Human Resource Policies

WHAT IS THE FUNCTION OF HR POLICIES? 

Human Resource (HR) policies are meant to provide frameworks for an organization, within which consistent decisions can be made, and through which equity in the way people are treated can be promoted. The implementation of strong HR policies can help an organization demonstrate, both internally and externally, that it meets the requirements for diversity, ethics, and training required in today’s workplace, and meets its commitments regarding regulation and corporate governance of employees(Petersen, 2019).

HR policies set out obligations, standards of behavior and document disciplinary procedures (among many other things). Their specific function can vary widely, including but not limited to:

• Providing clear communication between an organization and its employees regarding their condition of employment
• Forming a basis for treating all employees fairly and equally.
• Setting and managing employee expectations.
• Establishing guidelines for supervisors and managers.
• Forming a basis for developing the employee handbook.
• Communicating the organization’s goals and values.
• Creating a basis for regularly reviewing possible changes that affect employees.
• Providing a ‘how-to’ on how to apply policies across all levels of an organization.
• Forming a context for various programs, such as supervisor training programs and employee onboarding and orientation programs.
• Ensuring all policies are aligned to legal requirements and best practices.
• Creating a common and healthy working environment.
• Giving a clear picture of career growth in the organization.

WHY IS IT IMPORTANT TO HAVE DEFINED HR POLICIES IN PLACE? 

Defined HR policies in the workplace should be a principle objective for any Human Resource department. In a 2018 Small Business Compliance Survey conducted by Comply, it was found that while 84% of businesses offered employee handbooks and formal written policies, and 85% required its employees to acknowledge receipt of these policies, there were some essential policies not stipulated clearly within the workplace. For example, 56% of these small businesses did not have a formal weapons policy in the workplace, and 47% did not have a social media policy(Petersen, 2019).

ESSENTIAL HR POLICIES 

At-Will Employment Policy

This policy reiterates that both an employer and employee can terminate the employment relationship at any time and for any reason, providing said reason is lawful.

Anti-Harassment and Non-Discrimination Policy

These policies prohibit harassment and discrimination from taking place in the workplace. These are always governed by federal, state, and local provisions, so it is important to review the applicable laws and account for all the appropriate protections when stipulating this policy.

Employment Classifications Policy

It is an HR best practice to clearly define employment classifications. This can include full-time, part-time, exempt, or non-exempt. These can dictate their eligibility for benefits and overtime pay, so it should be a principle policy to clearly stipulate all employee classifications.

Leave and Time-Off Benefits Policy

These policies should address your organization’s rules and procedures regarding holidays, vacation, sick, and all other types of time off benefits. It should also cover leave required by law, such as voting leave, family leave, and domestic violence leave. Review your regional laws to ensure all leave requirements are included in your HR policies.

Meal and Break Periods Policy

A clear policy on meal and break periods ensures employees are well-informed on the frequency and duration of said breaks, as well as any additional rules or restrictions relating to them. Regional laws may stipulate specifications relating to lactation breaks, rest periods, and meal periods, so ensure your policies align with those(Hamel, 2011).

Timekeeping and Pay Policy

A timekeeping policy keeps employees informed of the appropriate method for recording their time worked, as well as the importance of accurately recording their time. Policies on pay periods communicate the frequency of paydays to employees, the methods available for receiving payment, and any special procedures that may take place should a payday fall on a holiday or when the employee is absent from work.

CONCLUSION 

Just like societies need laws to establish order and common understandings, all businesses need strong and effective HR policies. Regardless of your company’s size, location, or industry, HR issues will inevitably arise, and require you to dispel time and energy away from other business activities in order to address them. Having a strong set of HR policies in place can help alleviate this load, systematically setting expectations for performance and growth and carving a pattern of disciplinary measures and operational guidelines to keep employees on track towards success.

VIDEO LINK

https://www.youtube.com/watch?v=I-lniSLkr3E&ab_channel=GreggU

REFERENCES 

Hamel, G., 2011. How Does a HR Department Affect an Organization? 4th ed. Manchester: Peter.

Petersen, L., 2019. Human Resource Training. 3rd ed. London: Mayhew.