Leolingham2000
Management Consultant
Sunayna
Handwriting Analysis, Employee Relations,
Saba_anj@yahoo.com
Human Resource
Manu
Web Administrator
+3 Others

hiii
i have been asked to give ideas as to how to set up an HR department in my organization. we have a strenght of abt 50 employess and this is a relatively new organization just a year old.
Now i am totally confused as to where to start and what to do and how to procede. i have to come up with some sort of a HR manual as well.
if anyone could help me i would really appreciate it very much.
Juliana
Dear Juliana,
Initially you need to collect all the details abt the employees, so start creating forms and ask employees to fil it up and you start keeping seperate folders, Let that be the first step. Once you prepare all that, you will know what next....
Also start adding their datas in excel sheets...
Lemme comment on this later..
Hi..
After the folders for every individual is set...( folder must consist of employee's profile, any appraisal conducted for them, any training scores,payroll account number ,Leave cards, monthly payslips etc...)
Ensure you have attendence records, common time in & time out.
Movement Register
Expense Claim forms
Reimbursements
Before all this..your company policy & manuls need to be set & this will be done based on company values, mottos etc..I cant give you a format as such as it is Company Specific.
As & when i get ideas i will shoot them too you...
TC
Gayathri
thank you all for the replies.
right now we dont have any hr policeies in place nor do we have any employee manuals or anything. the only hr policy we have is payroll which is being done by the accountants. the staff is not even aware of the leave policy. so basically everything has to be designed from scratch. so i am going to need all the help i can get.
thank you
Juliana
Hi
For starting up the HR department please devise the policy on the lines mentioned below:
Objective for HR department
1.First prepare a draft for the human resource procedures Starting with Recruitment
Selection Procedure
Orientation
Appointment to confirmation / Termination - resignation
Training & development of the employees (Skill levels set up)
Payroll- Compensation Plan
Team building plans
Increments / incentives
Performance Appraisals
Basing on the you can draft the procedure for HRMS and on the basis of these procedure devise employee policy guide.
for further help you can email me at [/list]
This is excellent! :), But one more thing one should care:
You must also take care of the overall objectives of your organisation and make your HR policies, procedures considering the Objectives of your Organisation
hi juliana looks like u hav ur job cut out for u do tell us how u go abt it hav u had experience before, it sure seems like an amazing learning experience keep us updated all the best
SETTING UP HR DEPARTMENT

WHILE LEARNING, DO IT THE RIGHT WAY, EVEN IF IT IS A LONG

WAY.

HR DEPARTMENT SET UP.

STEP 1

-discuss the values/ beliefs of selected senior management/CEO

and the need for HR department.

-discuss the expectations from HR department -short/medium/longterm.

-discuss with CEO, the organization's corporate objectives/strategies

and how HR can contribute to the corporate objectives.

-discuss / seek concensus on organization structure / management

process.

-discuss the current organization culture with senior management.

-discuss with CEO/senior management the core activities/competences

and business drivers of the organization.

TO GET A GOOD START AND HOLD YOUR CREDIBILITY, YOU NEED

THESE INFORMATIONS TO START YOUR WORK ON HR DEPT.

HR dept. is a support unit and hence must work closely

with other depts.

================================================== =========

STEP 2

Even though there is currently no HR department, there are

a number of HR activities are being carried out now.

YOU HAVE TO KNOW WHAT THEY ARE / HOW IT IS BEING

CARRIED OUT / BY WHOM.

TO COLLECT AND CONSOLIDATE THESE, YOU NEED TO A

QUICK HR AUDIT OF THE PRESENT SITUATION.

-you can use an audit format, as shown below[ modify it

to suit your need]. You don't need to spend too much time

but enough to be sensitive of the current situations.

AFTER you gather all the informations and summarized,

you should sit down with your boss [ CEO] and discuss

and prioritize the items, as follows

-URGENT / IMPORTANT

-URGENT/ NOT IMPORTANT

-NOT URGENT/ IMPORTANT

-NOT URGENT / NOT IMPORTANT , BUT NEEDED DOWN THE LINE.

================================================== ========

STEP 3

Please REVIEW the HR MANUAL , as listed below.

Pick eyes out of it , as per your need, based on your

discussion / audit results.

You may want to start up with

HR department OBJECTIVES.

HR DEPARTMENT STRATEGIES

-Draft on Recruitment / Selection Procedure

-Draft on organization / structure

-Draft on jobs' analyses/ job descriptions/ job specifications/competences

-Draft on payroll / compensation / adminstration

-Appointment /confirmation / Termination / resignation

-induction program

-orientation program

-Employee communications

-Training & development of the employees

-Performance Appraisals / management

etc etc,

Once you have the preliminary draft ready, you can start with your

EMPLOYEE HANDBOOK [ LIST PROVIDED BELOW]

================================================== ======

Being a small operation of 50 employees, the whole set up should not

take more than 6/ weeks. But this is subject to cooperation / your style

of work management etc.

================================================== ======

Human Resources Functional AUDIT.

1.0 Recruitment and Selection

1.1 Before filling a position do you identify the skills, qualifications and

behaviours needed to meet your objectives?

1.2 Is the selection process transparent, equitable, based on merit, and

appropriate?

1.3 Is the selection process timely?

1.4 Are new staff provided with a comprehensive induction?

-----------------------------------

2.0 Planning

2.1 Do you know your staffing needs beyond the current year?

2.2 Have you engaged in a strategic planning process to clarify your staffing

needs?

2.3 Do you have the right number of staff to get the work done?

2.4 Are you able to plan adequately for any seasonal fluctuations in staffing

requirements?

2.5 Do you engage in succession planning?

------------------------------------------------

3.0 Staff Development

3.1 Do you have a way to identify the staff development needs of your staff?

(eg surveys, reviews, performance management)

3.2 Do you have adequate resources in your budget to provide needed

development opportunities for staff?

3.3 Do you believe you allocate adequate resources to staff development?

3.4 Do the staff in your work area get the development they need to

do their jobs effectively?

3.5 Do you monitor the results of staff development activities in order to

assess their effectiveness?

3.6 Are new staff offered mentoring support?

3.7 Do staff at all levels in your work area access training and development?

-------------------------------------------------

4.0 Performance Management

4.1 Are probationary staff appraised regularly?

4.2 Have all staff been provided with realistic objectives that are linked to the

company's objectives?

4.3 Are staff clear about what is expected of them in their work roles?

4.4 Do all staff participate in performance reviews at least annually?

4.5 Does the review process evaluate their performance against expectations?

4.6 Are the comments recorded with a copy to the staff member?

4.7 Does the review process identify future objectives and training needs?

4.8 Do staff have access to support and assistance for improvement if their

performance is less than expected?

4.9 Are departing staff given an exit Interview prior to their departure?

-------------------------------------------

5.0 Employee Relations

5.1 Do you have a clear understanding of the company’s industrial framework

so that you can carry out your human resource management role effectively?

5.2 Do you believe that the company’s industrial framework (enterprise

agreements, awards, policies and procedures) provides you with the flexibility

you need to manage?

5.3 Is there a positive climate in your work area where staff are motivated in

their work?

5.4 Are the communication channels between management and employees in

your work area sufficiently consultative so that disputes are avoided and

effective problem solving is fostered?

5.5 Are you comfortable working with the company’s disciplinary measures

and grievance procedures?

5.6 When operational changes are introduced into your work area or do

you take into consideration the impact on staff?

-------------------------------------------------

6.0 Position Classification

6.1 Is the organisational structure in your work area appropriate – ie, span of

control not too great, tasks grouped properly?

6.2 Are there current job descriptions for all general staff positions in your

work area?

6.3 Do the job descriptions reflect accurately the responsibilities of their jobs?

6.4 Are the positions and their job descriptions reviewed regularly in

consultation with the incumbent.

6.5 Do you and your staff have an understanding of the process required to

alter the classification of a general staff position?

----------------------------------------------------

7.0 Remuneration

7.1 Are staff in your area satisfied with their opportunities for advancement?

7.2 Are you aware of the flexibility available in the remuneration system to

reward staff outside the current salary agreement?

7.3 Do you use the flexibility available in the remuneration system to reward

staff outside the current salary agreement where it is deserved?

----------------------------------------------------------------------------------------

8.0 Safety and Health

8.1 Is your workplace safe?

8.2 Are safety and health objectives, policies and procedures built into the

strategic and operational plans of your work area?

8.3 Do you undertake regular safety inspections and reviews?

8.4 Are safety and health roles and responsibilities defined, assigned and

understood in your work area?

8.5 Do staff participate in regular safety and health training programs?

----------------------------------------------------------

9.0 Equity and Diversity

9.1 Do all your staff receive fair and equitable treatment?

9.2 Are equity and diversity objectives, policies and procedures built into the

strategic and operational plans of your work area?

9.3 Do your staff participate in equity and diversity training programs?

9.4 Does your work area have an Equity and Diversity Committee?

9.5 Are your staff able to access flexi-time, part time work and other policies

to assist them to balance work and family commitments?

9.6 Are supervisors and team leaders in your area aware of their equal

opportunity responsibilities?

------------------------------------------------------------------

10.0 Human Resource Information Systems

10.1 Do you regularly consult the Concept system to obtain information to

obtain information to help you deal with personnel issues?

10.2 Have you, or an appropriate member of your staff, taken the opportunity

to participate in a training program for Concept?

10.3 Do you and your staff use the Human Resource web site to access (and

update) human resources information that will help you deal with HR issues?

-------------------------------------------------------------

General Questions

What do you think your work area does best in terms of its human resources management?

What do you see as the major human resource problem areas in your work area and what is being done to address them?

Personnel and Payroll Services

Are you satisfied with the services provided by Personnel and Payroll Services?

Does the Personnel and Payroll Services staff provide you with the necessary

guidelines, advice and support you need to meet your human resource

management obligations?

Employee Relations

Are you satisfied with the services provided by Employee Relations?

Do Employee Relations staff provide you with the necessary guidelines, advice

and support you need to meet your human resource management obligations?

Organisational and Staff Development Services

Are you satisfied with the services provided by Organisational and Staff

Development Services?

Do the staff of Organisational and Staff Development Services provide you with

the necessary guidelines, advice and support you need to meet your human

resource management obligations?

Personnel Systems

Are you satisfied with the services provided by Personnel Systems?

Do their staff provide you with the necessary guidelines, advice and support

you need to meet your human resource management obligations?

Does the Concept system provide you with current, accurate, complete and

timely information?

Does the Human Resources web site provide you with current, accurate,

complete and timely information?

Superannuation & Salary Packaging

Are you satisfied with the services provided by Superannuation and Salary

Packaging?

Do the staff of Superannuation & Salary Packaging provide you with the

necessary guidelines, advice and support you need to meet your human

resource management obligation

=============================================

HR MANAGEMENT MANUAL

Human Resources Policies, Procedures and Forms

Table of Contents

ADMINISTRATION

ADM.101 Personnel Records

Activities

1.0 Employee Information

2.0 HR Personnel Records

3.0 Contents of Personnel Files

4.0 Employee's Personnel Records Review

5.0 Management Review of Personnel Files

6.0 Company Release Of Employee Information

7.0 Record Retention and Long-Term Storage

8.0 Record Destruction

Forms

Ex1 Personnel Records Access Log

Ex2 HR Records Retention Periods

-------------------------------------------------------------------------------------------------

ADM.102 Form Development

Activities

1.0 Form Development and Format

2.0 Authorization and Printing

3.0 Form Numbering and Placement

4.0 Forms Index and Manual

Forms

Ex1 Form Printing Request

------------------------------------------------------------------------------------------------

ADM.103 Document Control

Activities

1.0 Document Distribution

2.0 Document Revision

3.0 Document

4.0 Temporary Changes

Forms

103 Ex1 Request For Document Change (RDC)

-------------------------------------------------------------------------------------------------

ADM. 104 Mail & Express Services

Activities

1.0 General Mail Usage

2.0 Addressing Mail

3.0 Express Mail

4.0 Overnight Packages

5.0 Additional Information Resources

Forms

104 Ex1 Outgoing Mail Register

----------------------------------------------------------------------------------------------

ADM. 105 Telephone Answering

Activities

1.0 Answering Techniques and Etiquette

2.0 Answering and Directing Calls

3.0 Taking Messages

4.0 Telephone User's Guide

Forms

105 Ex1 Important Message

-------------------------------------------------------------------------------------------

ADM.106 Property & Access Control

Activities

1.0 Background Checks

2.0 Physical Access Controls

3.0 Key Controls

4.0 Proprietary Information Controls

5.0 Collection Of Access Controls

6.0 Visitors & Guests

Forms

ADM106 Ex1 Key Issue Policy

ADM106 Ex2 Visitor Log

--------------------------------------------------------------------------------------------

ADM.107 Separation

Activities

1.0 Resignations

2.0 Involuntary Terminations And Layoffs

3.0 Terminations For Cause

4.0 Termination Meeting

5.0 Additional Information Resources

Forms

107 Ex1 Exit Interview Checklist

107 Ex2 Exit References Authorization

-------------------------------------------------------------------------------------------

ADM.108 Workplace Rules & Guidelines

Activities

1.0 Alcohol And Drugs

2.0 Breaks And Lunch Time

3.0 Company Property

4.0 Grievances And Complaints

5.0 Inclement Weather

6.0 Parking

7.0 Personal Telephone Calls

8.0 Smoking

9.0 Solicitations

10.0 Suggestions

11.0 Visitors

Forms

108 Ex1 Suggestion Form

------------------------------------------------------------------------------------------------

ADM.109 Human Resources Reports

Activities

1.0 Preparation Guidelines

2.0 Occupational Health & Safety Reports

3.0 Equal Opportunity Reports

4.0 Training Plan

5.0 Hiring Status Report

6.0 Compensation Summary

Forms

109 EX1 Human Resource Reporting Summary

109 EX2 HR Hiring Status Report

----------------------------------------------------------------------------------------------

ADM.110 Dress Code

Activities

1.0 Dress Code

1.1 Business Attire

1.2 Business Casual Attire

1.3 Casual Attire

1.4 Uniformed Attire

1.5 Safety Attire

1.6 Formal Attire

1.7 Inappropriate Attire

1.8 Business Situations

1.9 Recreation & Parties

2.0 Dinners & Receptions

3.0 Personal Hygiene

4.0 Disciplinary Action

-------------------------------------------------------------------------------------------------

HIRING PROCEDURES

HRG.101 Employee Hiring

Activities

1.0 Needs Analysis

2.0 Personnel Requisition

3.0 Job Posting & Screening

4.0 Interviewing

5.0 Pre-Employment Screening & Testing

6.0 Background Investigation

7.0 Hiring And Employee Offers

8.0 Motor Vehicle And Equipment Operation

9.0 Applicant Files

10.0 Additional Information Resources

Forms

HRG101 Ex1 Personnel Requisition

HRG101 Ex2 Offer Letter

HRG101 Ex3 Personnel Change Notice

HRG101 Ex4 New Employee Hiring Checklist

HRG101 Employment Eligibility Verification .

HRG101 Employee’s Withholding Allowance Certificate.

----------------------------------------------------------------------------------------------

HRG102 Job Descriptions

Activities

1.0 Job Description Preparation

2.0 Format And Content

2.1 Job Title

2.2 Effective Date

2.3 Department

2.4 Summary Of Functions

2.5 Essential Duties And Responsibilities

2.6 Organizational Relationships

2.7 Qualifications

2.8 Physical Demands

2.9 Work Environment

3.0 Job Description Approval & Distribution

Forms

HRG102 Ex1 Job Description Format

---------------------------------------------------------------------------------------------

HRG103 Employment Applications

Activities

1.0 Application For Employment

2.0 Application Information

2.1 Personal Information

2.2 Employment Interest

2.3 Education & Training

2.4 Employment History

2.5 Military Service Record

2.6 References

3.0 Compliance Information

Forms

HRG103 Ex1 Employment Application

HRG103 Ex2 Employment Application Supplement

----------------------------------------------------------------------------------------------

HRG104 Interviewing Applicants

Activities

1.0 Interviewing Objectives

2.0 Resume Examination

3.0 Telephone Interviews

4.0 E-Mail Interviews

5.0 In-Person Interviews

Forms

HRG104 Ex1 Employment Interview Questions

HRG104 Ex2 Interview Form

-------------------------------------------------------------------------------------------

HRG105 Background Investigations

Activities

1.0 Background And Hiring

2.0 Investigative Consumer Reporting

3.0 Employee Reference Checks

4.0 Motor Vehicle Record (MVR) Inquiry

Forms

HRG105 Ex1 Employee Investigation Checklist

HRG105 Ex2 Employee Background Authorization

HRG105 Ex3 New References Authorization

HRG105 Ex4 Reference Check Survey

--------------------------------------------------------------------------------------------

Compensation Procedures

COM101 Payroll

Activities

1.0 Payroll Records

2.0 Timesheets

3.0 Payroll Deductions

3.1 Worker's Compensation Insurance

3.2 Social Security & Medicare

3.3 State Income Tax

3.4 Earnings Tax

3.5 Tax Withholding Payments

4.0 Payroll Adjustments

4.1 Advances

4.2 Garnishments

5.0 Paychecks

5.1 Direct Deposit

5.2 Lost Paychecks

5.3 Final Paychecks

6.0 Vacation Pay

7.0 Additional Information Resources

Forms

COM101 Ex1 Monthly Time Sheet

COM101 Ex2 Central Govt. Tax Calendar

COM101 Ex3 Electronic Funds Transfer Authorization

-----------------------------------------------------------------------------------------

COM102 Paid & Unpaid Leave

Activities

1.0 Paid Time Off

2.0 Unpaid Time Off

3.0 Absence Request And Notification

4.0 Holidays

5.0 Vacation Eligibility

5.1 Vacation Schedules

5.2 Vacation Over Holidays

6.0 Additional Information Resources

Forms

COM102 Ex1 Absence Request Form

-----------------------------------------------------------------------------------------

COM103 Insurance Benefits

Activities

1.0 Life Insurance

2.0 Long Term Disability Insurance

3.0 Social Security

4.0 Workers' Compensation

5.0 Wage Continuation

6.0 Unemployment Compensation

7.0 Health Insurance

8.0 Additional Information Resources

----------------------------------------------------------------------------------------

COM104 Healthcare Benefits

Activities

1.0 Cost And Premiums

2.0 Eligibility

3.0 Enrollment

4.0 Coverage

5.0 Filing A Claim

6.0 Termination And Conversion Of Coverage

7.0 Additional Information Resources

Forms

COM104 Ex1 Benefits Enrollment/Change Form

---------------------------------------------------------------------------------------

COM105 Employee Retirement Income Security

Activities

1.0 Plan Administration

1.1 Investment Policy Statement

1.2 Fidelity Bond

1.3 Fiduciary Liability Insurance

1.4 Employer Matching

1.5 In-Service Loans And Withdrawals

2.0 Employee Participation

3.0 Notice Procedures

3.1 Initial Notice

3.2 Annual Notices

4.0 Additional Information Resources

-------------------------------------------------------------------------------

COM106 Consolidated Budget Reconciliation

Activities

1.0 Plan Administration

2.0 Qualifying Events

3.0 Notice Procedure

4.0 Benefits Protection

6.0 Enforcement

7.0 Additional Information Resources

---------------------------------------------------------------------------------

Development Procedures

DEV101 Development Management

Activities

1.0 Development Planning

2.0 Training Effectiveness

3.0 Training Records

4.0 Training Courses

5.0 Performance Evaluations

6.0 Additional Information Resources

Forms

DEV101 Ex1 Training Plan

----------------------------------------------------------------------------------

DEV102 Training Reimbursement

Activities

1.0 Eligibility

2.0 Approved Programs

3.0 Reimbursement

Forms

DEV102 Ex 1 Request For Training

-----------------------------------------------------------------------------

DEV103 Computer User & Staff Training

Activities

1.0 MIS Training And Certification

2.0 MIS/LAN User Training

3.0 E-Mail Training

4.0 Software Applications

---------------------------------------------------------------------------

DEV104 Internet & E-Mail Acceptable Use

Activities

1.0 Acceptable Use

2.0 Inappropriate Use

3.0 Internet And E-Mail Etiquette

4.0 Security

5.0 User Compliance

6.0 Additional Information Resources

Forms

DEV104 Ex1 Computer And Internet Usage Policy

---------------------------------------------------------------------------

DEV105 Performance Appraisals

Activities

1.0 Performance Appraisal Guidelines

2.0 Appraisal Preparation

3.0 Appraisal Discussion

4.0 Salary Adjustments

5.0 Appraisal Conclusion

6.0 Additional Information Resources

Forms

DEV105 Ex1 Self Appraisal Form

DEV105 Ex2 Performance Appraisal Form

-------------------------------------------------------------------------

DEV106 Employee Discipline

Activities

1.0 Introduction To Misconduct

2.0 Responses To Misconduct

2.1 Verbal Warning

2.2 Written Warning

2.3 Suspension

2.4 Termination

3.0 Serious Misconduct

4.0 Very Serious Misconduct

5.0 Inexcusable Misconduct

6.0 Misconduct Investigations

DEV106 Ex1 Disciplinary Notice

----------------------------------------------------------------------------------------------------

Compliance Procedures

CMP101 Workplace Safety

Activities

1.0 Worksite Analysis

2.0 Hazard Prevention And Control

2.1 Safe Work Procedures

2.2 Protective Equipment

2.3 Fire Prevention

3.0 Hazard Communication Program

4.0 Medical Emergencies

5.0 Workplace Safety Training

6.0 Reporting And Record Keeping

7.0 Additional Information Resources

Forms

CMP101 Ex1 Safety Suggestion Sheet

CMP101 Ex2 Workplace Safety Self-Inspection Checklist

CMP101 Ex3 Workplace Safety Action Plan

CMP101 Ex4 Workplace Safety Rules

CMP101 Ex5 Index of Hazardous Chemicals

CMP101 PDF Material Safety Data Sheet

CMP101 PDF Injuries and Illness Log

CMP101 PDF Summary of Injuries and Illness

CMP101 PDF Injuries and Illness Incident Report

CMP101 PDF Instructions for for OSHA Forms

--------------------------------------------------------------------------------------

CMP102 People With Disabilities

Activities

1.0 Background

2.0 Who Is Covered?

3.0 Employment Issues

4.0 Public Accommodations

5.0 Enforcement Of The Act

6.0 Additional Information Resources

------------------------------------------------------------------------------------

CMP103 Annual And Medical Leave

Activities

1.0 Reasons For Taking Leave

2.0 Advance Notice And Medical Certification

3.0 Job Benefits And Protection

4.0 Unlawful Acts

5.0 Enforcement

6.0 Employer Notices

7.0 Additional Information Resources

Forms

CMP103 Ex 1 Certification Of Healthcare Provider

CMP103 Ex 2 Employer Response To Employee Request

----------------------------------------------------------------------------------------

CMP104 Drug Free Workplace

Activities

1.0 General

2.0 Prohibitions

3.0 Authorized Use Of Prescription Medicine

4.0 Drug Awareness Program

5.0 Disciplinary Actions

6.0 Additional Information Resources

-----------------------------------------------------------------------------------------

CMP105 Health Insurance Portability And Accountability

Activities

1.0 Management

1.1 Privacy Standards

2.0 Medical Records Maintenance

3.0 Medical Records Access

4.0 Additional Information Resources

Forms

CMP105 HIPAA Authorization Form

----------------------------------------------------------------------------------------

CMP106 Harassment & Discrimination

Activities

1.0 Unacceptable Behavior

2.0 Complaint

3.0 Corrective Measures

4.0 Enforcement

5.0 Additional Information Resources

-----------------------------------------------------------------------------------

Job Descriptions Tab

WRITING JOB DESCRIPTIONS

INTRODUCTION

PURPOSE

SCOPE

WRITTEN COMMUNICATION

Non-discriminatory language

Active voice

Action verbs Plain English

FORMAT AND CONTENT

Effective Date

Department

Summary Of Functions

Essential Duties And Responsibilities

Grouping Several Tasks Into A Single Responsibility

Responsibility Statements

Delegated Responsibilities

Organizational Relationships

Reporting Relationships

The Organization’s Environment

Qualifications

Mandatory Requirements

Key Selection Criteria

Physical Demands

Work Environment

Job Performance

Job Descriptions

Reasonable Accommodation

Accessibility

APPENDIX 2 SAMPLE JOB DESCRIPTIONS[sample only]

Accounting Manager

Credit Manager

Customer Service Manager

Data Processing Technician

Computer Programmer

Director Of Quality Assurance

Graphic Illustrator

================================================== ===

Employee Handbook

SECTION 1 INTRODUCTION

1.0 The Company Philosophy

1.1 The Company Mission

1.2 Equal Employment Opportunity Policy and Affirmative Action Plan

1.3 Employment-At-Will



1.4 Sexual Harassment

1.5 Safety

1.5.1 Safety Rules

1.5.2 Hazardous Wastes

1.5.3 Reporting Injuries and Accidents

1.6 Drug Free Workplace

1.6.1 Prohibitions

1.6.2 Drug Awareness Program

1.6.3 Disciplinary Actions

SECTION 2 EMPLOYMENT

2.0 Personnel Administration

2.1 HR Personnel Records

2.1.1 Contents of Personnel Files

2.1.2 Employee Information

2.1.3 Employee's Request for Review of Personnel Records

2.1.4 Management Review of Personnel Files

2.2 Service

2.2.1 Employee Categories

2.2.2 Job Posting Procedures

2.2.3 Employment of Relatives

2.2.4 Employment of Minors

2.2.5 Promotions

2.2.6 Transfer of Employees

2.2.7 Separation of Employment

2.2.8 Work force Reductions

2.2.9 Probationary Period

2.2.10 Extra Income

2.3 Process Improvement

2.3.1 Employee-Management Forums

2.3.2 Employee Suggestion Program

SECTION 3 COMPENSATION & BENEFITS

3.0 Benefit Eligibility

3.1 Payroll Information

3.1.1 Time Records

3.1.2 Pay Periods

3.1.3 Salary Compensation for Partial Pay Period

3.1.4 Pay Rate Schedule – Hourly Paid Employees

3.1.5 Payroll Deductions

3.1.6 Overtime

3.1.7 Payroll Errors

3.1.8 Garnishment of Employee Wages

3.1.9 Authorized Check Pickup

3.1.10 Pay at Time of Separation

3.2 Attendance & Leave

3.2.1 Medical Leave Policy

3.2.2 Sick Leave Credit Limit

3.2.3 Sick Leave Policy – Usage

3.2.4 Medical, Dental and Optical Appointments

3.2.5 Exhaustion of Accumulated Sick Leave

3.2.6 Pallbearer, Funeral, Emergency Leave

3.2.7 Civic Leave or Jury Duty

3.2.8 Voting

3.2.9 Military Leave

3.2.10 Maternity Leave

3.2.11 Parental Leave

3.2.12 Leave of Absence

3.3 Insurance

3.3.1 Hospitalization and Medical Insurance

3.3.2 Continuation of Group Health Insurance

3.3.3 Life Insurance

3.3.4 Long Term Disability Insurance

3.3.5 Social Security

3.3.6 Workers' Compensation

3.3.7 Unemployment Compensation

3.4 Savings Plan

3.5 Break Room



3.6 Employee Discounts



3.7 Educational Assistance



SECTION 4 EMPLOYEE RESPONSIBILITIES

4.1 Work Schedules

4.1.1 Working Hours

4.1.2 Salary Employees

4.1.3 Hourly Employees

4.1.4 Clean Work-Place

4.2 Legal & Ethical Conduct

4.2.1 Ethical Standards

4.2.2 Conflicts of Interest

4.2.3 Personal Conduct

4.2.4 Confidentiality

4.2.5 Bribes, Kickbacks and Illegal Payments

4.2.6 Patents and Copyrights

4.3 Misconduct

4.3.1 Serious Misconduct

4.3.2 Very Serious Misconduct

4.3.3 Inexcusable Misconduct

4.3.3 Misconduct Investigations

4.4 Transportation & Travel

4.4.1 Company Owned Vehicles

4.4.2 Personal Vehicles

4.4.3 Living Expense Allowance

4.4.4 Other Travel Expenses

4.4.5 Expense Records

4.4.6 Travel Advances

4.4.7 Expense Reimbursement – Third Party

4.4.8 Expense Policies – Violations

4.4.9 Company Credit Cards

4.5 Appearance & Belongings

4.5.1 Personal Appearance

4.5.2 Business Attire

4.5.3 Casual Attire

4.5.4 Inappropriate Attire

4.5.5 Personal Belongings

4.5.6 Alcohol and Drugs

4.5.7 Medication

4.5.8 Smoking Policy

4.6 Equipment & Facilities

4.6.1 Parking

4.6.2 Telephone Use

4.6.3 Motor Vehicle and Workplace Equipment Operation

4.6.4 Safety Equipment

4.6.5 Company Tools

4.6.6 Waste Prevention

4.6.7 Solicitation and/or Distribution

4.6.8 Security

4.6.9 Bulletin Board

EMPLOYEE HANDBOOK FORMS

Acknowledgement Of Receipt And Understanding

Statement Of Legal And Ethical Business Conduct

Drug-Free Workplace Policy Employee Acknowledgement

Job Related Accident

HOPE THIS IS USEFUL TO YOU

REGARDS

LEO LINGHAM
Can anyone please help me with a write up in equal opportunity employment and affiramtive action policy
Equal Employment Opportunity:
It is the policy of the Company to provide equal employment opportunity to all applicants for employment and not to discriminate on any basis prohibited by law, including race, color, sex, age, religion, national origin, disability, marital status or veteran status. It is our intent and desire that equal employment opportunities will be provided in employment, recruitment, selection, compensation, benefits, promotion, demotion, layoff, termination and all other terms and conditions of employment. The Director of the Company and all managerial personnel are committed to this policy and its enforcement.
Employees are directed to bring any violation of this policy to the immediate attention of their supervisor or the company director. Any employee who violates this policy retaliates against an employee reporting or complaining of a violation of this policy shall be subject to immediate disciplinary action, up to and including discharge. Complaints brought under this policy will be promptly investigated and handled with due regard for the privacy and respect of all involved.
BTW
Dear all, can anyone help suggest a good HR consultant who will help me set up HR platform in my company. we are 25 people, hence HR exe might be too much.
We are chennai based developers in real estate space
can any one help
Arun kumar M
09381060851
Managing Director
Casa Grande Private Limited
...:::CasaGrande Pvt Ltd., Chennai - India, Real Estate, Duplex Bungalow, Luxury Villas, Luxury Apartments, Semi Independent Houses, Semi Independent Bungalow, Town ship promoters, Commercial, Investment Properties Developers, CasaGrande Pvt Ltd., Ch
Hi,i also have joined a new company as u..and started working in HR....first u make biodata files for all employee,presence regi.....and salary sheet on excel ..u should also make one public relation file...then u will get more ideas for work
Hi
what ideas can you give me to improve the HR policies in my organization. Ours is a real estate & construction company providing Luxury apartments in madhavaram Luxury Apartments for Sale Chennai | Buy Flats in Madhavaram | Builders in Chennai - Lokaa Developer. Let me know if you can help me .
Krishnan R
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