INTRODUCTION TO HUMAN RESOURCE POLICY

Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. These policies, when organized and disseminated in an easily used form, can serve to preempt many misunderstandings between employees and employers about their rights and obligations in the business place.

HR Policies1.Recuitment Policy2.Leave Policy3.Medical Policy4.Termination Policy 5.Expences 6.Allowances Policy

RECRUITMENT POLICY

Purpose :- A recruitment and selection policy with the most suitable candidate.

Philosophy :- Believing in equal opportunity in employment practices without discrimination on the grounds of race, religious beliefs, color, gender, sexual orientation, physical disability, mental disability, ancestry, place of origin, age, marital status, source of income or family status. EMPLOYMENT OFFERSOffers will be written and include all terms of employment including:- -Job Title -Rate of Pay -Pay Period information -Eligibility for benefits Way will sign an oath of confidentiality. Information about hours of work and overtimecompensation will be included for eligible employees.

LEAVE POLICY

A Leave Policy is a set of rules, procedures and guidelines established by organizations in accordance with applicable federal and local laws, which govern the process, timeframes and reporting procedures for time taken off work.

Leave or  time off policies determine the type and amount of time that can be taken off work, how such time will be reported and paid, and the process for requesting time off. Without a leave policy, it would be impossible for organizations to effectively manage their workforce and appropriately allocate resources.

Various kind of leave 1. Sick and Personal Leave 2. General Leave 3. Educational Leave

HEALTH AND SAFETY POLICY

A health and safety policy sets out your general approach and commitment together with the arrangements you have put in place for managing health and safety in your business. It is a unique document that says who does what, when and how.

The policy is usually made up of three parts:-

1. A Statement of Intent (what you intend to do) - A written policy statement which shows your staff, and anyone else, your commitment to health and safety.

2. Organisation details (who will be involved) - This section names those who will have responsibilities for health and safety matters in your company.

3. Arrangements (how you will put it in place) - This section explains how you will control the main hazards that have been identified in your risk assessment.

ROLES AND RESPONSIBILITIES FOR HEALTH AND SAFETY POLICIES

1. Board of Directors Is responsible for developing and endorsing the Health and Safety Policy 2. The Executive Director Is appointed and delegated by the Board as the officer having responsibility for developing appropriate Health and Safety procedures.

3. Department Managers Managers are directly responsible for ensuring all processes and procedures used in their departments meet Statutory and Health and Safety requirements. 4. Volunteers And Employees All employees and volunteers are required to take an active role in protecting and promoting their health and safety on site and that of others with whom they work.

TERMINATION POLICY

Terminations are to be treated in a confidential, professional manner by all concerned. Supervisors and the executive director will ensure thorough, consistent and evenhanded termination procedures.

Important terms

Termination with cause: puts the onus on the employer to show that an act by an employee has seriously impacted, or a further similar act could seriously impact the organization.

Termination without cause: usually requires advance notice and/or compensation be given to the employee. In the voluntary and non-profit sector, termination without cause is often the result of restructuring the organization or changes in funding.

Wrongful dismissal: is a legal claim about the cause or notice given to the employee when they are terminated. Constructive dismissal is when there is a significant change in the employment relationship, for example, the employer significantly reduces an employee's salary or makes a significant change to an employee's work location, hours of work, authority or position (without the employee being separated from the organization). You want to avoid both of these.

EXPENSES AND ALLOWANCE POLICYA policy on expenses and allowances sets out arrangements for employers to cover costs for employees' travel and other employment related activities.The Financial Ombudsman Service will reimburse employees for reasonable expenses wholly, necessarily and exclusively incurred in connection with its business. Employees should not be either financially disadvantaged or advantaged because of genuine business expenses.

Conclusion

HR policy have the potential to impact, in one way or another, every person in the company, including the owner. Proposed changes should be examined carefully and in consultation with others in the organization who may recognize potential pitfalls that other managers, or the business owner herself, may have failed to detect. Once a change in policy is made, it should be disseminated widely and effectively so that everyone within the business is working from the same human resource policy at all times.