Human Resources Policies Every Company Should Have in Their Handbook
Businesses have to figure out how to make their policies obvious to employees while still complying with local, state, and federal requirements that may differ from those of other businesses in the same industry and of a similar size. An HR policy should be as effective as its implementation; thus, it’s essential to have a mechanism to record employees’ knowledge of and acceptance of that policy. The following are typical and best business practices that every company employment policy handbook should have.
Including Methods and Policies for Employee Hiring
Examples of pre-hire regulations paperwork include new position request forms, referral forms, and evaluation forms. An official onboarding process should include completing tax forms like the W-4. Consider developing a standard format for the job offer letter, contract, and interview stages.
Alterable Conditions of Employment
It should be made plain at the opening of the employee handbook whether or not employees are at will. In this case, the employer or the employee may terminate the employment relationship at any time for legal cause. Remaining aware of the rules in a specific area regarding employees’ rights to quit at any time is also crucial.
Full-time employees, part-time employees, exempted employees, and non-exempted employees are all standard categories of workers. A worker’s classification can affect their eligibility for benefits and overtime pay. The company’s employment policy handbook must mention it.
Policies Against Discrimination and Harassment
Before establishing the company’s non-discrimination or harassment policy, familiarizing themselves with local, state, and federal legislation is vital. Defining harassment and discrimination and outlining the next steps in the event of a conflict are both essential parts of any workplace policy.
After checking for obligatory industry-specific safety regulations, the employment policy handbook for the employee needs to include a section on the rules governing the reporting of accidents and injuries that occur during working hours.
Reasonable accommodation may be required under the law if a disabled or religious employee request one. State and federal requirements may apply, so it’s necessary to document and distribute procedures on how employees can submit requests and what accommodations will be made. The company should keep track of requests and responses, even if employees don’t need to submit them in writing.
Termination Procedures in Cases of Misconduct
These include rules on attendance and harassment, among others, and how they are accountable for various disciplinary actions that can lead to dismissal. Policies like this should also be outlined in the progression of reprimands, for example.
Benefits and pay periods are two aspects of compensation that need to be outlined in the policies. Outlining the payment methods, such as a direct deposit, and ancillary benefits, such as tuition reimbursement, must be done.
Human resources policies are essential for any business. They may help employees and managers understand what is expected of them, ensure everyone is treated equally, and head off potential issues before they escalate into legal trouble.
Jeff Morgan is currently associated with NetworksGrid as a technical content writer. Through his long years of experience in the IT industry, he has mastered the art of writing quality, engaging and unique content related to IT solutions used by businesses. Topics like network security, managed firewall services, managed IT services and cloud computing like Best QuickBooks desktop hosting are his favorite.