The Must-have HR Policies for Your Organization

HR Policies and Examples

It’s easy to put off writing up your corporate HR policies and practices, especially if you’re in charge of a startup or a small company. You may have other, more essential issues to address, or you may simply have a small workforce and wish to keep things casual and amicable. 

While trust between the employer and the employees is critical, a lack of clear and transparent instructions is almost certain to result in misunderstandings. Don’t wait for problems to emerge before having your policies in place. Establish clear ground rules for your employees, preserve your employer rights, and keep your team on the same page.  

Human resource policies are a necessary basis for a company’s proper functioning. These rules are the guiding force that instructs the organization and its employees on how to operate and conduct themselves in order to provide a safe and secure working environment for everybody. 

HR policies that are essential for any organization 

Your HR rules should reflect the fact that the workplace is continually evolving and upgrading. The regulations you need to include in your organization will vary depending on a variety of factors, including your company’s size, location, industry, and special needs. However, regardless of the conditions, most companies consider many key policies to be essential. 

At-Will Employment 

If employees are at-will, state it at the start of the employee handbook. This indicates that either the employee or the employer can terminate the employment at any time, as long as the reason is legal. For at-will employment criteria, check local and state regulations as well. 

Recruitment Policy 

The recruitment policy typically outlines the criterion for candidate selection as well as the onboarding process for new employees. Include any employee referral programs you have in this policy. 

Code of Conduct Policy 

The company’s expectations of its employees in terms of behavior are outlined in the code of conduct, which defines what is permissible and what is not, as well as maintaining the workplace safe and comfortable for everybody. It usually deals with situations like: 

Dress code 

Use of social media 

Punctuality 

Use of alcohol and other drugs 

Bullying and harassment 

Leave Policy 

Every company should have a good leave policy in place to provide employees a clear picture of how many days of vacation they are entitled to each year. A correct bifurcation of the leaves into paid leaves, sick leaves, or casual leaves, for example, should be included in the policy. It is also necessary to note public holidays. 

Health and Safety Policy 

Workplace injuries can happen to anyone, irrespective of the industry. The health and safety policy lays out the processes and obligations of all employees in order to maintain the workplace safety for all. 

Assist employees in understanding emergency and safety protocols. It’s critical that any work-related injury be reported as soon as possible, so make sure your employees know how to report workplace incidents. Look for industry-specific safety practices that you may need to implement in order to comply with Occupational Safety and Health Act regulations. 

Termination Policy 

The termination policy, on the other hand, specifies how and when an employee should give their resignation, as well as the amount of notice required. It may also provide a list of employee acts that could lead to termination. 

These can include a variety of regulations, such as attendance policies and anti-harassment policies, and they must include reasons for disciplinary action that could lead to termination. These regulations should clearly spell out how disciplinary proceedings will progress, such as from verbal to written warnings. 

Benefits and Compensation Policy 

Your employees need to know when they’ll be paid, how they’ll be paid, and what benefits they’ll get. The policy should specify the frequency of payroll and payment methods, as well as any other benefits your company provides, such as medical coverage, wellness programs, bonuses, and allowances. 

Employee perks and payroll frequency should be covered by compensation policies. It should also include information about how employees are paid (for example, direct deposit) and any additional benefits, such as education reimbursements. 

Sexual Harassment Policy 

To develop a safe work environment for employees at work, companies must take or enforce definitive rules, human resource policies, and regulations. This is not only a legal need, but it should also be a moral imperative for the organization. 

This involves establishing an Internal Complaints Committee in every company with more than ten employees to investigate sexual harassment complaints made by people at work. 

Expense Policy 

Explain how expenses should be handled when employees go on business trips or plan team events, for instance. Describe the costs that can be reimbursed and the process for doing so if they are asked to spend their own money. 

Attendance and Remote Work Policy 

This policy specifies if the employees are required to work from the office or from home. Consider providing necessary procedures, such as how to seek a home office allowance, if your team is authorized to work remotely. 

Bottom-line

HR policies are not static due to current events and changes in the business sector. In a changing environment, staying on top of workplace trends can help you keep on top of best practices and safeguard your firm. As your company grows, policies will evolve, and they should support your overall human capital management efforts to help your people advance in their careers while keeping your company fluid and adaptable. 

Which HR policies are the most important? That depends on your organization, its location, industry, size, and what benefits your employees the most. Many rules are required by law, and others are simply common and expected to be included. 

And to make these policy development process even more effortless, you can also refer to HR toolkit that serves as resource for all the HR policies you may need to set up for your organization.  

Contributing Author
Bhagyashree

Content Writer

Bhagyashree Shreenath is a full-time Content Writer at Keka Technologies. She is very passionate about writing and loves to write about the gaps in organization & human resource management strategies to handle the related concerns. When she isn’t writing, you will find her reading a book, or exploring new places.

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