Technology

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All contract templates for

Technology

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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Founder IP Assignment (Taylor Vinters)

This Founder IP Assignment is intended to be used to assign IP rights created by a founder for the company to the company itself. It will often be required to assign IP created by the founder prior to the founder entering into a formal services agreement with the company, which would otherwise continue to subsist in the founder. This Founder IP Assignment is drafted broadly and is not appropriate for more general IP assignments (see IP Assignment Templates).

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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 Pilot Agreement (Taylor Vinters)

Use this agreement to set out the terms under which software may be accessed by a customer during a trial.

Following a trial, use a SaaS (Software as a Service) agreement to provide for the secure delivery of services to the user's terminal on a pay-per-use basis over a network, from processors hosted remotely by the SaaS provider.

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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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Cookies Policy (Taylor Vinters)

Cookies are small text files that are stored on your computer or device by websites that you visit. This document contains details of individual cookies, what type of cookie they are, their purpose and duration, which are the key details required to include inside a Cookies Policy. Please note that in addition to providing users with comprehensive information about the cookies, consent will need to be obtained from users to place the cookies (subject to limited exemptions around strictly necessary cookies). Website operators will also need to consider the privacy related implications of the subsequent data processing and account for this in the relevant privacy notice.

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SaaS Agreement (YC)

This SaaS (Software as a Service) agreement can be used to set out the terms under which SaaS software may be accessed by a customer. It provides for the secure delivery of services to the user's terminal on a pay-per-use basis over a network, from processors hosted remotely by the SaaS provider.

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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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    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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    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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    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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    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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    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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    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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    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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    Migrant Permission To Enter For Intra-Company Transfer Visa

    This document is a template for a letter from a lawyer to a migrant worker, asking for permission to enter the UK on an Intra-Company Transfer visa.

    What to watch out for

  • The standard document may not be appropriate for the migrant's specific situation
  • The letter may not be from a legal representative
  • The employer may not be authorized to sponsor the migrant for an Intra
  • Company Transfer visa
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    Employee's Rights When Employer Request Access To Medical Reports

    The following is a summary of an employee's rights under the Access to Medical Reports Act 1988 (which also takes account of the requirements of the retained EU law version of the General Data Protection Regulation ((EU) 2016/679) (UK GDPR)). It is designed to be sent to an employee under cover of a letter requesting their consent under AMRA to the employer applying to the employee's GP or consultant for a medical report. It also notifies the employee, as required under the UK GDPR, why the data is being processed and the legal basis for doing so.

    What to watch out for

  • An employee's rights under the Access to Medical Reports Act 1998
  • The requirements of the retained EU law version of the General Data Protection Regulation ((EU) 2016/679) (UK GDPR)
  • The need for consent under AMRA to the employer applying to the employee's GP or consultant for a medical report
  • The notification to the employee, as required under the UK GDPR, why the data is being processed and the legal basis for doing so
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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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    Briefing About Data Protection In China For General Council (In depth Memo)

    This is a high-level memorandum to a general counsel from the company's data protection team, outlining the key issues in data protection laws and the need for a company-wide programme addressing these issues. The memorandum includes a suggested outline for such a programme.

    What to watch out for

  • An overview of data protection laws in China
  • The need for a company
  • wide programme addressing data protection
  • What such a programme needs to include
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    Detailed Web + App Cookie Policy

    This is a cookie policy that tells internet users what cookies are used for and how they are used, in accordance with the Privacy and Electronic Communications (EC Directive) (Amendment) Regulations 2003 (SI 2003/2426) (as amended) (PECR).

    What to watch out for

  • The use of cookies by the online provider
  • The types of cookies used
  • How cookies are used
  • The purpose of using cookies
  • The duration of cookies
  • The storage and access of cookies
  • The user's ability to control the use of cookies
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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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    Standard B2B Contract For Transferrong Domain Name (Buyer Friendly)

    This is a standard domain name transfer agreement that is pro-buyer, meaning it is in favor of the buyer. This agreement is typically used when domain names are being transferred as part of a larger corporate transaction, such as an asset purchase.

    What to watch out for

  • Make sure that the agreement clearly states that the domain name is being transferred as part of a larger corporate transaction, such as an asset purchase.
  • Make sure that the agreement is drafted in favor of the buyer, so that the buyer will have the rights to the domain name after the transfer is complete.
  • Make sure that all relevant parties have signed the agreement and that the agreement is legally binding.
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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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    Data Protection And Privacy for Employees (Compliance Guidelines)

    This resource outlines key messages to target at relevant employees as part of an enterprise-wide privacy and data protection compliance program. The goal is to ensure that employees understand what they should and should not do in order to protect privacy and data.

    What to watch out for

  • Don't collect or use personal information without a valid business purpose
  • Don't disclose personal information to unauthorized individuals or third parties
  • Don't use personal information for unauthorized purposes
  • Don't keep personal information longer than necessary
  • Don't fail to protect personal information from unauthorized access, use, or disclosure
  • Don't fail to destroy or dispose of personal information properly when no longer needed
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    License To Evaluate Software And NDA

    This document is an evaluation licence and non-disclosure letter agreement that contains confidentiality provisions and a licence of rights for use by a company. This company sells low-cost standard software programs which users may want to evaluate before they commit to licensing and installing the software for use in their business.

    What to watch out for

  • Confidentiality provisions
  • Licence of rights
  • Evaluation period
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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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    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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    Memorandum About UK Data Protection For Board Of Directors (In Depth Memo)

    A memorandum to the board of directors of a UK company that outlines the key issues concerning the Data Protection Act 1998, the need for a company-wide programme addressing these issues, and what this programme needs to include.

    What to watch out for

  • The key issues concerning the Data Protection Act 1998
  • The need for a company
  • wide programme addressing these issues
  • What this programme needs to include
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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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    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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    Employer's Holding Response Letter To Data Request (Data Subject Rights Under GDPR)

    This is a letter that an employer can send in response to a data subject's request for rectification, erasure, or restriction of processing under the General Data Protection Regulation ((EU) 2016/679) (UK GDPR). The letter acknowledges the request and, where appropriate, advises that further information is required.

    What to watch out for

  • The data subject's right to request rectification of their personal data
  • The data subject's right to request erasure of their personal data
  • The data subject's right to request restriction of processing of their personal data
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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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    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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    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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    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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    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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    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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    Employment Contract Questionnaire (Taylor Vinters)

    This Employment Contract Questionnaire can be used by a company to tailor standard form employment contracts to their business requirements for each employee. It contains the key terms that should normally be included in an employment contract, such as inclusion of company policies like employee handbook and privacy notices, payment terms, holiday policy, incapacity, termination, gardening leave, grievance and more.

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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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    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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    Initial Letter To Migrant For Intra-Company Graduate Trainee Visa

    This standard legal document can be used as a first letter from a lawyer to a migrant worker when instructed by an employer to help them apply for permission to enter the UK for work as an Intra-Company Graduate Trainee. This is one of a series of letters.

    What to watch out for

  • The document should include the name of the company the applicant will be working for, as well as the position they will be filling
  • The document should state how long the applicant will be working in the UK for
  • The document should list the qualifications or experience the applicant has that make them suited for the role they will be filling
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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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    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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    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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    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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    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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    Standard B2B Contract For Transferring Domain Name (Seller Friendly)

    This is a standard domain name transfer agreement for when a business is being sold as part of a larger transaction, such as an asset purchase. This agreement is drafted in favor of the seller.

    What to watch out for

  • The agreement is drafted in favor of the seller, so the buyer should be aware of that when negotiating terms.
  • The agreement should include provisions for the transfer of the domain name, as well as any associated trademarks and copyrights.
  • The agreement should also address any potential disputes that may arise from the transfer of the domain name.
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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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    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 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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    Cloud Computing Security 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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    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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    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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    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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    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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    Notification Letter To Affected Data Subjects Of A Personal Data Security Breach

    This is a notification of a data security breach under the Data Protection Act 1998. This letter is to be sent by a data controller to any individuals affected by the breach, in order to notify them of what has happened.

    What to watch out for

  • The data controller must notify the individual(s) affected by the data security breach as soon as possible
  • The notification must include:
  • The name and contact details of the data controller
  • The description of the personal data breach
  • The likely consequences of the personal data breach
  • The steps taken or proposed to be taken by the data controller to address the personal data breach, including, where appropriate, measures to mitigate its adverse effects
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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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    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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    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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    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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    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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    Wifi Roaming Agreement (WISP to Platform Provider)

    This is a WiFi roaming agreement between a wireless internet service provider (WISP) and a platform provider. The agreement is designed to give end-users access to a network of wireless hotspots belonging to a number of different WISPs.

    What to watch out for

  • The agreement should specify the terms of access to the network of hotspots, including any fees that may apply.
  • The agreement should also specify the terms of use of the hotspots, including any restrictions on bandwidth or data usage.
  • The agreement should also specify the terms of service for the WISP, including any SLAs or other terms that may apply.
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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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    Contract For An Option In TV Format Rights And Licence

    This document is an agreement that grants someone the option to buy a license for the format rights to a TV show.

    What to watch out for

  • The terms of the agreement
  • The format rights granted
  • The television programme
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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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    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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    Standard Policy For Data Protection (In Depth)

    This is a data protection policy for businesses that outlines the legal requirements for obtaining, handling, processing, and storing personal data from external sources such as customers, suppliers, and employees.

    What to watch out for

  • The principles and legal conditions that must be satisfied in relation to obtaining, handling, processing, transportation and storage of business
  • external personal data
  • In the course of the operation and administration of the business, including customer, supplier and employee data
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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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    Information On Cookies (Simple Notice For Users)

    This notice informs internet users that the website operator or other online provider uses cookies in compliance with the requirements of the Privacy and Electronic Communications (EC Directive) (Amendment) Regulations 2003 (SI 2003/2426) (PECR) (as amended), the UK General Data Protection Regulation and the Data Protection Act 2018.

    What to watch out for

  • That a website operator or other online provider uses cookies in compliance with the requirements of the Privacy and Electronic Communications (EC Directive) (Amendment) Regulations 2003 (SI 2003/2426) (PECR) (as amended), the UK General Data Protection Regulation and the Data Protection Act 2018.
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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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    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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    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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    Simple Confidentiality Agreement For Buying Shares (nda)

    This is a confidentiality agreement for the proposed sale of shares of a private company in England and Wales by a single corporate seller to a corporate buyer. This agreement is also known as a non-disclosure agreement or NDA.

    What to watch out for

  • Make sure that the agreement is in writing and signed by both parties
  • Make sure that the agreement sets out the confidential information to be protected and the purpose for which it is being protected
  • Make sure that the agreement sets out the obligations of the parties in relation to the confidential information
  • Make sure that the agreement sets out the duration of the confidentiality obligations
  • Make sure that the agreement sets out the consequences of breaching the confidentiality obligations
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    Data Sharing Agreement (MBM Commercial)

    This template sets out a framework for two parties to share or disclose information to each other, whilst complying with Data Protection Legislation. In this template one party is the Data Discloser, and the other the Data Recipient, however, they are both data controllers. The template deals with GDPR through proper handling of Shared Personal Data. This is a relatively simple template containing only minimal provisions.

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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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    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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    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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