hr policies

1. HR POLICIESAND
CASE STUDIES

2. HUMANRESOURCES ISTHE SETOF INDIVIDUALS
WHOMAKEUPTHEWORKFORCEOFAN
ORGANIZATION, BUSINESSSECTOR, OR ECONOMY.

3. INTRODUCTIONTO 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.

4. HISTORYOF HR

5. LETS LOOKATSOME OFTHE
HR POLICIES
1.Recuitment Policy
2.Leave Policy
3.Medical Policy
4.Termination Policy
5.Expences and
Allowances Policy

6. RECRUITMENTPOLICY
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.

7. RESPONSIBILITY
1. Human Resources is responsible
to ensure employment practices
conform to legislation and
personnel policies.
2. Department Management
approve employee selection
decisions.
3. Supervisors make employee
selection decisions.
cont.recrultment policy

8. EMPLOYMENTOFFERS
1. Offers will be written and include all
terms of employment including:-
-Job Title
-Rate of Pay
-Pay Period information
-Eligibility for benefits
2. Way will sign an oath of
confidentiality. Information about
hours of work and overtime
compensation will be included for
eligible employees.
cont.recrultment policy

9. GUIDELINES
1. Internal applicants who apply in writing for vacancies will
receive call for interview.
2. Recruitment activities may be conducted externally.
3. An employment interview will be conducted before making an
offer of employment.
4. All candidates participating in an interview will be notified of
the results.
5. One or preferably two reference checks will be conducted
before making an offer of employment.
6. Employment tests may be conducted before making an offer of
employment.
7. A copy of the job description will be provided to new employees
cont.recrultment policy

10. LEAVE POLICY
•Leaves - general leave, professional development
and educational leave
•Leaves - jury and witness duty
•Leaves - maternity leave, parental and adoption
leave
•Leaves - sick and personal leave
•Leaves - time off to vote

11. LEAVES - SICKANDPERSONALLEAVE
To address the issue of occasional absence from work due to illness,
many organizations grant employees a limited number of days per
year often referred to as sick days. A policy on sick/personal leave
may include:-
1. Purpose of the leave
2. How time is accrued
3. Conditions for claiming sick or personal leave
4. A maximum number of days which can be taken .
5. What happens with unused leave time

12. LEAVES - GENERALLEAVE, PROFESSIONAL
DEVELOPMENTANDEDUCATIONALLEAVE
Generally, policies of this nature cover:
1.The purpose of the policy
2.Criteria to qualify for the leave
3.Responsibilities of the employee and employer
during a leave
Covering of costs (depending on the nature of the
leave and funding)

13. HEALTHAND SAFETYPOLICY
Maintaining a safe work environment requires the continuous co-
operation of all employees and volunteers.
• It is required that all employees recognize that it is their duty to
comply with all Health and Safety rules, regulations and guidelines
and in performing all tasks in a safe & healthy manner.
• All management and supervisory employees are required to make
the Health and Safety of all persons working for an integral part of
their management and supervisory functions.
• Any unsafe conditions, materials or equipment and all accidents and
injuries must be reported.

14. ROLESAND RESPONSIBILITIES
1. The board of directors Is responsible for developing and
endorsing the Health and Safety Policy and the appointment of
an Officer responsible for the implementation of Health and
Safety Policy and all statutory legislation.
2. The executive director Is appointed and delegated by the
Board as the officer having responsibility for developing
appropriate Health and Safety procedures. He/she will
implement all Health and Safety Policy and Procedures as
endorsed by the Board and is responsible for ensuring that the
requirements of all Health and Safety legislation are met.

15. DEPARTMENT MANAGERS
Managers are directly responsible for ensuring all processes and
procedures used in their departments meet Statutory and Health
and Safety requirements. They will ensure that all staff; volunteers
and visitors know and comply with the appropriate Health and
Safety rules/guidelines when in their area of responsibility. The
specific Health and Safety requirements for each Department must
be defined and posted in their work areas.
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. All employees and volunteers are
responsible for the health and safety of all that personally visit them
at work and for conducting them safely on and off the premises.

16. 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.
• A termination at the end of an agreed to term of
employment shall require no notice.
• At the termination of employment, whether by resignation
or dismissal owing to the employee shall be paid in full.
• At the termination of employment of an employee,
company shall pay the employee on the last working day.

17. Termination with cause puts 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.
cont.terminationpolicy

18. WRONGFULDISMISSAL
It 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.
cont.terminationpolicy

19. EXPENSESANDALLOWANCE
POLICY
The organization will pay all normal and
reasonable expenses for employees who
must be away from their regular place of
employment, when their supervisor - prior
to spending - has approved expenses.
Receipts are necessary for all expenses
turned in on your expense report.

20. THE FOLLOWING ARE RECOGNIZED AS PROPER
CHARGES AND MUST BE ACCOMPANIED BY RECEIPTS
EXCEPT FOR ITEMS 1, 2 AND 3.
1. Car mileage (except to and from work). The rate is set annually
through the Budge approval process
2. Public transit fares (except to and from work)
3. Parking meter fees (except to and from work)
4. Taxicab fares (except to and from work) when timing, emergency
or transit of heavy materials warrants the use of a cab
5. Long distance telephone calls directly relating to your job
6. Parking fees (except for regular working day parking)
7. Reasonable meal expenses when incurred as part of your
responsibilities in fulfilling your job function
8. Moving expenses
cont.expandallowancepolicy

21. 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.