Hi, I have joined in a new start-up company as HR. As I do not hold any experience in making Policies & procedures, Can anyone help me in this regard? I found many drafts in this but most of them are very old especially the leave policies. Thank you
From India, Trivandrum
From India, Trivandrum
In your new company, based on the guidelines received from your management, and with reference to the policies contained in this Citehr FORUM, please make an attempt to evolve suitable HR policies . Doubts/questions regarding evolving HR polices are welcome and senior learned members of this Forum shall try to answer and clear your doubts.
From India, Aizawl
624From India, Aizawl
Making a leave policy is an important aspect of welfare and legal compliance for any company.
First
What is the nature of business and size,number of employees and state where main business is situated?
Gen your self update with laws and local rules impacting leave-working hours,OT etc
Set up eligibility conditions for leave (off course subject to law/rules etc of the state/Centre)
for example -leave eligibility
Eligibility For a Leave Policy
Eligibility as criteria helps in ascertaining, the sanctioning of leave to employees.
If an employee is eligible for leave while on probation?
Can an employee take leave during notice period?
How many annual leave is an employee entitled? again minimum will be laid down in law
What is the quantum of leave that can be applied/granted at one time, and can it be approved?
For the sake of convenience, leaves should be divided under different segments for better management-casual/earned/maternity etc
Maternity leave is regulated by law
What is the procedure for applying for leave?
Who can sanction it?
How to track employees on leave-to know if employee does not report back on time?
Industry guidelines/union agreements etc
These are example of what one should keep in mind while framing leave policy.
Frame leave policy,put it up for approval and make it public for all to know and comply.
From India, Pune
First
What is the nature of business and size,number of employees and state where main business is situated?
Gen your self update with laws and local rules impacting leave-working hours,OT etc
Set up eligibility conditions for leave (off course subject to law/rules etc of the state/Centre)
for example -leave eligibility
Eligibility For a Leave Policy
Eligibility as criteria helps in ascertaining, the sanctioning of leave to employees.
If an employee is eligible for leave while on probation?
Can an employee take leave during notice period?
How many annual leave is an employee entitled? again minimum will be laid down in law
What is the quantum of leave that can be applied/granted at one time, and can it be approved?
For the sake of convenience, leaves should be divided under different segments for better management-casual/earned/maternity etc
Maternity leave is regulated by law
What is the procedure for applying for leave?
Who can sanction it?
How to track employees on leave-to know if employee does not report back on time?
Industry guidelines/union agreements etc
These are example of what one should keep in mind while framing leave policy.
Frame leave policy,put it up for approval and make it public for all to know and comply.
From India, Pune
To get the most out of this FORUM, its advisable that you may draft your own Leave policy template taking tips and references from the drafts you saw. Further you can attach your draft and we all can give you suggestions.
Giving you some healthy tips:-
- Discuss with your management, how many calendar holidays(festivals) they want to fix up for each year?
- Basis that you can decide the EL's, sick leaves etc.
- Maternity leaves should be included as per latest ruling but under separate header.
- Also clarify how many leaves and of which type are accrued for next year
Do reach out to me if you need more support regarding policy formulation..shall be happy to help you!!
Regards
Megha M.
Senior POSH & Employee Relation Specialist
email -
From India, Noida
Giving you some healthy tips:-
- Discuss with your management, how many calendar holidays(festivals) they want to fix up for each year?
- Basis that you can decide the EL's, sick leaves etc.
- Maternity leaves should be included as per latest ruling but under separate header.
- Also clarify how many leaves and of which type are accrued for next year
Do reach out to me if you need more support regarding policy formulation..shall be happy to help you!!
Regards
Megha M.
Senior POSH & Employee Relation Specialist
email -
From India, Noida
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Leave Policy.doc