While designing policies for your organisation, you need to divide policies in two categories viz statutory policies and HR policies. For former, it is better to hire a local consultant.
However, your condition of separate policies for different categories of staffs is not understood. For what kind of policies would you like to bring variation? You could have written it clearly.
As far as statutory deductions are concerned, these are already fixed and you cannot have any variation in it. Next comes leave. Leaves are also guided by either shops and establishment act or factory act. You can give more than what is stipulated but not less.
By the way, designing policies depending on the categories would mean officially fostering disparity. Will it be acceptable to the particular category that would get least benefits? Will this disparity become source of demotivation?
Organisations try to follow principle of equality as much as possible. The rules are maintained uniform across the organisation barring few exceptions because of the local conditions. Nevertheless, scratch minds of persons working in any department/section and you will notice undercurrents of disgruntlement when they say "their department is least important. Management always gives importance to ____ department".
Birds of the feather flock together goes the famous proverb. True to this proverb, we find in many organisations informal groups are developed depending on their hi-fi qualifications, education institutions from which they come etc. Their high-handedness is accepted as fait accompli by others. Yet organisational policies are same for them too.
Now you or your management wish to bring official divergence in the treatment to their employees. What will be the side effects of this variation have you anticipated?
Just today, there was similar query on designing HR Policies. I have given reply there to. You may click the following link to refer it:
Dinesh V Divekar
26th November 2014 From India, Bangalore