HR policy is mandatory for every organization. They can direct employees and managers what is expected of them, ensure that everyone is treated consistently and prevent problems, including legal issues. HR policies guide recruiting, work processes, compensation, vacations, training, promotion, work environments, firing, and other important functions. It also defines how the organization deals with people and assets. HR managers developed them with the help of corporate management.
It’s important to list the policies before problems arise so you know how to respond to them. The purpose of human resource policy is to create a framework for the organization so that managers can make consistent decisions and ensure that people are treated fairly. Implementing an effective HR policy can demonstrate that you can meet ethical, diversity and training requirements. An HR policy also helps your company enforce management and staffing policies.
Although the specifics of each organization’s HR policies may vary, they should all be based on employment best practices and regulations. The personnel policy must be transparent and must be applied generally to all employees.
So, what are the best and necessary HR policies that your business should have? Here is a list of 12 policies that you can try implementing.
- Recruitment policy
- At-Will Employment
- Conduct Policies
- Employment Classification
- Non-Discrimination and Anti-Harassment
- Safety Policies
- Reasonable Accommodation
- Compensation Policies
- Bereavement Policies
- Resignation or Exit Policies
- Local and State Laws
- Referral Program Policies
Let’s explore some of them.
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Recruitment policy
Previous employment policies include forms such as new job applications, recommendations, and evaluation forms. A formal onboarding process that includes tax forms. Consider standardizing the processes of interview, selection and contract or offer letters.
Conduct policies
The purpose of the Employee Conduct Policy is to keep the work environment safe and comfortable for everyone. These include sexual harassment, alcohol, and anti-discrimination policies.
Reasonable accommodation
If required by disabled or sincerely religious employees, the law may be required to provide a reasonable accommodation. State and federal laws may apply, so be sure to understand what the law requires and then document and communicate policies about how employees can make requests and what accommodations are made. Even if employees do not put the request in writing, be sure to document each request and all actions taken.
Compensation policies
Payroll policies should include employee benefits and pay rates. It should also include how employees are paid and any special benefits such as training allowances.
Resignation or exit policies
Explain how employees should leave the company when they are ready to leave. Include information on how to retire, desired notice period and exit interview policy. Also list the reasons for involuntary termination.
Local and state laws
Labor laws vary from region to region. Understand what your local and state laws require and include any changes in your employee handbook. For example, wage and overtime laws, leave requirements or accounting rules may differ.
