ass1 manage business docs
Survey/questionnaire that can be used to identify types of documents used and required by the organisation.
Does the company has the professional forms?
How many type of the document they have ? please list the comment below
Do they have email guideline ?
Do they have letter guideline ?
Do they have the processional form of financial section such as the receipt , stock list
What type of the document that the company need to improve ?
Does the company separate the document in each sections ?
a) The purpose of the documents should always be considered because the document must be made to be easy to understand for the audience.
b) Title should provide a good identification of the document. Font must be standard and consistent and colours should be as simple as possible. Darker colours are better because they are easier to read.
c) Documents must be named correctly and stored into the appropriate folders. They should also have the date that it was created.
i. font – Arial 12 or 14
ii. spacing – 1.15 or 1.5 spacing
iii. bullet and numbering – circle dot bullet points only
iv. headings – Headings must be Bold and size 14
v. margins – Margins are 2.54 all around......
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 nor 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.
Part 2 – Manage template design and development and develop standard text for documents
Human Resource Department
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