Communications Policies


Our Communications, Email and Internet Policy defines what the company considers to be acceptable use of its communications facilities, with particular attention paid to email, telephone and internet use. The policy contains the option to either ban personal use of company email and internet facilities entirely or to permit limited and responsible use within the bounds of the policy.

The Communications, Email and Internet Policy states that employees are encouraged to use the company’s communications facilities, including email and the internet, as a fast and reliable method of communication with significant advantages for the business. However, the policy also warns employees of the dangers that the misuse of communications can pose, exposing themselves and the company to legal and commercial risks and criminal offences.

It also contains a section dealing with social networking sites such as Facebook and Twitter in terms of both their use and access at work and outside of it. The policy gives the employer the option to block the use of, and access to, such sites from company facilities. Further, the policy seeks to remind employees of the duty they owe to their employer, and lays down guidelines for any blog or posting which could identify the poster as an employee of the company.

The Communications, Email and Internet Policy includes a section on monitoring of email and internet usage. This is particularly important for employers because if employees are not told that monitoring of emails or internet use will occur, then a breach of the Regulation of Investigatory Powers Act 2000 or the Telecommunications Regulations 2000 may occur.


Disciplinary and Grievance


At some point, every business will have to deal with disciplinary matters and employee grievances. A grievance can be defined as a problem, concern or complaint that an employee wants to raise with his or her employer.

All companies must have written disciplinary and grievance rules and procedures that comply with the ACAS Code of Practice. You should always follow these rules and procedures in order to treat your employees fairly and have the best chance of avoiding expensive and time-consuming tribunal claims. If an employee makes a successful tribunal claim and it is found that you have not followed a fair process, then the employee may be awarded additional compensation.

Types of such policies are:

Grievance Procedures
Disciplinary Policy and Dismissal Procedures
Suspension Policy and Suspension Letters
Misconduct and Gross Misconduct
Poor Performance and Capability Problems
Qualification Disputes
Appeal Notices and Hearings

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