Recently I have joined in a Software Company as a HR Executive, before that I've worked as a Recruiter. In my present company I need to frame all HR Policies like Leaves, Working Hurs, Prformance appraisal etc., Our Co. strength is 25. As I have no exp in Core HR iam finding it difficult to frame all the policies. So I need all of our frinds suggestions and ideas in framing policies. And i would like to know the leave policies commonly followed in software companies. I hope that I'll get yr suggestions soon.
What you are lookiing for is my company's business and specialization.
Please email me directly so I can send you the list of the current available canned manuals, handboks, guidebooks, and policies that we sell. You can also try to see my profile in this site, or visit my site at yahoogroups: <http://finance.groups.yahoo.com/group/policy_center>
Ed Llarena, Jr.
Please find the details of how to write the policies:
Working Hours and Working Days
For all the employees working in office ABC Private Ltd. the normal work schedule for office staff is as following, including lunch break, unless specified in the appointment letter.
Working days: Monday to Friday
Working hours: 9:00 AM to 6:00 PM 1st of March to 31st October
9:00 AM to 5:30 PM 1st of Nov. to 29th of February
For employees’ in the field the normal working schedule is as per their appointment letter.
Your attendance is extremely important to the success of the company. We expect employees to strive for perfect attendance and to arrive for work on time. We recognize that, on occasion, you may not be able to work or need additional time before you arrive. Sickness and other emergencies cannot always be anticipated and may require you to miss all or part of your workday. If one cannot report to work as scheduled, they must notify their immediate supervisor.
• 30 Calendar Days Privilege Leave per annum.
• A minimum of 15 Days PL must be availed during a calendar year.
• PL can be availed only after 12 months of continuous service.
• Balance PL may be encashed if desired or accumulated up to 75 days. It can be encashed only by 15th March.
• PL not availed to the extent will automatically lapse
12 weeks leave with full pay is admissible to a female employee having worked for not less than 80 days in the twelve months immediately preceding the date of expected delivery. Out of these 12 weeks not more than 6 must precede the date of expected delivery.
1. All employees are entitled to Sick leave of 8 days per annum
2. In case SL is for more than 2 days it must be supported with medical certificate
3. SL not availed may be accumulated up to a period of 21 days.
Casual Leave (CL)
1. All employees are entitled to a casual leave of 7 days per annum
2. Maximum of 2 days casual leave may be availed at a time
3. CL not availed during any calendar year shall automatically stand lapsed.
Leave Taking procedure
Leave for 5 days or more, are approved at least 15 days prior to the commencement of leave. Any emergency, sick and casual leaves can be taken by informing to supervisor through e-mail, sms and telephone call either on the same day or immediately after joining back.
If you need some more help, I would be here.
I have recently joined in a Software Company as a HR Executive in Malaysia. As the company is starting to get established, i need to frame all HR Policies. As I have no exp in Core HR iam finding it difficult to frame all the policies. It would be of freat help if some body help me in sending me the suggestions and ideas in framing policies followed in software companies. I hope that I'll get your suggestions soon.
I have recently joined in a Software Solutions Company as a HR Executive in Malaysia. As the company is starting to get established, i need to frame all HR Policies. As I have no exp in Core HR iam finding it difficult to frame all the policies. It would be of freat help if some body help me in sending me the suggestions and ideas in framing policies followed in software companies. Can you send it to my E-mail - . I hope that I'll get your suggestions soon.
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