Jay@123 Started The Discussion:
I am an HR professional who got a challenging and exiting opportunity to head the HR department of a small start up company .Our company is moving to its second stage of creating and implementing various HR policies. I want all of your help to understand is there any ground rules before making a policy.
Ground rules like statutory, basic things need to be kept in mind for framing a policy, how to start with (like first step to implement it, is it mandatory to make an employee hand book and a standing orders act etc....)
Looking forward for all your help.
Though certification of Standing Orders is mandatory for industrial establishments having a man power of 100 employees (subject to State rules) it is always desirable to make a standing orders which can form a base for your HR policies. As you know a standing order is an official document which defines the legal relationship between the employee and employer, it is expected to give all details like, recruitment policy, transfer policy, promotion policy, steps involved in disciplinary action against an employee, procedure of laying off employees, payment of salaries and allowances, leave rules, termination of employment for continuous absence, increment etc etc.
Besides standing orders, you can have a policy for social security arrangements wherein what all measures are taken voluntarily and what all by statute, like Employees Provident Fund, Employees State Insurance etc, are open t5o the employees can be highlighted. Even if you do not stress on statutory coverages of EPF, ESI, Welfare Fund etc, it will be applicable to your establishment once your employment strength crosses the required minimum under the respective Act.
You may find a draft of Standing Orders which may help you to frame a policy in my blog following the link below.
Madhu.T.K: Standing Orders
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