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Sample HR Policies

sample hr policies

Human Resource policies offer a framework to address employee concerns. By setting clear standards, HR policies ensure all employees are treated equally and consistently.

Human Resource policies help organizations comply with employment laws, streamline processes and increase transparency. For success, HR policies must be specific, uniform and adaptable.

1. Employee Handbook

An employee handbook provides both new and current employees with essential information regarding employment with your company, such as payroll procedures, employee rights and essential business-related data. Furthermore, it should provide an overview of company culture and objectives; for example defining whether your company offers full or part-time work and setting out attendance policies as well as discussing recruitment procedures and equal employment practices.

Your employee handbook should outline what disciplinary actions will be taken if an employee violates any company policies, providing your team with an understanding of what the consequences will be if any regulations or policies are broken.

Finally, an employee handbook should describe how employees can voice any issues regarding working conditions or job performance. Employees need to know they can come directly to you with any problems rather than going outside for help or filing court cases against their employers.

Once your employee handbook is written and ready for distribution, make sure it reaches every member of your team. This can be accomplished in multiple ways; physical copies could be given out directly or uploaded into an internal knowledge base or document management system for easy searchability by team members. Ensure all content can easily be located by searching within it for information they might require.

2. Employee Contract

An employee contract is a legally-binding document that outlines the obligations of both employer and employee during their working relationship. Also referred to as an employment agreement, this agreement specifies terms such as salary, benefits, vacation time etc. A properly drafted contract can help reduce risk for misunderstands or conflicts as well as save companies a lot in legal fees.

Employee contracts often contain provisions for compensation, work-from-home arrangements, leave policies for both maternity and paternity leave as well as non-compete clauses (if applicable) as well as expected work hours such as whether new hires must work weekends or take certain nights off each month.

Your company could benefit greatly by adopting recruitment software with applicant tracking systems and offering automatic offer letters with customized contract templates to candidates, speeding up deal closing and decreasing paperwork management burden. Consider Juro, an HR automation platform which assists HR managers streamline offer letter production while improving hiring metrics; its free app makes creating offer letters and employment contracts for temporary and permanent jobs easy – the ideal solution for HR teams wanting to prevent losing top talent or facing lawsuits for wrongful termination lawsuits.

3. Employee Agreement

An employee agreement is a document that sets forth the terms and conditions of employment. It can include details like job description, salary, benefits and working hours as well as non-compete clauses which stipulate that once leaving, employees cannot work in similar industry for specified period after leaving employer.

Other sections may address whether an employer can terminate a contract at any time and how many days notice is needed from employees to give notice. It could also list sick and vacation days an employee is eligible to use; some templates also provide space for listing policies, rules and regulations of their company.

Contracts should also include clauses that outline who owns intellectual property and confidential information, stating that all aspects pertaining to its business, such as ideas, concepts, techniques, inventions processes works of authorship confidential information trade secrets etc are owned by the company and employee must keep customer relations fees revenues confidentially exclusive of other organizations. Furthermore, such a contract might contain an anti-solicitation clause prohibiting employee from soliciting any customers of said company for an indefinite period after contract termination has passed.

4. Employee Termination

There may come a time when it becomes necessary for you to let an employee go due to poor performance or misconduct. Although difficult conversations must be had about this topic, certain steps must be taken in order to comply with state and federal law regarding employee termination.

Make sure to create a script of what you intend to say beforehand, which can ensure you don’t say something that is misinterpreted and prevent any possible misunderstandings. Avoid having this discussion in front of coworkers who might become upset; their anger could escalate and become legal risks if it goes public. Instead, choose an inconspicuous place such as at the end of a workday when there will be less employees present – something like choosing a private location could work better.

At termination interviews, it can be helpful to have another member of your organization present to help defuse tension or answer questions related to severance pay, payroll and benefits issues such as COBRA.

Be ready to explain how the position will be filled or how the search process for finding new hires will go, including notifying former employees when their final paycheck and benefits coverage end (if applicable). Furthermore, update their status in your company database so they won’t accidentally be paid or given a W-2 at year-end.

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