Summary Across the UK, the voluntary sector is a significant employer, employing over 1 million people,SCVO welcomes the Employment Rights Bill which will introduce many positive changes to strengthen the,, however, carefully consider the potential challenges, particularly, for small voluntary sector employers,Similarly, the Bill should recognise the voluntary sector as a significant employer both in Scottland,in the Employment Rights Bill.

topics, including: managing long-term sickness redundancies and changing terms and conditionsof employment,reviewing and developing employment policies recruitment issues and recruiting for the first time team,from recruiting your first member of staff, to developing your job descriptions and drafting an employment,Our policies and guides include all the statutory requirements plus everything you need to be a good,employer including guides to hybrid working, performance management and wellbeing.

Exclusive membership benefits and support networks A strong community of voluntary organisations of all sizes Shape the future of the voluntary sector in Scotland Meet our members SCVO members are part of a community of organisations. Membership directory Our latest members East...

What you include in a reference will depend on what you're asked by the prospective new employer, but,to have a policy only to provide references which state the position held by the former employee, the,dates of employment and perhaps salary.,In these cases the employer will usually make it clear in the reference that this is its policy, so that,Even if the employer has adopted such a policy, it may decide not to give such a reference for an employee

In this section you will find key policies and procedures covering the essential aspects of directly,Employment contracts All employees need an employment contract.,starts working with your organisation, and they should give details of their terms and conditions of employment,All employment contracts should include: How many days and hours of work, including if they vary How,For more policies and procedures, have a look in the section called key HR policies and procedures.

Looking after them requires keeping up to date with employment law and having the right policies and,INSURANCE You are required by law to have Employers’ Liability Insurance.,Your policy must cover you for at least £5million and come from an authorised insurer This will help,You must have a data protection policy that sets out how to manage this information. 10.,PAY As an employer you have a number of legal obligations when paying your employees.

addition to SCVO’s terms and conditions of use please note that the following applies to SCVO’s HR and Employment,Support Service: The information provided by SCVO’s HR and Employment Support Service is for general,Guidance provided is based on collective experience and knowledge of HR policies and procedures and HR

necessarily be included in an employee’s holiday entitlement – this will depend on the organisation’s policy,Contracts of employment may stipulate that all bank/public holidays must be taken as part of the statutory,either unpaid leave or may be taken from the annual holiday entitlement depending on the contract of employment,Alternatively, an employer may request that part-time workers arrange to work on a different day than,would normally, depending on operational requirements and the employee’s terms and conditions of employment

Generally speaking, there is no legal obligation on an employer to provide a reference.,However, it is relatively unusual for employers to refuse, and an employer may be obliged to provide,If an employer chooses to give a reference, it owes a duty to take care in doing so, which means providing,provides a reference, it owes a duty of care to both the former employee and the prospective employer,to have a policy only to provide a short reference, giving dates of employment, position held and sometimes