Assessment 1 – Biz Documents
BSBADM506 Assessment 1
Clarke & Co
Part 1 – Establish Document Standards
Types of Documents
a) ensure format of documents is appropriate to purpose and intended audience for document
All documents must be appropriate to their uses. The documents must be written to help the audience understand and read easily.
b) displays information in a way that enhances readability
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) outline how documents should be named & stored
Documents must be named with all-capital letters and stored into their appropriate folders. They should also have the date that it was created.
i. font – Arial 12
ii. spacing – 1.15 spacing
iii. bullet and numbering – bullets and standard and number are default
iv. headings – headings must be Bold and Underlined and size 14
v. margins – Margins are 2.54 top, bottom, left and right
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 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:
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
Prospectus of the company
Insert the text of your problem statement here. Refer to the sample in the Dissertation Prospectus guide for an example of this section.
Insert the text of your purpose statement here. Refer to the sample in the Dissertation Prospectus guide for an example of this section.
Assessment 1 – Biz Documents
Last updated: Sep 2023
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