HUMAN RESOURCES Templates

FIC Consulting recognises that budgets are strained and yet it does not diminish your need for HR Support. In response to that and in an effort to maximize the delivery of important information related to several HR competencies, we have developed templates that are topic-related and now available to use for a low cost.

Designed to meet the needs of small business.

Each template is marketed to provide a summary of what is contained within it as well as provides detailed instructions on how to handle specific things. Whether it is understanding recruiting or just understanding some basic HR concepts, you can purchase a template to meet your needs. Click on a row to learn more about that particular training and how it may benefit your business.

Disciplinary Code Policy Template - R450

Disciplinary action must be substantively fair, as well as procedurally fair. Dismissal without a valid fair reason and not in compliance with a fair procedure was explicitly defined as an unfair labour practice in the Labour Relations Act of 1995.

Procedural fairness is generally taken care of by the disciplinary procedure while the substantive aspects, i.e. the specific behaviour of employees, are the province of the disciplinary code.

The best approach is to communicate this policy during new-hire orientation. You should ask for a signed acknowledgment from employees to indicate that they have received and understood the policy.

Number of pages
7

Contents
1. Introduction
2. Codes
3. Note
4. Guideline Chart (A total of 61 offences listed)
– Absence & Time Keeping
– Company / Client
– Safety & Health
– Behaviour and conduct
– General offences

Who should have this?
Perfect for all size businesses from various industries within South Africa.

Mobile Device usage Policy Template - R380

The rapid growth of technology has increased the need for workplace cell phone policies. Millions of employees in South Africa take personal devices to work daily but using cell phones on the job presents safety hazards and potential liability issues.

Employers should develop formal, written guidelines on cell phone use while driving for any employees that operate a vehicle for business purposes. Banning workers from calling and texting on the road prevents accidents and shows a commitment to safety.

Number of pages
3

Contents
1. Introduction
2. Scope
3. Personal Cell Phones
4. Company Cell Phones
5. Condition for Cell Phone use
6. Using of Video or Audio
7. Consequences for perpetrators
8. Authority to Approve

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa.

Disciplinary Policy and Procedure Template - R450

An effective disciplinary policy and procedure is a valuable management tool in avoiding allegations of inconsistency in the treatment of employees and minimising the risk of an action for unlawful discrimination, constructive dismissal, or procedurally unfair dismissal.

Number of pages
8

Contents
1. Introduction
2. Disciplinary Guidelines for Management
3. Precautionary Suspension
4. Disciplinary procedure
– Verbal Warnings
– Written Warnings
– Disciplinary enquiries
– Disciplinary enquiry appeals
5. General

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa.

Substance Abuse Policy Template - R450

A substance abuse policy is a policy in an organisation that outlines the expectations for employees regarding drug and alcohol use. This policy may also outline the consequences for employees who violate the policy. Substance abuse policies are common in organisations that have a safety-sensitive workforce, such as those in the transportation, construction, and healthcare industries.

Number of pages
4

Contents
1. Introduction
2. Scope
3. Employee duties
4. Illegal drugs and alcohol
5. Social Functions
6. Prescription drugs and over-the-counter medications
7. Commencing or continuing work
8. Drug and alcohol testing
9. Interview procedure
10. Breach of policy
11. Authority to approve

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

Fixed Term Contract of Employment - R450

A fixed-term employment contract is defined as a contract where a company hires an employee for a specific time. Fixed-term contracts, also known as limited-term contracts, establish a start and end date for an employment agreement.

Fixed-term employees are often hired as a cover for an absent employee, to fill a human resources gap, or to staff a large project. In most instances, a fixed-term employment contract is drafted for a period of several months to one year.

Number of pages
11

Contents
1. Commencement
2. Probation
3. Undertakings by the Employee
4. Place of work
5. Job Description
6. Termination of Employment
7. Remuneration
8. Deductions
9. Overtime
10. Codes, Procedures, and Policies
11. Covenant not to compete
12. Non-Solicitation
13. Hours of work/Number of working days
14. Annual Leave
15. Sick Leave
16. Public Holidays
17. Family Responsibility Leave
18. Return of Assets and records on termination of this agreement
19. Confidentiality
20. Interventions, discoveries and copyright clause
21. General
22. Domicilium citande et executandi
23. Entire contract
24. Variation, cancellation, and waiver
25. Indulgences

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

IT Acceptable Use Policy - R450

Protect your business

If your business deals with potentially sensitive and private customer data, you want to create a policy that includes how you handle this data so both your customers and your employees know and understand how the data is to be handled and protected. This will increase both your customer and employee confidence and help them deal with any potential problems that may occur in the future.

Protect your employees

Studies have shown that almost all employees will lose focus during the day and may even wander onto their favourite social media site or send the occasional personal email or two. Because of this, it is important to have a policy that spells out how you the business owner expect the Internet and email to be handled and how much privacy an employee can expect when using these services at the office.

Number of pages
7

Contents
1. Introduction
2. Scope
3. Purpose
4. User Responsibilities
5. Availability and Access
6. Personal Use
7. Data Protection
8. Privacy
9. User’s Obligations
10. Computer Equipment
11. Internet Access
12. Electronic mail
13. Social Media
14. Software
15. Prohibited Activities
16. Enforcement
17. Authority to Approve

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

Grievance Policy & Procedure Template - R450

A grievance process is designed to give employees and employers a fair and objective system to raise and review serious issues and complaints without bias.

A formal grievance procedure should support employees to raise concerns about a safe working environment without fearing any negative repercussions. The knowledge that any concerns will be taken seriously and handled fairly will help bolster staff morale and maintain productivity levels. A thorough process will help to protect employees from arbitrary decisions made by management.

Number of pages
5

Contents
1. Introduction
2. Definition
3. General Principles
4. Stages of the Grievance Procedure
5. Misconduct and Grievances
6. Collective Grievances
7. Time limits
8. Forms

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa

Social Media Policy Template - R450

A social media policy is designed to safeguard the brand’s image and encourage employees to use their accounts responsibly. It defends against legal trouble, empowers employees, and creates consistency across all channels. A social media policy has three main parts: regulations, roles, and accountability.

Number of pages
9

Contents
1. Introduction
2. Definition
3. Policy statement
4. Scope
5. Responsibility for implementation of the policy
6. Using social media sites in our name
7. Using work-related social media
8. Personal use of social media sites
9. Rules for the use of social media
10. Monitoring the use of social media websites
11. Monitoring and review of this policy

Who should have this?
Perfect for small to bigger size businesses across various industries that have an online presence within South Africa.

Permanent Contract of Employment Template - R450

A permanent employee is someone you have offered a permanent job to and typically you will have given them a contract of employment. They will be directly employed by you and will have a permanent salary along with access to any benefits on offer by the employer.

Number of pages
12

Contents
1. Commencement
2. Probation
3. Undertakings by the Employee
4. Place of work
5. Job Description
6. Termination of Employment
7. Remuneration
8. Annual Bonuses
9. Deductions
10. Overtime
11. Codes, Procedures, and Policies
12. Covenant not to compete
13. Non-Solicitation
14. Hours of work/Number of working days
15. Annual Leave
16. Sick Leave
17. Public Holidays
18. Family Responsibility Leave
19. Maternity Leave
20. Return of Assets and records on termination of this agreement
21. Confidentiality
22. Confidentiality in terms of the protection of personal information act (POPI)
23. Interventions, discoveries, and copyright clause
24. General
25. Domicilium citande et executandi
26. Entire contract
27. Variation, cancellation, and waiver
28. Indulgences

Who should have this?
Perfect for small to bigger size businesses across various industries within South Africa.

If you have reviewed your resourcing requirements and believe you need someone to fulfil the role on a permanent basis.

“I recently had the pleasure of using FIC CONSULTING, and Tiaan Dwyer. He is very professional and incredibly knowledgeable, and an absolute gentleman. He focuses on small/ medium businesses. As an owner of a small business trying to navigate staff issues and labour law is a nightmare.

Should you need assistance with anything labour related, please do not hesitate to contact him. 5 star service is what you will get. Thank you Tiaan for all your help.”

Lisa Klimke – Owner Second Chance Clothing store

HR Bundles Package

Contact Info

Based in Johannesburg but we serve clients throughout South Africa.

Contact: 079 925 5817

Email: tiaan@ficc.co.za

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