Hi All,This is SaravananCan anyone tell me what are the HR policies need to be implemented in an organization?Actually I was asked by my Sr. Manager which is mentioned below:Assume that an Organization consists of 250 employees.As an HR, what are the policies you will implement for this Organization so that each employee should instinctively feel that HR Department is functioning well in this company… Of course, HR policies differ from one industry to another industry… But in general, what are the main HR policies need to be implemented for an organization consisting of 250 employees…Please throw your views as soon as possible…Eagerly waiting for your replies,Thanks & Regards,Saravanan
From India, Madras
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3From India, Madras
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Hi Saravanan, HR Policy should have these points covered: 1.Dress code 2.Office ettiquetes 3.Leave rules and regulations 4.Travel/allowance details Hope iam able to answer your query Rgs, Lavanya:)
From India, Madras
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From India, Madras
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Dear Sarvanan,
Please find below the list of policies that you need to prepare:
- Processes & Policies
- Manpower Planning, Recruitment & Selection
- Confirmation
- Learning & Development
- Competency Mapping
- Performance Management System
- Compensation & Benefits Policy
- Employee Motivation
- Employee Welfare (Uniform, Canteen, Transport, Accommodation, Library, Educational Assistance, Entertainment, Gifts)
- Employee Communication
- Employee Retention Policy
- Statutory & Other Requirements
- Exit Policy
- Grievance Handling Policy
- Rewards & Recognition Policy
- Attendance & Leave Policy
- Travel Policy
- Mobile Phone Policy
- IT Policy
- Code Of Conduct
- Non-Disclosure Agreement
- Proprietary Information & Invention Agreement
- Transfer & Relocation Policy
- Induction Policy
- Medical & Insurance Policy
- Career & Succession Planning Process
Thank you.
From United States
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Please find below the list of policies that you need to prepare:
- Processes & Policies
- Manpower Planning, Recruitment & Selection
- Confirmation
- Learning & Development
- Competency Mapping
- Performance Management System
- Compensation & Benefits Policy
- Employee Motivation
- Employee Welfare (Uniform, Canteen, Transport, Accommodation, Library, Educational Assistance, Entertainment, Gifts)
- Employee Communication
- Employee Retention Policy
- Statutory & Other Requirements
- Exit Policy
- Grievance Handling Policy
- Rewards & Recognition Policy
- Attendance & Leave Policy
- Travel Policy
- Mobile Phone Policy
- IT Policy
- Code Of Conduct
- Non-Disclosure Agreement
- Proprietary Information & Invention Agreement
- Transfer & Relocation Policy
- Induction Policy
- Medical & Insurance Policy
- Career & Succession Planning Process
Thank you.
From United States
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Thank u Mr.Girish... Also we have to include the laws related to employees like Factories Act, Workmen, ESI etc... Tank u very much for your useful information...
From India, Madras
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From India, Madras
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Please find below the main HR Policies that need to be implemented in a healthy organization.
1. PERSONAL CONDUCT
1.1 Dress Code
1.2 Personal Communications
1.3 Gifts & Gratuities
2. EQUAL EMPLOYMENT OPPORTUNITY
3. SEXUAL HARASSMENT
4. BUSINESS EXPENSES
5. INDUCTION
6. HEALTH, SAFETY & ENVIRONMENT
6.1 Smoking
6.2 Alcohol, Drug (& Other Substance Abuse)
6.3 Manual Handling
6.4 Workers' Compensation
6.5 Total & Permanent Disability
7. PERFORMANCE MANAGEMENT SYSTEM
7.1 Introduction
7.2 Performance Management Philosophy
7.3 Position Descriptions
7.4 Probationary Period Reviews
7.5 Performance Appraisals
7.6 Professional & Personal Development
7.7 Superannuation
8. LEAVE POLICY:
8.1 Annual Leave
8.2 Personal Leave
8.3 Compassionate/Bereavement Leave
8.4 Long Service Leave
8.5 Maternity Leave
8.6 Paternity Leave
8.7 Adoption Leave
8.8 Study Leave
8.9 Time in Lieu
8.10 Leave Without Pay
8.11 Blood Donor Leave
8.12 Jury Duty
8.13 Emergency Services Leave
9. TRAVEL & ACCOMMODATION
9.1 Air Travel
9.2 Accommodation
9.3 Travel Other Than By Air
9.4 Motor Vehicle Rental
9.5 Taxi Fares
9.6 Parking Charges
9.7 Work Events
10. EMPLOYEE RELATIONS
10.1 Discipline
10.2 Disciplinary Appeal
10.3 Grievance
11. POST TRAUMA COUNSELLING
12. INTELLECTUAL PROPERTY AND SECURITY
13. CONFLICT OF INTEREST
Cheers..
From Kuwait, Kuwait
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1. PERSONAL CONDUCT
1.1 Dress Code
1.2 Personal Communications
1.3 Gifts & Gratuities
2. EQUAL EMPLOYMENT OPPORTUNITY
3. SEXUAL HARASSMENT
4. BUSINESS EXPENSES
5. INDUCTION
6. HEALTH, SAFETY & ENVIRONMENT
6.1 Smoking
6.2 Alcohol, Drug (& Other Substance Abuse)
6.3 Manual Handling
6.4 Workers' Compensation
6.5 Total & Permanent Disability
7. PERFORMANCE MANAGEMENT SYSTEM
7.1 Introduction
7.2 Performance Management Philosophy
7.3 Position Descriptions
7.4 Probationary Period Reviews
7.5 Performance Appraisals
7.6 Professional & Personal Development
7.7 Superannuation
8. LEAVE POLICY:
8.1 Annual Leave
8.2 Personal Leave
8.3 Compassionate/Bereavement Leave
8.4 Long Service Leave
8.5 Maternity Leave
8.6 Paternity Leave
8.7 Adoption Leave
8.8 Study Leave
8.9 Time in Lieu
8.10 Leave Without Pay
8.11 Blood Donor Leave
8.12 Jury Duty
8.13 Emergency Services Leave
9. TRAVEL & ACCOMMODATION
9.1 Air Travel
9.2 Accommodation
9.3 Travel Other Than By Air
9.4 Motor Vehicle Rental
9.5 Taxi Fares
9.6 Parking Charges
9.7 Work Events
10. EMPLOYEE RELATIONS
10.1 Discipline
10.2 Disciplinary Appeal
10.3 Grievance
11. POST TRAUMA COUNSELLING
12. INTELLECTUAL PROPERTY AND SECURITY
13. CONFLICT OF INTEREST
Cheers..
From Kuwait, Kuwait
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Hi,
You can also have some other policies like:
1) Guest House accommodation in case of transfers.
2) Staff welfare including birthdays, anniversaries, annual get-togethers.
3) Reference policy for recruitment.
4) Long-term service award policy.
Thanks and keep posting.
Yogesh
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You can also have some other policies like:
1) Guest House accommodation in case of transfers.
2) Staff welfare including birthdays, anniversaries, annual get-togethers.
3) Reference policy for recruitment.
4) Long-term service award policy.
Thanks and keep posting.
Yogesh
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Dear All,
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR Policy means the policies, rules and regulations setup by the management to be followed by the employees to achieve the objectives and goals of the Organization.
The only department which is concerning about the employees is the HR department of an organization.
Ø External recruitment – Employee Exchange, Advertisements…
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
2. TRAINING & DEVELOPMENT:
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee’s performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor’s certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of’ and ‘in the course of employment’
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
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Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR POLICY
The only department which is concerning about the employees is the HR department of an organization.
- STAFFING:
- Man power planning
- Recruitment – Positive process of inviting candidates to apply for the job
Ø External recruitment – Employee Exchange, Advertisements…
- Selection – Process of rejection and placing the right candidate
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
- Induction/ Orientation:
2. TRAINING & DEVELOPMENT:
- Training Need Analysis & Identification
- Methods of Training
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
- Training Evaluation
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
- Probationary Period Reviews
- Performance Appraisals
- Methods:
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee’s performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor’s certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
- Factories Act – 1948
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of’ and ‘in the course of employment’
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
- Dress Code
- Personal Communications
- Gifts & Gratuities
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
- Discipline
- Disciplinary Appeal
- Grievance
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
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Dear All,
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR Policy means the policies, rules and regulations setup by the management to be followed by the employees to achieve the objectives and goals of the Organization.
The only department which is concerning about the employees is the HR department of an organization.
Ø External recruitment – Employee Exchange, Advertisements…
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
2. TRAINING & DEVELOPMENT:
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee's performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor's certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of' and ‘in the course of employment'
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
Acknowledge(0)Amend(0)
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR POLICY
The only department which is concerning about the employees is the HR department of an organization.
- STAFFING:
- Man power planning
- Recruitment – Positive process of inviting candidates to apply for the job
Ø External recruitment – Employee Exchange, Advertisements…
- Selection – Process of rejection and placing the right candidate
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
- Induction/ Orientation:
2. TRAINING & DEVELOPMENT:
- Training Need Analysis & Identification
- Methods of Training
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
- Training Evaluation
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
- Probationary Period Reviews
- Performance Appraisals
- Methods:
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee's performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor's certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
- Factories Act – 1948
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of' and ‘in the course of employment'
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
- Dress Code
- Personal Communications
- Gifts & Gratuities
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
- Discipline
- Disciplinary Appeal
- Grievance
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
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Dear Saravanan,
Your posting is very informative and useful, but the EPF contribution for employees you mentioned is 13.61%, which is actually 12% for employees and employers contribute 12% with an additional 1.61%.
An important aspect that needs to be added to your posting is the registers that must be maintained under the Factory Act of 1948. These include the muster roll (Form No. 22), Form No. 11, Form No. 14, Form No. 23, wage slips, standing orders, appointment letters, and the display (Form No. 19 abstract). These are all obligatory for the employer to comply with statutory requirements, along with the registers under ESI and EPF.
Please advise if I am mistaken.
Ramnath
9448317309
ramnathmsw@yahoo.com
From India, Bangalore
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Your posting is very informative and useful, but the EPF contribution for employees you mentioned is 13.61%, which is actually 12% for employees and employers contribute 12% with an additional 1.61%.
An important aspect that needs to be added to your posting is the registers that must be maintained under the Factory Act of 1948. These include the muster roll (Form No. 22), Form No. 11, Form No. 14, Form No. 23, wage slips, standing orders, appointment letters, and the display (Form No. 19 abstract). These are all obligatory for the employer to comply with statutory requirements, along with the registers under ESI and EPF.
Please advise if I am mistaken.
Ramnath
9448317309
ramnathmsw@yahoo.com
From India, Bangalore
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Mr. Girish, can you elaborate on the policies you have listed?
Dear Saravanan,
Please find below the policies that you need to prepare:
Processes & Policies
- Manpower Planning, Recruitment & Selection
- Confirmation
- Learning & Development
- Competency Mapping
- Performance Management System
- Comp & Benefits Policy
- Employee Motivation
- Employee Welfare (Uniform, Canteen, transport, accommodation, Library, Educational Assistance, entertainment, Gifts)
- Employee Communication
- Employee Retention Policy
- Statutory & Other requirements
- Exit Policy
- Grievance Handling Policy
- Rewards & Recognition Policy
- Attendance & Leave Policy
- Travel Policy
- Mobile Phone Policy
- IT Policy
- Code Of Conduct
- Non-Disclosure Agreement
- Proprietary information & Invention Agreement
- Transfer & Relocation Policy
- Induction Policy
- Medical & Insurance Policy
- Career & Succession Planning Process
or else email me at gopi_is_urs_87@hotmail.com
From India, Ahmadabad
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Dear Saravanan,
Please find below the policies that you need to prepare:
Processes & Policies
- Manpower Planning, Recruitment & Selection
- Confirmation
- Learning & Development
- Competency Mapping
- Performance Management System
- Comp & Benefits Policy
- Employee Motivation
- Employee Welfare (Uniform, Canteen, transport, accommodation, Library, Educational Assistance, entertainment, Gifts)
- Employee Communication
- Employee Retention Policy
- Statutory & Other requirements
- Exit Policy
- Grievance Handling Policy
- Rewards & Recognition Policy
- Attendance & Leave Policy
- Travel Policy
- Mobile Phone Policy
- IT Policy
- Code Of Conduct
- Non-Disclosure Agreement
- Proprietary information & Invention Agreement
- Transfer & Relocation Policy
- Induction Policy
- Medical & Insurance Policy
- Career & Succession Planning Process
or else email me at gopi_is_urs_87@hotmail.com
From India, Ahmadabad
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Thanks for your feedback Mr.Ramnath!!!So, As per your view, Employer is liable to pay 13.61% i.e 1.61% is for tax I think…. Thank u very much…Also the forms which you mentioned are mandatory…? Juz now only I came to know about these forms… Could you please mail me these forms to my mail ID so that it will be helpful for my future…
From India, Madras
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From India, Madras
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Dear Sarvanan,
1.61% is not for the tax; it is Administrative charge + EDLI + Inspection charges. The forms and registers which I have mentioned are available in the stationary bookstalls, as I don't have those in soft copies. If you need the address of the bookstalls in Bangalore, I can help you out.
Ramnath
HR
From India, Bangalore
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1.61% is not for the tax; it is Administrative charge + EDLI + Inspection charges. The forms and registers which I have mentioned are available in the stationary bookstalls, as I don't have those in soft copies. If you need the address of the bookstalls in Bangalore, I can help you out.
Ramnath
HR
From India, Bangalore
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Thank you, Mr. Ramnath, for your response. I apologize for the delay in my reply. As you mentioned, the registers are available in bookstores, and I have started maintaining the statutory registers since I have taken up the role of an HR in a hospital. Your information has been extremely valuable to me.
Thanks,
Saravanan
9994120443
From India, Madras
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Thanks,
Saravanan
9994120443
From India, Madras
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Hai Saravanan, The leave policy u have attached does not carry a clear explanation could you brief on the denominations done. Br. Gayathri
From India, Madras
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From India, Madras
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Hai Saravanan, The leave policy you have attached does not carry a clear explanation could you brief on the denominations done. Br. Gayathri
From India, Madras
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From India, Madras
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Hi Gayathri,
I think you are asking about Privilege leave. Actually, it was in tabular format, but the system did not allow me to insert it in that format. Let me explain that. Those who have worked less than 240 days in a year can't avail even a single PL. But those who worked between 240 - 260 days can avail 12 - 13 days of PL (1 PL for every 20 days worked), and those who worked between 260 - 280 days can avail 14 PL. Those who worked more than 280 days can avail a maximum of 16 days of PL. They can also encash it if it is accumulated. I hope you understand this.
From India, Madras
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I think you are asking about Privilege leave. Actually, it was in tabular format, but the system did not allow me to insert it in that format. Let me explain that. Those who have worked less than 240 days in a year can't avail even a single PL. But those who worked between 240 - 260 days can avail 12 - 13 days of PL (1 PL for every 20 days worked), and those who worked between 260 - 280 days can avail 14 PL. Those who worked more than 280 days can avail a maximum of 16 days of PL. They can also encash it if it is accumulated. I hope you understand this.
From India, Madras
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Dear All,
I have recently joined a pharmaceutical company. I have to prepare a Staff Welfare Policy and would like to have your precious advice about the topics to be included in the policy. If anyone can send me a sample policy, it will be a great help for me. Otherwise, guide me?
Sumit Kapoor
From India, Calcutta
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I have recently joined a pharmaceutical company. I have to prepare a Staff Welfare Policy and would like to have your precious advice about the topics to be included in the policy. If anyone can send me a sample policy, it will be a great help for me. Otherwise, guide me?
Sumit Kapoor
From India, Calcutta
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