Sales Job Descriptions and Communications Policy
Job Descriptions• Sales Manager
• Sales Representative
This month, we have added two new job descriptions to our Job Description sub-Folder: one for Sales Managers and one for Sales Representatives. As an employer, once you have decided to recruit for a role, your first step should be to prepare a detailed job description. The purpose of a job description is to clarify the key duties and responsibilities of the role and define the background and skills of the type of person who could most effectively perform the role.
The Sales Manager and Sales Representative Job Descriptions will help employers who are recruiting for roles of this type. The job descriptions are worked examples that should be altered to reflect the specifics of the role as it applies to your business.
More job descriptions will be added to this sub-folder in the upcoming months.
Communications PolicyThe use by employees of both the company’s telephone system and their own mobile phones in the workplace can give cause for concern. We have now updated and expanded our Communications, Email and Internet Policy to include a section on the use of the Company’s telephone system and individuals’ mobile phones in the workplace.
Compromise Agreements – Ambiguity to be removedOver the last year or two, there has been some confusion over the validity of Compromise Agreements, where the Agreement was being used to exclude the possibility of a potential discrimination claim by an employee or former employee.
Due to a drafting error in the Equality Act 2010, there has been some doubt over who could advise the employee (or former employee) and sign the “statement by the claimant’s legal advisor” at the end of the compromise agreement.
The Equality Act 2010 appeared to provide that a lawyer/legal advisor advising an employee on their compromise agreement was not an ‘independent legal adviser’ for the purposes of the Equality Act, and thus could not advise on the compromise agreement and sign the statement.
This ambiguity will shortly be removed by the implementation of the Equality Act 2010 (Amendment) Order 2012, which will come into force on 6th April 2012.
Following implementation of the Order, there will be no need to refer such employees to ACAS to obtain their ‘independent legal advice’.
The contents of this Newsletter are for reference purposes only and do not constitute legal advice. Independent legal advice should be sought in relation to any specific legal matter.