Employment documentation can cover a variety of material such as; employment contracts, letters of offer, letters notifying the employee of proposed disciplinary action, letters notifying the employee you wish to change their working conditions, letters to employees notifying them of salary increase/decrease and letters terminating employment.
The short answer is all your documents should be in order, but the ones you should be thinking about are Employment contracts, letters regarding disciplinary actions and letters ending an employee’s employment.
This is a difficult question to answer, a good place to start is to undertake some type of audit to see what you have and think about which ones you want to have.
We can prepare template documents for you to use across your business with all of your employees. Whether that be new employees, employees who are being promoted to higher duties or employees exiting the business. We encourage you to engage us to prepare these templates for you to use within your business.
Check first to see if you have a policy on this point and refer to it if you have. A letter is fine but if it needs a more personal touch then you can have one-on-one meetings or a group meeting for these types of issues.
It is a legal requirement to provide a letter of termination. Make sure you have the date of termination in it and it is usually a good idea to make sure the employee knows what entitlements they will receive as well as an understanding as to why they are being terminated.
Every employee and employer relationship is a contractual one with or with a written contract. If you present a contract after employment commences then you need to be prepared for that employee to refuse to sign it.