Sarojdeka
Hr-professional
Ajayaatreyasa
Recruitment, Labour Laws, Skill Mapping,
+3 Others

Prime Sponsor - FactoHR.com - Payroll Software with GPS Enabled Attendance, Travel, Performance Management, HRMS. Explore Features
hi i am new to h.r field can anybody tell me the H.R.policy that can be maintained for firm having 50 employees
Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Dear Km Rajeshwari
My self RUPESH VYAS the answer of your Question is HR POLICY meance THE RULES & REGULATIONS OF COMPANY OR FIRM IT DOESN'T MATTER THAT YOUR WORKING IN 50 EMPLOYEES FIRM OR WORKING IN 1500 EMPLOYEES FIRM OR COMPANY HR POLICY IS APPLICABLE & WORKING EVERY WHERE & THE HR POLICY ALSO DEPENDS UPON THE SIZE & THE REPUTATION OF COMPANY IN MARKET. IF YOU HAVE ANY QUESTION ABOUT THE SAME ANY TIME CALL ME IN MY NO. 09923420808 ITSELF.
REGARDS
RUPESH VYAS
Sample Employee Handbook Contents

Overview and Employment Relationship

* Introduction and Purpose of the Handbook

* Welcome Message from the President/CEO

* Company History

* Company Vision

* Company Mission

* Company Values

* Company Overall Goals

* Company Commitment to Employees

* Code of Conduct and Business Ethics

* Employee and Employer Confidentiality

* Non-compete Agreement

* Employee Handbook Disclaimer

* Employment Relationship: At Will Employment

* Employee Signoff Signifying Receipt of the Handbook, the At-will Statement, and Employee Acknowledgement That He or She Understands and Will Abide by the Contents

General Employment Information

* Equal Employment Opportunity Policy (article)

* Accommodation for People With Disabilities (article)

* Employment Eligibility

* Internal Employee Application Process

* Promotions

* Employment of Relatives

* Rehiring Policy

* Open Door Policy

* Personnel File Policy

* Access to Personnel Records

* Harassment and Discrimination

* Harassment and Discrimination Reporting Procedure

* Harassment Investigation Process

* Office Romances

Attendance at Work

* Exempt and Non-exempt Employee Definitions

* Working Hours and Overtime

* Break and Lunch Periods

* Attendance Expectations and Policy

* Severe Weather and Emergency Closings

* Telecommuting Policy

Workplace Professionalism and Company Representation

* Work Dress Code

* Smoke Free Workplace

* Drugs and Alcohol: Drug Free Workplace

* Workplace Violence

* Weapons at Work

* Safety and Security

* Parking

* Workplace Visitors

* Conflicts of Interest

* Accepting and Giving Entertainment or Gifts

* Travel for Business Policy

* Mileage Reimbursement

Compensation and Benefits

Payroll Information

* Compensation Schedule

* Recording Time Worked

Benefits

* Benefits Eligibility

* Health Insurance

* Dental Insurance

* Vision Insurance

* Group Life Insurance

* Disability Insurance COBRA

* Health Care Flexible Spending Account (FSAs)

* 401(k) Plan

* Bonuses

* Workers' Compensation (article)

* Unemployment Compensation (article)

* Expense Reimbursement

* Educational Assistance (article)

* Employee Assistance Program (EAP)

* Paid Legal Aid

* Supplemental Insurance

* Stock Options

* Employee Discounts

* Retirement

Employee Time Off From Work

* Paid Holidays

* Paid Time Off (PTO)

* Vacation

* Sick Leave

* Attendance Policy

* Family and Medical Leave (FMLA) (article)

* Bereavement Leave

* Jury Duty

* Military Leave (USERRA)

Use of Company Equipment and Electronics

* Telephone Use

* Cell Phone Policy

* Company Tools, Equipment and Supplies

* Computer and Internet Use Policy

* Blogging and Social Media Policy

Monitoring in the Workplace:

* Email, Computer, Voicemail, Internet and Telephone Usage

* Video Surveillance and Physical Searches

Performance Expectations and Evaluation

* Performance Development Planning and Feedback Process

* Employee Conduct and Performance

* Immediate Employment Termination (article)

* Progressive Discipline

* Conflict Resolution

* Complaint Procedure

* Employment Termination (article)

* Exit Interviews (sample questions)

* Return of Company Property

Also please note that this is a shared copy, although its not my own copy...nobody shares their companies policies..so its just a glimpse of what policies u need to have...below is a sample

HR policy on absenteeism and tardiness

Effective Date:

Basic Policy:

Excellent attendance is an expectation of all employees of Your Company, Inc. Daily attendance is especially important for hourly employees whose customers and coworkers have the expectation of on-time product shipping and delivery. Emergency personal time is made available to employees for such unscheduled events as personal illness, immediate family member illness, and doctor appointments.

Emergency Personal Time:

Employees accrue 2.15 hours of emergency personal time per pay period. On an annual basis, this equates to the equivalent of 56 hours. Employees may use emergency personal time up to 56 hours. If an employee leaves employment at Your Company, with a negative accrual balance, hours used, yet not accrued, will be subtracted from an employee’s final paycheck. Emergency personal time that is accrued at the time an employee leaves Your Company will not be paid out.

Employees who are using emergency personal time must call and talk with their supervisor as soon as possible, but no later than sixty minutes after the start of their shift. If the supervisor is unavailable, employees may leave a message for the supervisor with a phone number where they can be reached. The supervisor will then return their call. Failure to call in on consecutive days is considered to be a voluntary resignation from employment at Your Company.

The number of minutes and / or hours an employee misses or is tardy for work, from lunch, or from breaks, will be subtracted from personal time accrued. A tardy occurs when an employee is not at his or her work station, working, on time as scheduled.

When an employee misses a punch, the employee should see his or her supervisor immediately. His or her time worked will be dealt with as if the employee has just arrived at work from the moment they report to the supervisor. Time missed will also count as a tardy.

Whenever possible, and as long as the time missed does not affect fellow employees or customers adversely, hourly employees may schedule time off in advance for such needs as to attend a doctor’s appointment, classes, household repair appointments, parent-teacher meetings, and religious events and services.

When possible, within the normal plant schedule, the employee may make up the time missed during the week in which the time was missed. Employees must have the permission of their supervisor to make up time. Otherwise, vacation time must be scheduled in advance to cover these events.

No emergency personal hours accrued may be carried over into the next calendar year.

Consequences of Overuse of Emergency Personal Time:

The accumulation of twelve tardies in a “rolling” year (any consecutive twelve months) is grounds for employment termination. Disciplinary action, that may lead up to and include employment termination, may start when the sixth tardy in a three month time period is recorded.

Disciplinary action, up to and including employment termination, will commence, for the overuse of emergency personal time, when 56 hours of absences have been accumulated. The disciplinary action will consist of a written warning for the next eight hours missed, then a three-day suspension without pay for the next eight hours missed, followed by employment termination when an employee has used up any hours over 72.

i hope you have got an idea of it..its very tough to frame policies...keep that in mind.
Hi

I have prepared the HR policy as well as Employee hand book for my Organisation. We are a chemical manufacturing organisation, specially METAL FINISHING chemicals located near to Kolkata. Total strength of my organisation is 379.(Including sales & Marketing) I am sending the plicy attach herewith.

I request you to go through it and share your feedback by which we can develop and effective our book. I will be more happy if you get benefitted also by the same.

Don't hesitate to call me / mail me at any time if you require any more clarification.

Best regards

Arindam Ray

GTZ (India) Pvt. Ltd.

Bishnupur, South 24 PGS

West Bengal

# 9331605262



Dear All other reader of CITE HR

All are requested to have a look of the Employee Hand book prepared by me for my Organisation and share your views for the betterment of the same.

Your response will be highly appriciated.

Thanking you

Best Regards

Arindam Ray

Best regards

Arindam Ray

GTZ (India) Pvt. Ltd.

Bishnupur, South 24 PGS

West Bengal

# 9331605262



Attached Files
Membership is required for download. Create An Account First
File Type: doc EMPLOYEE HAND BOOK GTZ.doc (1.01 MB, 1006 views)

Hi Rupesh
Will you plz help me what kind of HR practice should i impliment in our org.as i m a new with the HR job & dont have prior practical experience. company is having around 100 employees.Initially i collected their personal data, but now what should i do?
Thanks
priyanka

Dear Priyanka
If you have there personal data that you have make individual file of all 100 employees of your company & apart from that collect the salary details for the same from the accounts department,Leave Details for the same & maintain proper leave record, make the strategy to trained & motivate the sales team, also prepare the induction ,placement & training of new staff,whatever salary format your company using fix in your mind ,collect the data about the salary component your company is using,
And last but not the least update yourself & always share the knowledge with other & make good contact with your Seniors always & respect your Seniors managers
if you want further information about the same THE SAME ANY TIME CALL ME IN MY NO. 09923420808 ITSELF. & keep in touch with me
REGARDS
RUPESH VYAS
Hi,
As a new in HR Department you need to share much time with personnel files of employees that you can prepare an HRIS for your updated record and instant action. Try to give your attention towards time office at the begining of your day. Spend one or two months with old practice of your organisation and collegues.
then after you can understand your step towards any development and changes. You shoud understand the Organizational mission and culture.
Best of luck. Dont worry Be Happyyyyy
BRgds/ Saroj Kumar Deka

Dear Rupesh & Saroj
I got your beneficial advice and definetly will follow in near future. Really, Human-being are very sensitive asset and i'm facing a lot of rigidness in differnt forms. But,people like you motivate us to take such situation as a challenge by melting their -ve regitidity into +ve one.
Thanks alot..
Prime Sponsor - Talentedge.com "Interactive Anywhere Learning". Executive courses from top reputed institutes like IIM, XLRI, MICA. View Courses
Please Login To Add Reply






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Co™