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Included in this service:

  • Distribution agreement
    Use this document to create a distribution agreement where one business, typically a manufacturer, supplies goods to another for resale or onward supply. To use this document, the business supplying the goods must present the distributor with standard conditions of sale and a standard price list. The agreement will set out the obligations of the distributor and supplier and the terms under which they do business. This document is drafted in favour of the supplier and so may not be suitable if you are the distributor.
  • Employee disciplinary appeal hearing letter
    This document creates a letter to an employee asking him or her to attend a formal disciplinary appeal meeting after the employee has appealed a decision taken at a disciplinary meeting to take disciplinary action against him or her. It is designed for general use. The employee is invited to attend the appeal meeting to reconsider or review the allegations made against the employee and/or the disciplinary action taken.
  • Employee disciplinary meeting letter
    Use this document to create a letter to an employee asking them to attend a formal disciplinary meeting. The letter is designed for general use. At the meeting the employee will be able to explain his or her conduct. After the meeting you should formally notify the employee of the decision that was made.
  • Employee disciplinary meeting outcome letter
    Use this document to create a letter to notify your employee of the outcome of a disciplinary meeting. The decision can be that no disciplinary action be taken, or that an oral warning be given, or that a written warning or a final written warning be given. If the decision of the disciplinary meeting was to dismiss the employee following repeated disciplinary action, then you should use the Rapidocs document 'Employee dismissal letter following previous disciplinary action' rather than this document. If the decision is to summarily dismiss the employee on account of their gross misconduct, you should use the Rapidocs document 'Employee dismissal letter for gross misconduct'.
  • Employee dismissal letter after previous disciplinary action and an appeal hearing
    Use this letter to dismiss an employee after he/she has appealed a decision to dismiss made at a disciplinary meeting, but the decision following the appeal hearing is still to dismiss. If the decision after the appeal hearing is not to dismiss, use our document ‘Employee formal appeal hearing letter’ instead of this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use our document 'Employee dismissal letter for gross misconduct after an appeal hearing'. Please note that in order to use this letter, the employee must have been the subject of repeated disciplinary action due to their poor performance and/or professional misconduct and must have been dismissed using a valid disciplinary and dismissal procedure.
  • Employee dismissal letter following previous disciplinary action
    Use this document to create a dismissal letter to an employee following previous disciplinary action and a final disciplinary meeting. This letter is the final step in the disciplinary process where the employee has previously been given at least two written warnings and has had previous meetings to discuss the matter and to give excuses and reasons. If, on the other hand, you are summarily dismissing on account of gross misconduct, you should use the 'Employee dismissal letter for gross misconduct' document instead of this one.
  • Employee dismissal letter for gross misconduct
    In cases where an employer needs to immediately dismiss an employee on account of gross misconduct, this letter should be used. Gross misconduct might include such actions as physical violence, extremely serious insubordination, or serious incapacity through an excess of alcohol or drugs. This letter must be used in accordance with a valid disciplinary and dismissal procedure.
  • Employee dismissal letter for gross misconduct after an appeal hearing
    This letter should be used when an employee has appealed a decision to dismiss on account of gross misconduct and the decision of the meeting is still to dismiss. At this appeal hearing the employee should have been given the opportunity to explain his/her conduct and why the disciplinary action taken should not have been implemented. Please note that if the employee has been successful in appealing against a dismissal, you should use our 'Employee formal appeal hearing letter' instead of this letter to formally notify the employee of the result of the appeal hearing. If the decision following this meeting is to dismiss but not on account of gross misconduct, you will have to use our document 'Employee dismissal letter after previous disciplinary action and an appeal hearing', rather than this one.
  • Employee formal appeal hearing outcome letter
    Use this document to send a letter to your employee following a formal appeal hearing. The letter will inform them of the outcome of the meeting, which can include that no disciplinary action be taken, that your employee receive an oral warning, a written warning or a final written warning. If the decision following this meeting is to dismiss, you will have to use the 'Employee dismissal letter after previous disciplinary action and an appeal hearing' document, rather than this one. If the decision following this meeting is to summarily dismiss on account of their gross misconduct, you will have to use the 'Employee dismissal letter for gross misconduct after an appeal hearing' document.
  • Employee suspension letter pending investigations of allegations
    Use this letter to formally suspend an employee while you conduct an investigation into allegations made against him or her. It is designed to temporarily remove an employee from his or her post when that employee's continued presence in the workplace may involve risk, danger or embarrassment or may be prejudicial to good discipline. Note that suspension is not a punishment and, as such, there should be no loss of normal pay or pension entitlement.
  • Domain name transfer agreement
    A domain name is property and capable of ownership - it may be bought and sold - and this agreement records the sale of a domain name from one person or business to another. Currently in the UK there are no formal requirements for domain name sales or transfers to be evidenced in writing. Nevertheless, it is sensible to have a written agreement so that appropriate warranties and assurances are given.
  • Privacy and cookie notice for a website

    If your business has a website, you'll probably use to it collect and store information from people who visit it, either by asking for it directly or by putting a cookie on their web browser.

    Under the EU General Data Protection Regulation (GDPR), you need to tell people about the information you hold, including how you'll use it and for what purpose. You also need to tell them about their privacy rights and how the law protects them. You can use this privacy notice to do this (it's sometimes also known as a privacy policy or privacy statement).

    If your website doesn't have anywhere for users to enter information and doesn't use cookies, then you don't need this document.

    You should also use our 'Terms of use for a website', which govern use of your website generally. If you make sales (i.e. take payments) via your website, you may also need our 'Terms and conditions for selling consumer goods or services on a website'.

  • Employment agreement
    Employers should use this employment agreement when taking on new members of staff. This agreement must be given to the employee within two months of starting. Failure to provide employees with a written statement of employment within two months is unlawful and could result in costly appearances before an employment tribunal.

    This agreement covers issues such as sick pay and incapacity, holiday entitlements, lay-offs, pension schemes, references, medical reports, company cars, restrictive covenants, disciplinary procedures, confidentiality, share option schemes, home working, teleworking and part-time working, among others. This agreement should be used in conjunction with an employee handbook containing more detailed HR and employment policies.
  • Employment statement
    This document prepares a set of standard terms and conditions of employment. It is designed for use by employers who wish to have a very simple employment contract in place. By law, all employees must receive written particulars of the terms of their employment within two calendar months. It is recommended that you use this employment statement in combination with an employee handbook.
  • Employee handbook
    Use this 'Employee handbook' to set out all the non-contractual issues relating to employment, including key administrative procedures. By doing so, and by complying with the policies and procedures set out within it, you will minimise the risk of potential employee lawsuits, such as discrimination, harassment and unfair dismissal and reduce the risk of having to appear before an Employment Tribunal, which can cost thousands of pounds. In addition to all the subjects which must be included in the handbook, such as maternity leave and grievance procedure, etc., there are also optional clauses which you may choose to include. These include clauses relating to company cars, dress code, alcohol and drug testing, bonus schemes and stress at work, amongst others. We recommend that this document should be regularly reviewed and updated to ensure that it complies with future amendments to employment legislation.
  • Privacy notice for employers
    As an employer, you'll inevitably collect, use and store personal information about your current and prospective staff. Under the Data Protection Act 2018 and the EU General Data Protection Regulation (GDPR), you need to tell them what information you hold, how you'll use it and for what purpose. You also need to tell them about their privacy rights and how the law protects them. You can use this privacy notice to do this. It's suitable to give to both job applicants and current staff (whether they be employees, workers or contractors).
  • Privacy notice for landlords
    As a landlord (or licensor), you'll inevitably collect, use and store personal information about your tenants or licensees. Under the Data Protection Act 2018 and the EU General Data Protection Regulation (GDPR), you need to tell them what information you hold, how you'll use it and for what purpose. You also need to tell them about their privacy rights and how the law protects them. You can use this privacy notice to do this. It's suitable for landlords of residential or commercial property.
  • Partnership agreement
    This partnership agreement is in accordance with the Partnership Act 1890 and provides a contractual framework under which the partners should conduct themselves at all times. The agreement includes provisions in relation to the key elements that define a partnership such as management, finances and partner regulation. In addition the agreement offers many optional clauses such as those in relation to insurance, maternity, paternity and adoption leave. This document is suitable for small to medium sized partnerships of no more than twenty partners. Please note that this document is not suitable for those intending to form a limited liability partnership.

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