Part 1 – Establish Document Standards
Document design and production
1. Spacing One spacebar space is used between sentences. This is different from the Correspondence Protocols where two spaces are used in correspondence. Two ‘enter’ spaces are used at the end of a paragraph.
2. Numbers Numbers nine and under are written in words in texts and numbers above nine are written as numbers.
3. Headings (Calibri size 14 and Bold ) in publications (printed and online) are in sentence case for ease of reading.
4. Dot points If all dot points in a sentence are full sentences in themselves, each starts with a capital letter and ends with a full stop.
5.font : Calibri (Body ) size 12 for the body ,intro, conclusion
Document should be named and stored because when other staff would like to use it then they will find it easily and we should keep the file and divide in specific sections for easy to access and fast to use information.
1. An employee’s contract of employment may be terminated by either the employer or the employee gibing the notice required by the applicable award or the industrial relations act 1990.
2. Where the prescribed notice is not given, the employee shall be paid wages, in Lieu of notice, or the employer may withhold wages due to the employee, as the case may be equivalent to the notice not given or received.
1. Notwithstanding part 1 above, where any employee is guilty of misconduct, the contract of employment may be terminated instantaneously. In such cases there is no requirement for the giving of notice or payment in lieu of notice.
2. Where it is alleged that an employee is guilty of misconduct, the employee shall be provided with details of the allegations and be given a reasonable opportunity to respond to allegations prior to a decision being made to either terminate the employment or to issue a written warning.
1. Where it is alleged that an employee’s capacity or performance is unsatisfactory, then the following procedure should be followed. He existence of this procedure shall not prevent an employee being dismissed in accordance with part 2 above.
2. The initial discussion and direction will be provided on an informal basis by the business manager or other authorised person. The employee shall be advised that such discussion forms part of the process arising out of clause 3.1
3. If the problem/s persist the business manager or other authorised person will discuss with employee:
Input including explanations will be south from the employee
4. As a result of this discussion the business manager or other authorised person will notify the employee writing regarding those matters in question discussed per clause 3.5 above.
The notice will detail:
5. This notice will be signed and confirmed by the employee to record the discussion in (3) above. If there is a disagreement as to the content of the notice the employee shall have the opportunity for their view to be placed on the record.
6. Appropriate monitoring and counselling shall then be provided to the employee by the business manager or other authorised person.
7. Where the problem/s are not rectified through the use of the above proves, the employee’s contract of employee may be terminated.
1. At any meeting or discussion forming part of the process in part 2 or 3, the employee may be accompanied by a Union representative or other person of the employee’s choosing.
1. On request a dismissed employee will be provided with a written statement of reasons for dismissal.
Manage template design and development
2. Product list and selling price
3. Business card
4.Gift voucher design
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