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
From India, Bangalore
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3From India, Bangalore
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Dear Km Rajeshwari,
My name is RUPESH VYAS. The answer to your question is that HR POLICY means the rules and regulations of a company or firm. It doesn't matter if you are working in a 50-employee firm or a 1500-employee firm or company; HR POLICY is applicable and works everywhere. The HR policy also depends on the size and the reputation of the company in the market. If you have any questions about the same, feel free to call me at 09923420808.
Regards,
RUPESH VYAS
From India, Nagpur
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My name is RUPESH VYAS. The answer to your question is that HR POLICY means the rules and regulations of a company or firm. It doesn't matter if you are working in a 50-employee firm or a 1500-employee firm or company; HR POLICY is applicable and works everywhere. The HR policy also depends on the size and the reputation of the company in the market. If you have any questions about the same, feel free to call me at 09923420808.
Regards,
RUPESH VYAS
From India, Nagpur
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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.
From India, Bangalore
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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.
From India, Bangalore
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Hi,
I have prepared the HR policy as well as an Employee Handbook for my organization. We are a chemical manufacturing organization, specifically dealing with METAL FINISHING chemicals, located near Kolkata. The total strength of my organization is 379, including sales & marketing. I am sending the policy attached herewith.
I request you to go through it and share your feedback so that we can develop an effective handbook. I would also be happy if you benefit from it.
Please do not hesitate to call or email me at any time if you require further clarification.
Best regards,
Arindam Ray
GTZ (India) Pvt. Ltd.
Bishnupur, South 24 PGS
West Bengal
# 9331605262
arindamray3@gmail.com
Dear all other readers of CITE HR,
I kindly request you to review the Employee Handbook prepared by me for my organization and share your views for its improvement.
Your response will be highly appreciated.
Thank you.
Best regards,
Arindam Ray
GTZ (India) Pvt. Ltd.
Bishnupur, South 24 PGS
West Bengal
# 9331605262
arindamray3@gmail.com
From India, Calcutta
Acknowledge(1)Amend(0)
I have prepared the HR policy as well as an Employee Handbook for my organization. We are a chemical manufacturing organization, specifically dealing with METAL FINISHING chemicals, located near Kolkata. The total strength of my organization is 379, including sales & marketing. I am sending the policy attached herewith.
I request you to go through it and share your feedback so that we can develop an effective handbook. I would also be happy if you benefit from it.
Please do not hesitate to call or email me at any time if you require further clarification.
Best regards,
Arindam Ray
GTZ (India) Pvt. Ltd.
Bishnupur, South 24 PGS
West Bengal
# 9331605262
arindamray3@gmail.com
Dear all other readers of CITE HR,
I kindly request you to review the Employee Handbook prepared by me for my organization and share your views for its improvement.
Your response will be highly appreciated.
Thank you.
Best regards,
Arindam Ray
GTZ (India) Pvt. Ltd.
Bishnupur, South 24 PGS
West Bengal
# 9331605262
arindamray3@gmail.com
From India, Calcutta
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Hi Rupesh,
Will you please help me with what kind of HR practices I should implement in our organization? I am new to the HR job and don't have prior practical experience. The company has around 100 employees. Initially, I collected their personal data, but now what should I do?
Thanks,
Priyanka
From India, Delhi
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Will you please help me with what kind of HR practices I should implement in our organization? I am new to the HR job and don't have prior practical experience. The company has around 100 employees. Initially, I collected their personal data, but now what should I do?
Thanks,
Priyanka
From India, Delhi
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Dear Priyanka,
If you have the personal data, please create individual files for all 100 employees of your company. Additionally, collect the salary details from the accounts department, gather Leave Details, and maintain proper leave records. Develop strategies to train and motivate the sales team, as well as prepare for the induction, placement, and training of new staff. Familiarize yourself with the salary format used by your company and collect data on the salary components being utilized.
Lastly, ensure you update yourself regularly, share knowledge with others, maintain good contact with your seniors, and always show respect to your senior managers.
If you require further information or assistance, feel free to call me at 09923420808. Stay in touch.
Regards,
Rupesh Vyas
From India, Nagpur
Acknowledge(1)Amend(0)
If you have the personal data, please create individual files for all 100 employees of your company. Additionally, collect the salary details from the accounts department, gather Leave Details, and maintain proper leave records. Develop strategies to train and motivate the sales team, as well as prepare for the induction, placement, and training of new staff. Familiarize yourself with the salary format used by your company and collect data on the salary components being utilized.
Lastly, ensure you update yourself regularly, share knowledge with others, maintain good contact with your seniors, and always show respect to your senior managers.
If you require further information or assistance, feel free to call me at 09923420808. Stay in touch.
Regards,
Rupesh Vyas
From India, Nagpur
Acknowledge(1)Amend(0)
Hi,
As a newcomer in the HR Department, you need to spend a significant amount of time going through personnel files of employees so that you can set up an HRIS for maintaining updated records and taking immediate action. Make it a priority to focus on time management at the beginning of your day. Dedicate one or two months to familiarizing yourself with the existing practices of your organization and your colleagues.
Afterward, you will be better equipped to take steps towards any necessary developments and changes. It's crucial to comprehend the organizational mission and culture.
Best of luck. Don't worry, be happy!
BRgds,
Saroj Kumar Deka
Email: saroj_deka2000@yahoo.com
From India, New Delhi
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As a newcomer in the HR Department, you need to spend a significant amount of time going through personnel files of employees so that you can set up an HRIS for maintaining updated records and taking immediate action. Make it a priority to focus on time management at the beginning of your day. Dedicate one or two months to familiarizing yourself with the existing practices of your organization and your colleagues.
Afterward, you will be better equipped to take steps towards any necessary developments and changes. It's crucial to comprehend the organizational mission and culture.
Best of luck. Don't worry, be happy!
BRgds,
Saroj Kumar Deka
Email: saroj_deka2000@yahoo.com
From India, New Delhi
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Dear Rupesh & Saroj,
I have received your beneficial advice and will definitely follow it in the near future. Human beings are very sensitive assets, and I am facing a lot of rigidity in different forms. People like you motivate us to take such situations as a challenge by transforming their negative rigidity into a positive one.
Thank you very much.
From India, Delhi
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I have received your beneficial advice and will definitely follow it in the near future. Human beings are very sensitive assets, and I am facing a lot of rigidity in different forms. People like you motivate us to take such situations as a challenge by transforming their negative rigidity into a positive one.
Thank you very much.
From India, Delhi
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HR Manual & Employee Handbook.doc