employment contract, depending on the type of pension benefit being offered: - Standard documents- Employment contract for a junior employee- Employment contract for a senior employee

    What to watch out for

  • Pensions clauses can vary depending on the type of pension benefit being offered
  • Be sure to read and understand the pension clause in an employment contract before signing
  • Pensions clauses can be complex, so it is advisable to seek legal advice if there is any uncertainty
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    Employment Tribunal Procedure Advice (To An Employee)

    This document provides advice to an employee who is unfamiliar with tribunal procedure about how to conduct a claim in the employment tribunal, the different stages of a tribunal claim, what happens during a hearing, and what steps can be taken after receiving a tribunal decision.

    What to watch out for

  • The stages of a tribunal claim
  • The hearing
  • What steps can be taken on receipt of a tribunal decision
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    Board Meeting Minutes For Third Party Security Provider To Approve Third Party Security Document

    The board of directors for a company approved the grant of security to secure the obligations of another group company under either a syndicated or bilateral facility agreement. This approval is documented in the board minutes.

    What to watch out for

  • The board should ensure that the security provider is reputable and has the necessary experience and qualifications.
  • The board should review the security document to ensure that it is in the best interests of the company and adequately protects the company's interests.
  • The board should ensure that the grant of security does not violate any laws or regulations.
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    Standard Letter By An Employee Objecting To A TUPE Transfer

    A letter from an employee objecting to a TUPE transfer. This is a standard letter that can be used by an employee who wishes to object to their employment being transferred under the Transfer of Undertakings (Protection of Employment) Regulations 2006.

    What to watch out for

  • that their employment is being transferred under the TUPE regulations
  • that they object to the transfer
  • the reasons for their objection
  • what they would like to happen as a result of their objection
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    Appointment Letter For Environmental Consultant (Adaptable)

    This is a legal document appointing an environmental consultant. It can be adapted for different purposes, like a Phase 1 report, or a more complex Phase 2 report or remediation project connected to a development. It has optional wording for suspending the consultant's services instead of terminating the agreement, and optional obligations the environmental consultant may have.

    What to watch out for

  • The form of appointment for an environmental consultant
  • The intended use of the form
  • The adaptability of the form
  • The optional wording for suspension of services
  • The optional obligations on the environmental consultant
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    Board Meeting Minutes For Section 177 And 182 Directors Declarations of Interest

    This is a legal document that records the declarations of interest by directors in a proposed or existing transaction or arrangement with the company, under sections 177 and 182 of the Companies Act 2006, respectively.

    What to watch out for

  • The minutes should record the declaration by directors of an interest in a proposed transaction or arrangement with the company under section 177 of the Companies Act 2006
  • The minutes should also record the declaration of an interest in an existing transaction or arrangement under section 182 of that Act.
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    Letter To Employee For A Formal Verbal Warning For Misconduct

    This is a letter confirming an employee's formal verbal warning for misconduct. It should not be used where the intention is to give an informal warning.

    What to watch out for

  • The letter should not be used where the intention is to give an informal warning.
  • The letter should be used as part of a disciplinary procedure, confirming an employee's formal verbal warning for misconduct.
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    Standard Trust Deed And Rules For Pension Scheme (Private Sector)

    A standard-form trust deed and rules for a private-sector occupational pension scheme providing benefits on a final-salary, career-average, and money purchase basis.

    What to watch out for

  • The standard
  • form trust deed and rules for a private
  • sector occupational pension scheme providing benefits on a final
  • salary, career
  • average and money purchase basis.
  • The scheme's trustees and the employer(s) who are party to the scheme.
  • The scheme's beneficiaries (i.e. the members and their dependants).
  • The scheme's assets and how they are held/invested.
  • The scheme's liabilities, including any unfunded benefits.
  • The scheme's funding arrangements, including any deficit.
  • The scheme's governing law and jurisdiction.
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    Rule 30 Standard Employment Tribunal Application For An Order (General)

    This is an application for an order from the employment tribunal, in accordance with rule 30 of the Employment Tribunals Rules of Procedure 2013.

    What to watch out for

  • The document should include the name of the tribunal, as well as the names of the parties involved in the case.
  • The document should state the specific order that is being sought from the tribunal.
  • The document should comply with the Employment Tribunals Rules of Procedure 2013.
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    Boilerplate For Public Sector Contracts With Listed Bodies (Public Bodies Act 2011)

    A boilerplate clause for use in public sector contracts by an organisation that is proposing to enter into a new contract with a listed body that is susceptible to abolition or modification by ministers under the Public Bodies Act 2011.

    What to watch out for

  • The listed body that the contract is with may be abolished or modified by ministers under the Public Bodies Act 2011, so the contract may be void or changed.
  • The contract should state what will happen if the listed body is abolished or modified.
  • The contract should be made with the listed body, not with a minister.
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    Biometric Appointment Letter To Migrant Worker Applying To Enter The UK (Skilled Worker)

    This document is a standard letter from a legal representative to a migrant, when instructed by an employer to assist with their application to enter the UK as a Skilled Worker. This is part of a series of letters.

    What to watch out for

  • When instructed by an employer to assist with their application to enter the UK as a Skilled Worker, this standard document can form the basis of a third letter from a legal representative to a migrant.
  • This is part of a series of letters.
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    Staff Policy To Take Time Off For Adoption Appointments

    This policy sets out arrangements for employees and agency workers to take time off work to attend certain appointments connected to the adoption of a child or children.

    What to watch out for

  • That the policy sets out clear arrangements for employees and agency workers to take time off work to attend certain appointments connected to the adoption of a child or children.
  • That the policy is clear about what types of appointments are covered by the time off entitlement.
  • That the policy sets out how much time off is allowed for each appointment.
  • That the policy is clear about how the time off entitlement can be used, for example, whether it can be taken as paid or unpaid leave, or whether it can be taken in blocks of time or as individual appointments.
  • That the policy sets out any conditions that apply to the taking of time off for adoption appointments, such as giving advance notice to the employer.
  • That the policy sets out what happens if an employee or agency worker is unable to attend an adoption appointment due to unforeseen circumstances.
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    Standard FAQs For Employees About Salary Sacrifice For Enhanced Employer Pension Contributions

    This document provides answers to frequently asked questions about salary sacrifice arrangements made in return for enhanced employer contributions to registered pension schemes.

    What to watch out for

  • The document should be tailored to the specific employee
  • The document should answer frequently asked questions about salary sacrifice arrangements
  • The document should explain how the salary sacrifice arrangement will affect the employee's pension contributions
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    Contract Extension Letter (Public Procurement Regime)

    A letter from a contracting authority to a contractor, either notifying the contractor that an option to extend the term of their contract subject to the public procurement regime is being exercised, or to record an agreement that the term of the contract will be extended.

    What to watch out for

  • The contracting authority should ensure that the letter complies with the requirements of the public procurement regime
  • The letter should be in writing and should be signed by both parties
  • The letter should specify the new end date of the contract and any other relevant details
  • The letter should be dated and should include the original contract reference number
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    Letter To Invite An Employee To Kit Day (From Employer)

    A letter inviting an employee to attend a KIT day, which may be beneficial for them to attend during their maternity, paternity, or adoption leave.

    What to watch out for

  • The employer's intention for the employee to attend the KIT day
  • The purpose of the KIT day
  • The benefits that the employee might gain from attending the KIT day
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    Standard Letter Of Response To Work Past Retirement Age Request

    This is a standard letter that an employer would send to an employee who has requested to work beyond their retirement date, outlining the next steps in the process.

    What to watch out for

  • The employer's response to the employee's request to work beyond their retirement date
  • The procedure that will be adopted by the employer in relation to the employee's request
  • The employer's decision on the employee's request
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    In-depth Parental Leave Policy (Large Organisation/Corporation Friendly)

    This is a long-form parental leave policy intended for larger organizations. It reflects the statutory scheme under which employees can take unpaid parental leave.

    What to watch out for

  • The amount of time off that is allowed
  • The amount of notice that is required
  • Whether the leave is paid or unpaid
  • Whether the leave can be taken in blocks or must be taken all at once
  • Whether there are any restrictions on when the leave can be taken
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    Case Management Order (Employment Tribunal)

    This is an employment tribunal case management order that sets out the different stages of employment tribunal proceedings under the Employment Tribunals Rules of Procedure 2013.

    What to watch out for

  • The document should outline the various stages of employment tribunal proceedings.
  • It should identify the parties involved in the proceedings.
  • It should set out the timetable for the proceedings.
  • It should identify the issues to be considered at each stage of the proceedings.
  • It should identify the evidence to be presented at each stage of the proceedings.
  • It should identify the witnesses to be called at each stage of the proceedings.
  • It should identify the legal representatives for each party.
  • It should identify the venue for each stage of the proceedings.
  • It should identify the costs to be incurred at each stage of the proceedings.
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    Employee Annual Bonus Schedule (From Company's Pre-Tax Profits)

    A bonus schedule that is attached to an employment contract, for example Standard documents, Employment contract for a senior employee or Director's service agreement (long-form), in which an employee has a contractual entitlement to receive an annual bonus calculated by reference to the company's pre-tax profits.

    What to watch out for

  • The bonus schedule should be clear and concise, outlining how the bonus will be calculated and paid out
  • The bonus should be based on pre
  • tax profits, and not post
  • tax profits
  • The bonus should be paid out in a timely manner, preferably within a few months of the end of the fiscal year
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    Application And Appointment Letter To Migrant Worker Applying To Enter The UK (Skilled Worker)

    This document is the application form and appointment booking for a Skilled Worker permission to enter the UK. It can be used as a basis for a second letter from a legal representative to a migrant, when instructed by an employer to assist an overseas national with an application to enter the UK as a Skilled Worker for work.

    What to watch out for

  • When instructed by an employer to assist an overseas national with an application to enter the UK as a Skilled Worker for work, this standard document can form the basis of a second letter from a legal representative to a migrant.
  • The document provides information on the application process and what is required for a successful application.
  • It is important to note the requirements for a successful application, as well as the deadlines for submission.
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    No Basis For Public Procurement Complaint (Confirmation Letter Of Review)

    A letter informing a tenderer that has complained about a public procurement process that a review has revealed no complaint with any substance and that, therefore, the authority will proceed to enter into the contract as intended.

    What to watch out for

  • The letter should confirm that a review of the public procurement process has been carried out.
  • The letter should state that there is no foundation to the complaint.
  • The letter should inform the tenderer that the authority will proceed to enter into the contract as intended.
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    Section 414 Standard Board Meeting Minutes To Approve Private Company Accounts For The Year

    This is a legal document called "Board Minutes" which approves the annual accounts for a private company. This document is to be used in accordance with section 414 of the Companies Act 2006.

    What to watch out for

  • Make sure that the board minutes accurately reflect the discussion and decisions made by the board regarding the annual accounts.
  • Ensure that all required information is included in the board minutes, such as a summary of the financial statements and any other reports that were reviewed.
  • Make sure that the board minutes are properly signed and dated by the board members.
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    Rule 32 Employment Tribunal Application For A Witness Order

    This document is an application for a witness order in the employment tribunal, filed in accordance with rule 32 of the Employment Tribunals Rules of Procedure 2013.

    What to watch out for

  • The purpose of the document
  • Who can apply for a witness order
  • What information is needed to make an application
  • The deadline for making an application
  • The consequences of failing to comply with a witness order
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    Legal Letter To Migrant Entering UK On Intra-Company Transfer Visa

    This standard document can be used by a legal representative, when instructed by an employer, to help an overseas national apply for a UK Intra-Company Transfer visa. The document includes an application form and instructions for booking an appointment.

    What to watch out for

  • The document should include the name of the company the migrant is transferring to, as well as the company's address and contact information.
  • The document should also include the migrant's job title and a brief description of their duties.
  • The document should state the length of time the migrant is allowed to stay in the UK.
  • The document should also include the name and contact information of the migrant's legal representative.
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    Standard Letter of Support for Indefinite Leave to Remain (Previous Employer)

    This document can be used as a template for a letter of support from a previous UK employer organization to UK Visas and Immigration for a sponsored migrant's application for indefinite leave to remain in the UK.

    What to watch out for

  • The letter should be on company letterhead
  • The letter should be addressed to UK Visas and Immigration
  • The letter should state the migrant's name, date of birth, and current job title
  • The letter should state the migrant's length of employment with the company
  • The letter should state the migrant's salary
  • The letter should state the migrant's leave entitlement
  • The letter should state the migrant's notice period
  • The letter should state the migrant's reasons for leaving the company
  • The letter should state the migrant's contact details at the company
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    Advice On Constructive Dismissal (Letter To Employee)

    If you are an employee who is thinking about bringing a claim for constructive dismissal, here is some advice from a legal adviser.

    What to watch out for

  • Whether the employee has a valid claim for constructive dismissal
  • The legal adviser's advice on the employee's chances of success
  • The potential risks and costs associated with bringing a claim
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    Emi Share Option For Time And Performance (Stand-Alone)

    This is a legal document that grants an employee the option to buy shares in the company based on how long they have worked there and how well they have performed.

    What to watch out for

  • The agreement should grant the employee a time
  • based share option.
  • The agreement should be performance
  • based.
  • The company should be able to terminate the agreement at any time.
  • The employee should be able to terminate the agreement if the company fails to meet the performance criteria.
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    Long-Form Paternity Policy (Options to Enhance)

    A policy document outlining paternity leave and pay arrangements that consider statutory entitlements, with optional paragraphs for increased paternity pay.

    What to watch out for

  • The policy should include information on statutory entitlements for paternity leave and pay.
  • The policy should include optional paragraphs for enhanced paternity pay.
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    Form To Request To Work Past Compulsory Retirement Age

    This document is a request form for an employee who wishes to continue working past their mandatory retirement age, as set by the DRA. The form may be attached to the retirement policy, and ensures that all legal requirements for making such a request are met.

    What to watch out for

  • The form should be completed by the employee
  • The form should be annexed to the retirement policy
  • The form ensures that all legal requirements for making a request are met
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    Employee's Notice Of Return From Maternaity Leave (Early Return)

    This document is for an employee who wishes to notify their employer that they intend to return from maternity leave early.

    What to watch out for

  • The employee's intention to return from maternity leave early
  • The date the employee intends to return to work
  • The employee's contact details
  • The employer's contact details
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    Standard Letter To Unsuccessful Client With Employment Tribunal's Written Reasons

    This is a letter from the tribunal to the unsuccessful party in employment tribunal proceedings, advising them of their options to apply for a reconsideration and/or appeal.

    What to watch out for

  • The options to apply for a reconsideration and/or appeal that the unsuccessful party might exercise under the ET Rules 2013.
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    Payment In Lieu Of Notice To Terminate With Immediate Effect (Clause For Employment Contact)

    A clause that allows an employer to make a payment in lieu of notice (PILON) to terminate an employment contract immediately, without breaching the contract. This could be adapted for insertion in a Standard Employment Contract for a junior employee.

    What to watch out for

  • A clause for insertion in an employment contract, giving the employer the discretion to make a payment in lieu of notice (PILON) and so terminate an employment contract with immediate effect, without breaching the contract.
  • It could be adapted for insertion in Standard document, Employment contract for a junior employee.
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    Standard Extra Employment Contract Clauses

    A list of standard clauses that can be inserted into an employment contract for a junior or senior employee, or a director, each with integrated drafting notes.

    What to watch out for

  • Standard clauses that can be inserted into an employment contract for a junior or senior employee, or a director, each with integrated drafting notes.
  • The potential for these clauses to be used to unfairly restrict an employee's rights.
  • The possibility that these clauses may not be enforceable in court.
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    Section 63 Leave Policy For Training And Development

    This policy deals with employees' statutory right to request time off for training under sections 63D to 63K of the Employment Rights Act 1996. It only applies to employers with 250 or more employees.

    What to watch out for

  • The policy should deal with employees' statutory right to request time off for training under sections 63D to 63K of the Employment Rights Act 1996
  • The policy should only apply to employers with 250 or more employees
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    Schedule of Loss (Employment Tribunal)

    A schedule of loss for discrimination and unfair dismissal cases in employment tribunal proceedings.

    What to watch out for

  • The schedule of loss should include all financial losses incurred by the claimant as a result of the discrimination or unfair dismissal, including lost earnings, pension rights, and any other benefits.
  • It should also include any non
  • financial losses, such as damage to reputation or emotional distress.
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    Letter Of Advice To Employee Client On A Settlement Agreement

    This is a letter that a lawyer would send to an employee client that contains commentary on a standard document called a "Settlement Agreement: Employment (Long Form)." The letter should be adapted to reflect any specific instructions given by the client.

    What to watch out for

  • The client's specific instructions
  • The standard document's commentary on the settlement agreement
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    Costs Warning Letter (Employment Tribunal)

    This is a letter to an opponent in the employment tribunal, warning them that you may apply for costs against them.

    What to watch out for

  • The letter should state the specific costs that the opponent may be liable for
  • The letter should be clear and concise
  • The letter should be sent as soon as possible after the tribunal hearing
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    Standard TUPE Transfer Advice Letter To Employee Representatives

    This is a letter to employees' representatives explaining their role in a TUPE transfer. It outlines their duties and responsibilities under the Transfer of Undertakings (Protection of Employment) Regulations 2006.

    What to watch out for

  • The role and duties of employee representatives during a TUPE transfer
  • The responsibilities of employees and employers during a TUPE transfer
  • The rights of employees during a TUPE transfer
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    Exit Only Emi Share Option (Stand-Alone)

    This is a legal document that grants an employee an "exit only" stock option from their company.

    What to watch out for

  • The agreement should be in writing
  • The agreement should be signed by both parties
  • The agreement should state the number of shares to be granted
  • The agreement should state the exercise price of the shares
  • The agreement should state the expiration date of the option
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    Environmental Policy

    A policy to outline the commitment of your organisation to the laws, regulations, and other policy mechanisms concerning environmental issues. This includes a mission statement, policy aims, and a breakdown of steps your organisation will take to achieve these aims.

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    Anti Corruption Policy (Bribery Act 2010)

    This is a short-form anti-corruption and bribery policy, designed to help employers comply with the Bribery Act 2010. For a more detailed policy suitable for a large organisation, see Standard document, Anti-corruption and bribery policy (long-form).

    What to watch out for

  • The Bribery Act 2010
  • Compliance with the Act
  • A more detailed policy
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    Negotiated Agreement For Employer To Inform And Consult Employees (Problems At Work)

    This document is an agreement to establish a forum where employees or employee representatives can discuss workplace issues with their employer. This agreement satisfies the requirements for a negotiated agreement under the Information and Consultation of Employees Regulations 2004. The agreement should be used where at least 2% of the employees have requested a negotiated agreement or the employer has given notice to the workforce that it intends to negotiate an agreement under the ICE Regulations. If neither of those scenarios exist, the Standard document, Information and consultation: Pre-existing agreement should be used.

    What to watch out for

  • The agreement should be used where at least 2% of the employees have requested a negotiated agreement or the employer has given notice to the workforce that it intends to negotiate an agreement under the ICE Regulations.
  • The agreement should satisfy the requirements for a negotiated agreement under regulation 16 of the Information and Consultation of Employees Regulations 2004 (SI 2004/3426) (ICE Regulations).
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    Standard Letter To Request Updated Employee Information From Current Service Provider (TUPE)

    The client requests updated employee liability information from the current service provider for the purposes of regulation 11 of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (SI 2006/246), which will be forwarded to the replacement service provider.

    What to watch out for

  • The client's name, address, and contact information
  • The current service provider's name, address, and contact information
  • The date of the letter
  • A request for updated employee liability information
  • The purpose of the request (regulation 11 of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (SI 2006/246))
  • The name and contact information of the replacement service provider
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    Enforcing An Employment Tribunal Award (Advice To Employee)

    If you are an employee who has been awarded money by an employment tribunal, but your employer has not paid you, you may be able to enforce the award in the civil courts. This document provides advice on how to do this.

    What to watch out for

  • Ensuring that the amount of the award is calculated correctly, and that any interest owed is included
  • Checking that the award is still valid
  • it may have expired, or been set aside on appeal
  • Making sure that you have the correct name and address for the employer, as this is who you will need to take action against
  • Considering whether you have any other options for enforcing the award, such as using an enforcement agent or applying to have the employer's bank account frozen
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    Simple Paternity Policy (Leave And Pay)

    This is a policy document outlining an employer's paternity leave and pay arrangements that meet the minimum requirements set out by law.

    What to watch out for

  • The policy should set out arrangements for paternity leave and pay that meet or exceed minimum statutory entitlements.
  • The policy should be clear and concise, setting out the entitlements and obligations of both the employer and the employee.
  • The policy should be reviewed and updated regularly in line with changes to legislation and best practice.
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    Post Approval Letter To Migrant Workers Applying To Stay In The UK (Tier 2 Skilled Worker)

    This document can be used as a template for a letter from a lawyer to a migrant worker in the UK who has been instructed by their employer to apply for a change in sponsorship. This is the last letter in a series of letters about changing employers in the UK.

    What to watch out for

  • The document should be titled "Skilled Worker extension application (05): post approval advice"
  • The document should be a standard letter from a legal representative to a migrant currently working in the UK for an employer under Tier 2 (General) or as a Skilled Worker
  • The letter should be instructive, informing the migrant of what they need to do in order to change their sponsor in the UK
  • The letter should be the final letter in a series of letters about changing employer in the UK
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    48 Hour Week Employee Opt-Out Letter (Working Time Regulations)

    This document is an agreement for an employee to opt out of the average 48-hour work week, as allowed by the Working Time Regulations 1998. This document is in the form of a letter. For more information on working time, see the Practice note: Working Time Regulations: overview.

    What to watch out for

  • An agreement in the form of a letter for an employee to opt out of the average 48 hour week in accordance with regulations 4 and 5 of the Working Time Regulations 1998
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    Biometric Appointment Letter To Migrant Worker Applying To Stay In The UK (Skilled Worker)

    This document is a standard letter that can be used by an employer's legal representative when applying for permission to stay in the UK as a Skilled Worker. This is one of a series of letters.

    What to watch out for

  • When instructed by an employer, this standard document can be used as a third letter from a legal representative to help apply for permission to stay in the UK as a Skilled Worker.
  • This is one in a series of letters.
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    Standard Employer Response To Pregnancy And Maternity Discrimination (ET3 Unfair Dismissal)

    This standard document contains sample wording to be included in, or attached to, an ET3, showing how an employer's response to claims for pregnancy or maternity discrimination under the Equality Act 2010, the Maternity and Parental Leave etc Regulations 1999 (SI 1999/3312), section 47C of the Employment Rights Act 1996 and related unfair dismissal claims, including redundancy and automatic unfair dismissal, might be structured.

    What to watch out for

  • Pregnancy or maternity discrimination under the Equality Act 2010
  • The Maternity and Parental Leave etc Regulations 1999 (SI 1999/3312)
  • Section 47C of the Employment Rights Act 1996
  • Related unfair dismissal claims, including redundancy and automatic unfair dismissal
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    Letter To Employee For A Final Written Warning For Poor Performance

    This is a letter that can be used as part of a capability procedure in order to give an employee a final written warning for poor performance.

    What to watch out for

  • The employee's poor performance
  • The employee's capability
  • The final written warning
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    Policy For Shared Parental Leave (Birth)

    This policy sets out the arrangements for shared parental leave and pay in the case of the birth of a child, including company parental leave and pay (optional).

    What to watch out for

  • The amount of leave each parent is entitled to
  • The amount of pay each parent is entitled to
  • The conditions under which leave can be taken (e.g. notice period, length of leave, etc.)
  • The conditions under which pay can be taken (e.g. notice period, length of leave, etc.)
  • Any other benefits that are available to parents during shared parental leave (e.g. access to company facilities, etc.)
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    Employment Tribunal Application To Dismiss A Withdrawn Claim

    This document is an application to the employment tribunal to dismiss a claim that has been withdrawn by the claimant.

    What to watch out for

  • The document should include the name of the claimant and the case number
  • The document should state the specific claim or claims that have been withdrawn
  • The document should be dated and signed by the claimant
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    Standard Public Procurement Notice To The Official Journal (Notifying A Tender)

    This document is a notice of a tender that has been submitted to the Official Journal S series in accordance with the EC public procurement rules.

    What to watch out for

  • The standard forms for notifying a tender to the Official Journal S series in accordance with the EC public procurement rules.
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    Cloud Computing Policy

    Also known as a cloud security policy or cloud governance policy, this cloud computing policy template covers all external cloud services, e.g. cloud-based email, document storage, Software-as-a-Service (SaaS), Infrastructure-as-a-Service (IaaS), Platform-as-a-Service (PaaS), etc. Personal accounts are excluded.

    Cloud computing offers a number of advantages including low costs, high performance and quick delivery of services.  However, without adequate controls, it also exposes individuals and organisations to online threats such as data loss or theft, unauthorised access to corporate networks, and so on.

    You can remain committed to enabling your employees to do their jobs as efficiently as possible through the use of technology. This template is intended to establish a process employees can use cloud services as required without jeopardising your organisation's data and computing resources.

    This policy applies to all employees of your organisation, with no exceptions.

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    Contract For Employing A Salaried Partner (Employment Contract)

    This is a contract between a salaried partner and the full equity partners of a general partnership, in which the salaried partner is treated as an employee. This contract is separate from the main partnership agreement between the equity partners.

    What to watch out for

  • The contract should be clear about the duties and responsibilities of the salaried partner.
  • The contract should specify how the salaried partner will be compensated.
  • The contract should specify the term of the agreement and any conditions for renewal.
  • The contract should address what will happen if the partnership is dissolved.
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    Standard Letter To Request Employee Information Before Tender From Current Service Provider (TUPE)

    The client of outsourced services requests employee liability information from the current service provider in advance of a tender, in accordance with regulation 11 of the Transfer of Undertakings (Protection of Employment) Regulations 2006 (SI 2006/246), for onward distribution to bidders on a re-tendering.

    What to watch out for

  • The client's requirements for employee liability information
  • The client's deadline for receiving this information
  • The client's preferred method of receiving this information
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    Checklist Information To Request For Due Diligence Before Buying An Asset (Employment)

    This is a list of the information a buyer may want to obtain from a seller when conducting due diligence before an asset purchase, assuming the Transfer of Undertakings (Protection of Employment) Regulations 2006 (SI 2006/246) (TUPE) will apply. The "employee liability information" required under TUPE will be provided separately.

    What to watch out for

  • The buyer may want to obtain information on the seller's employees, including their job titles, duties, and compensation.
  • The buyer may also want to obtain information on the seller's employee benefits programs, including health insurance, retirement plans, and paid time off.
  • The buyer may also want to obtain information on the seller's employee policies, including those regarding attendance, dress code, and drug testing.
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    Standard Letter Accepting A Request To Work Past Retirement Age

    This is a letter from an employer to an employee, agreeing to the employee's request to work beyond the retirement date, as specified in the DRA.

    What to watch out for

  • The employer's decision to agree to the employee's request to delay retirement
  • The employer's reasons for agreeing to the request
  • The conditions under which the employer is willing to allow the employee to continue working
  • The employer's expectations of the employee during the period of extended employment
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    Section 338 Board Resolution To Consider Notice Of Resolution Requisitioned By Members

    The board of directors considers a requisition from the company's members in accordance with section 338 of the Companies Act 2006. This is a sample resolution that the board can approve in order to respond to a notice of resolution requisitioned by members of a public company in accordance with section 338 of the Companies Act 2006.

    What to watch out for

  • The requisition must be validly requisitioned in accordance with section 338 of the Companies Act 2006.
  • The requisition must be received by the company no later than the end of the period of 21 days beginning with the day on which the requisition is first validly requisitioned.
  • The requisition must be signed by the requisitionists and must state the names, addresses and descriptions of the requisitionists.
  • The requisition must state the text of the resolution proposed to be passed at the meeting.
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    Standard Letter To Successful Client With Employment Tribunal's Written Reasons

    A letter advising a successful party of employment tribunal proceedings of the unsuccessful party's options to apply for a reconsideration and/or appealing to the EAT, under the ET Rules 2013.

    What to watch out for

  • The options of applying for a reconsideration and/or appealing to the EAT
  • The time limit for applying for a reconsideration and/or appealing to the EAT
  • The consequences of not applying for a reconsideration and/or appealing to the EAT
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    Share Purchases Approval Board Meeting Minutes Of The Buyer For Intra-Group Reorganisations

    The board minutes of the buyer approve an intra-group share purchase agreement and other documents to be entered into in connection with an intra-group reorganisation. These minutes are prepared on the basis that completion is not subject to any conditions and that exchange and completion are simultaneous.

    What to watch out for

  • that completion is not subject to any conditions
  • that exchange and completion are simultaneous
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    Employment Provisions For Long-Term Outsourcing Agreement

    This is an outsourcing agreement for employment provisions relating to employees, to be used when the services are being outsourced for the first time on a long-term basis.

    What to watch out for

  • Provisions relating to employees for inclusion in an outsourcing agreement where the services are being outsourced for the first time on a long
  • term basis.
  • The agreement should protect the interests of both the employer and the employees.
  • It should clearly define the roles and responsibilities of each party.
  • It should set out the terms and conditions of employment, including job descriptions, working hours, salary and benefits.
  • It should provide for a smooth transition of employees from the old to the new employer.
  • It should address any potential issues that may arise during the course of the outsourcing agreement, such as termination of the agreement or changes to the scope of services.
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    Letter Of Advice For An Employee Attending A Mediation

    The following is advice for an employee who is attending a mediation. Please prepare for the mediation by familiarizing yourself with the venue and procedure. On the day of the mediation, confirm your objectives for settlement with the other party.

    What to watch out for

  • The preparation required for the mediation
  • The venue of the mediation
  • The procedure that will be followed on the day of the mediation
  • The objectives for settlement that the employee has
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    Standard Final Letter Changing Migrant Workers Sponsor In The UK Post Approval (Changing Employers)

    This document can be used as a template for a letter from a lawyer to a migrant worker in the UK who has been asked by their new employer to help with an application to change sponsors. This is the last letter in a series of letters about changing employers in the UK.

    What to watch out for

  • The document should include the migrant's current employer and job title, as well as the new employer and job title.
  • The document should state that the migrant is eligible to work in the UK for the new employer.
  • The document should confirm that the migrant will be paid at least the appropriate salary for their role.
  • The document should set out the start date and duration of the new employment.
  • The document should include any other relevant information, such as the migrant's leave entitlement.
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    Migrant Biometric Appointment Letter For Intra-Company Transfer Visa

    This document is called an "Intra-Company Transfer permission to enter (03): biometric appointment" and it is a legal document that can be used by an employer to help a migrant apply for a visa to enter the UK.

    What to watch out for

  • When instructed by an employer, a legal representative can use this document to help a migrant apply for an Intra
  • Company Transfer visa to enter the UK.
  • This is one of a series of letters that can be used for this purpose.
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    Social Media Company Guidelines For Employees

    The company's guidelines for the use of social media by employees and other personnel for company marketing programmes and other business purposes.

    What to watch out for

  • The company's guidelines for use of social media
  • How employees and other personnel can use social media for company marketing programmes and other business purposes
  • What employees and other personnel should watch out for when using social media for company marketing programmes and other business purposes
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    Notice Of Employee's Statutory Maternity Or Adoption Leave And Pay Ending

    This document is a notice to end an employee's statutory maternity or adoption leave and pay, in cases where the employee is opting into the shared parental leave scheme.

    What to watch out for

  • When an employee is opting into the shared parental leave scheme, their statutory maternity or adoption leave and pay will be curtailed.
  • The form and guidance notes outline how to bring this about.
  • Employers should ensure that they follow the correct procedure to avoid any legal issues.
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    Standard Letter Of Refusal To Work Past Retirement Age Request

    This document is a letter from an employer to an employee informing them that their request to work beyond retirement has not been successful and that their employment will terminate due to retirement.

    What to watch out for

  • The letter should be clear and concise, informing the employee that their request to work beyond the retirement date has not been successful
  • The letter should confirm that the employee's employment will terminate by reason of retirement
  • The letter should be respectful and professional
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    Borrower Board Meeting Minutes To Approve A Loan Agreement

    The borrower board minutes approving the signing of a facility agreement are consistent with the requirements of the Standard document, Facility agreement. Optional wording has been included to cater for syndicated finance arrangements.

    What to watch out for

  • That the borrower board minutes approving signing of a facility agreement are consistent with the requirements of Standard document, Facility agreement.
  • Optional wording has been included to cater for syndicated finance arrangements.
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    Standard Procedure Advice On A Full Hearing In The Employment Tribunal (Letter To A Witness)

    This document provides advice to a witness on how to prepare for and what to expect during an employment tribunal hearing.

    What to watch out for

  • The date and time of the hearing
  • The location of the hearing
  • Who will be present at the hearing
  • What the witness needs to bring to the hearing
  • The procedure that will be followed during the hearing
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    Pre-Existing Agreement For Employer To Inform And Consult Employees (Problems At Work)

    This document is an agreement to establish a forum where employers can share workplace information and concerns with employees. The agreement meets the requirements for a pre-existing agreement under regulation 8 of the Information and Consultation of Employees Regulations 2004 (SI 2004/3426) (ICE Regulations). This agreement should not be used if at least 2% of the workforce has requested a negotiated agreement or the employer has given notice to the workforce that it intends to negotiate an agreement under the ICE Regulations. If either of those instances occur, the Standard document, Information and consultation: negotiated agreement should be used.

    What to watch out for

  • An agreement to set up a forum of employees or employee representatives to enable an employer to inform and consult its employees about workplace issues.
  • The agreement satisfies the requirements for a pre
  • existing agreement under regulation 8 of the Information and Consultation of Employees Regulations 2004 (SI 2004/3426) (ICE Regulations).
  • The agreement should not be used where at least 2% of the workforce has requested a negotiated agreement or the employer has given notice to the workforce that it intends to negotiate an agreement under the ICE Regulations.
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    Rule 20 Employment Tribunal Application For An Extension Of Time To Submit An ET3

    This is an application from a respondent who is represented by a lawyer, asking for more time to submit their response to the employment tribunal, in accordance with Rule 20 of the Employment Tribunals Rules of Procedure 2013.

    What to watch out for

  • The document should be titled "Application for an extension of time to submit ET3 to employment tribunal"
  • The document should be an application to the employment tribunal from a legally represented respondent
  • The document should request an extension of time to present its response (ET3), in compliance with rule 20 of the Employment Tribunals Rules of Procedure 2013
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    Migrant Post Approval Notice Letter For Intra-Company Transfer Visa

    This is the final letter in a series of letters from a legal representative to a migrant when instructed by their employer to assist them with an application for permission to enter the UK on an Intra-Company Transfer visa.

    What to watch out for

  • The date of the letter
  • The name and address of the legal representative
  • The name and address of the migrant
  • The migrant's date of birth
  • The migrant's nationality
  • The migrant's passport number
  • The name and address of the migrant's employer
  • The migrant's job title
  • The migrant's salary
  • The length of the migrant's stay in the UK
  • The migrant's UK contact details
  • The name and address of the legal representative's firm
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    Request Information About Work Done For Other Employers For Working Time Regulations Compliance (Letter To Employee)

    This letter requests details of an employee's work for other employers, which may help the employer ensure that the employee does not work more than 48 hours a week on average (or avoid sanctions if the employee does).

    What to watch out for

  • The employer may commit an offence under the Working Time Regulations 1998 if it does not take reasonable steps to ensure that its workers do not work more than 48 hours a week (on average over a reference period, usually 17 weeks) unless they have opted out of the 48 hour week in writing.
  • This letter may help an employer ensure that the requirement is met (or avoid sanctions if it is not) where the worker has more than one job.
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    Standard Employer Response To Race Discrimination (ET3 Unfair Dismissal)

    This document provides an example of how an employer might respond to race discrimination and unfair dismissal claims in an ET3 form.

    What to watch out for

  • The document should contain information on the employer's response to race discrimination and related unfair dismissal claims.
  • The document should contain information on the employer's policies and procedures on race discrimination and related unfair dismissal.
  • The document should contain information on the employer's training and awareness programmes on race discrimination and related unfair dismissal.
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    Board Meeting Minutes To Approve Giving Shareholders A Written Resolution To Appoint Administrators (Private Limited Company)

    Board minutes approving putting a written resolution before shareholders to appoint administrators to a private limited company.

    What to watch out for

  • The board minutes should approve putting a written resolution before shareholders to appoint administrators to a private limited company.
  • The board minutes should approve putting a written resolution to shareholders approving the appointment of administrators to a private limited company.
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    Standard Second Letter Changing Migrant Workers Sponsor In The UK Application And Appointment (Changing Employers)

    This document is for a migrant worker in the UK who wants to change their employer. The new employer must fill out this form and make an appointment.

    What to watch out for

  • The document should include the migrant's current employer and job title, as well as the new employer and job title.
  • The document should state the migrant's current salary and the new salary.
  • The document should include the start date and end date of the migrant's current employment contract.
  • The document should include the start date and end date of the migrant's new employment contract.
  • The document should state the migrant's current visa expiry date and the new visa expiry date.
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    Application To The Employment Tribunal To Withdraw Claim (All or Part)

    This document is an application to withdraw a claim, or part of a claim, from the employment tribunal.

    What to watch out for

  • Make sure that you are eligible to withdraw your claim from the employment tribunal
  • Check that you are withdrawing all, or part, of your claim as appropriate
  • Follow the correct procedure for withdrawing your claim from the tribunal
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    Board Meeting Minutes To Change The Company Name

    This document deals with changing a company's name, either by special resolution, written resolution, or board resolution if permitted by the company's articles of association.

    What to watch out for

  • The board minutes should deal with a change of company name by special resolution, by written resolution, or by a board resolution if permitted by the company's articles of association
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    Letter Of Dismissal After Previous Warnings

    This is a letter confirming an employee's dismissal due to misconduct or poor performance, after they have received previous warnings and gone through a disciplinary or capability hearing.

    What to watch out for

  • The letter should confirm the dismissal and the reasons for the dismissal
  • The letter should be clear and concise
  • The letter should be free of grammatical and spelling errors
  • The letter should be addressed to the employee being dismissed
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    Section 84 Directors Meeting Minutes To Put Company Into Members Voluntary Liquidation (mvl)

    This is a legal document called "MVL: Minutes of directors' meeting to place a company into members' voluntary liquidation." It is a precedent board minutes for use at a directors' meeting convened to place a solvent company into members' voluntary liquidation (MVL) under section 84(1)(b) of the Insolvency Act 1986.

    What to watch out for

  • The company's solvency
  • The company's directors
  • The company's members
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    Standard Advice To Prepare A Witness Statement For The Employment Tribunal (Letter To A Witness)

    This document provides guidance to a witness on how to prepare a witness statement and give evidence in an employment tribunal, in accordance with the Employment Tribunals Rules of Procedure 2013.

    What to watch out for

  • The purpose of a witness statement
  • What should be included in a witness statement
  • The format of a witness statement
  • How to serve a witness statement
  • Giving evidence before the tribunal
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    Employee Share Options Stamp Duty Rules

    A rule that deals with the payment of stamp duty or stamp duty reserve tax (SDRT) on the transfer of shares following the exercise of share options under an employee share option plan.

    What to watch out for

  • The document should specify the amount of stamp duty or SDRT that is payable on the transfer of shares.
  • It should also state whether the shares are to be transferred to the employee or to a third party.
  • The rule should also specify how the stamp duty or SDRT is to be paid, and by whom.
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    First Letter To Migrant Workers Applying To Stay In The UK (Skilled Worker)

    This is a standard letter that can be used by an employer's legal representative when assisting a sponsored worker with their application to extend their stay in the UK as a Skilled Worker. This is one of a series of letters.

    What to watch out for

  • The document should be clear and concise
  • The document should be free of any grammar or punctuation errors
  • The document should be tailored to the specific needs of the sponsored worker
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    Standard Wording For Et3 (Sex Discrimination And Unfair Dismissal)

    This document provides an example of how an employer might respond to claims of sex discrimination, sexual harassment, and unfair dismissal. The response includes wording for direct and indirect sex discrimination, less favorable treatment related to harassment and victimization, and a related unfair dismissal claim.

    What to watch out for

  • The document should contain sample wording to be included in, or attached to, an ET3, showing how an employer's response to claims for direct and indirect sex discrimination, harassment related to sex, sexual harassment, less favourable treatment related to harassment and victimisation, and a related unfair dismissal claim might be structured.
  • The document should be clear and concise, and should avoid using jargon.
  • The document should explain the different types of sex discrimination, and how they can be addressed.
  • The document should explain the different types of sexual harassment, and how they can be addressed.
  • The document should explain the different types of victimisation, and how they can be addressed.
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    Simple Board Meeting Minutes To Approve Transfer Of Shares

    This is a legal document that approves the transfer of shares in a private or unlisted public company.

    What to watch out for

  • The date of the board meeting at which the transfer of shares was approved
  • The names of the shareholders involved in the transfer
  • The number of shares being transferred
  • The price per share being transferred
  • Any conditions attached to the transfer of shares
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    Regulation 13A Key Information Document Where Job Seeker Will Do The Work (KID)

    The key information document is a legal document that outlines the terms of an agreement between an employment business and a work-seeker. This document must comply with regulation 13A of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 in order to be valid.

    What to watch out for

  • That the document complies with regulation 13A of the Conduct of Employment Agencies and Employment Businesses Regulations 2003 (SI 2003/3319)
  • That the document can be used by an employment business before it agrees terms with a work
  • seeker who will do work for a hirer
  • That the work
  • seeker is going to be supplied by a personal service company
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    Employers Retirement Policy Without a Compulsory Retirement Age

    A retirement policy for employers with no fixed (compulsory) retirement age.

    What to watch out for

  • That the employer does not have a compulsory retirement age
  • That the policy is for employers, not employees
  • What the policy is for employers with no fixed retirement age
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    Grant Agreement For Public Bodies

    A grant agreement is a legal document that outlines the terms of a grant between a funding body and an organization.

    What to watch out for

  • Make sure that the grant agreement is clear and concise, and that all parties understand their roles and responsibilities
  • Make sure that the grant agreement includes all relevant information, such as the project timeline, budget, and deliverables
  • Make sure that the grant agreement is signed by all parties involved in the project
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