Hr policies

1. HR POLICIESAND CASE STUDIES

2. HUMANRESOURCES ISTHE SETOF INDIVIDUALS WHOMAKEUPTHEWORKFORCEOFAN ORGANIZATION, BUSINESSSECTOR, OR ECONOMY.

3. INTRODUCTIONTO HUMAN RESOURCE POLICY Human resource policies are the formal rules and guidelines that businesses put in place to hire, train, assess, and reward the members of their workforce. These policies, when organized and disseminated in an easily used form, can serve to preempt many misunderstandings between employees and employers about their rights and obligations in the business place.

4. HISTORYOF HR

5. LETS LOOKATSOME OFTHE HR POLICIES 1.Recuitment Policy 2.Leave Policy 3.Medical Policy 4.Termination Policy 5.Expences and Allowances Policy

6. RECRUITMENTPOLICY Purpose :- A recruitment and selection policy with the most suitable candidate. Philosophy :- Believing in equal opportunity in employment practices without discrimination on the grounds of race, religious beliefs, color, gender, sexual orientation, physical disability, mental disability, ancestry, place of origin, age, marital status, source of income or family status.

7. RESPONSIBILITY 1. Human Resources is responsible to ensure employment practices conform to legislation and personnel policies. 2. Department Management approve employee selection decisions. 3. Supervisors make employee selection decisions. cont.recrultment policy

8. EMPLOYMENTOFFERS 1. Offers will be written and include all terms of employment including:- -Job Title -Rate of Pay -Pay Period information -Eligibility for benefits 2. Way will sign an oath of confidentiality. Information about hours of work and overtime compensation will be included for eligible employees. cont.recrultment policy

9. GUIDELINES 1. Internal applicants who apply in writing for vacancies will receive call for interview. 2. Recruitment activities may be conducted externally. 3. An employment interview will be conducted before making an offer of employment. 4. All candidates participating in an interview will be notified of the results. 5. One or preferably two reference checks will be conducted before making an offer of employment. 6. Employment tests may be conducted before making an offer of employment. 7. A copy of the job description will be provided to new employees cont.recrultment policy

10. LEAVE POLICY Leaves - general leave, professional development and educational leave Leaves - jury and witness duty Leaves - maternity leave, parental and adoption leave Leaves - sick and personal leave Leaves - time off to vote

11. LEAVES - SICKANDPERSONALLEAVE To address the issue of occasional absence from work due to illness, many organizations grant employees a limited number of days per year often referred to as sick days. A policy on sick/personal leave may include:- 1. Purpose of the leave 2. How time is accrued 3. Conditions for claiming sick or personal leave 4. A maximum number of days which can be taken . 5. What happens with unused leave time

12. LEAVES - GENERALLEAVE, PROFESSIONAL DEVELOPMENTANDEDUCATIONALLEAVE Generally, policies of this nature cover: 1.The purpose of the policy 2.Criteria to qualify for the leave 3.Responsibilities of the employee and employer during a leave Covering of costs (depending on the nature of the leave and funding)

13. HEALTHAND SAFETYPOLICY Maintaining a safe work environment requires the continuous co- operation of all employees and volunteers. It is required that all employees recognize that it is their duty to comply with all Health and Safety rules, regulations and guidelines and in performing all tasks in a safe & healthy manner. All management and supervisory employees are required to make the Health and Safety of all persons working for an integral part of their management and supervisory functions. Any unsafe conditions, materials or equipment and all accidents and injuries must be reported.

14. ROLESAND RESPONSIBILITIES 1. The board of directors Is responsible for developing and endorsing the Health and Safety Policy and the appointment of an Officer responsible for the implementation of Health and Safety Policy and all statutory legislation. 2. The executive director Is appointed and delegated by the Board as the officer having responsibility for developing appropriate Health and Safety procedures. He/she will implement all Health and Safety Policy and Procedures as endorsed by the Board and is responsible for ensuring that the requirements of all Health and Safety legislation are met.

15. DEPARTMENT MANAGERS Managers are directly responsible for ensuring all processes and procedures used in their departments meet Statutory and Health and Safety requirements. They will ensure that all staff; volunteers and visitors know and comply with the appropriate Health and Safety rules/guidelines when in their area of responsibility. The specific Health and Safety requirements for each Department must be defined and posted in their work areas. VOLUNTEERS AND EMPLOYEES All employees and volunteers are required to take an active role in protecting and promoting their health and safety on site and that of others with whom they work. All employees and volunteers are responsible for the health and safety of all that personally visit them at work and for conducting them safely on and off the premises.

16. TERMINATION POLICY Terminations are to be treated in a confidential, professional manner by all concerned. Supervisors and the executive director will ensure thorough, consistent and evenhanded termination procedures. A termination at the end of an agreed to term of employment shall require no notice. At the termination of employment, whether by resignation or dismissal owing to the employee shall be paid in full. At the termination of employment of an employee, company shall pay the employee on the last working day.

17. Termination with cause puts the employer to show that an act by an employee has seriously impacted, or a further similar act could seriously impact the organization. Termination without cause usually requires advance notice and/or compensation be given to the employee. In the voluntary and non- profit sector, termination without cause is often the result of restructuring the organization or changes in funding. cont.terminationpolicy

18. WRONGFULDISMISSAL It is a legal claim about the cause or notice given to the employee when they are terminated. Constructive dismissal is when there is a significant change in the employment relationship, for example, the employer significantly reduces an employee's salary or makes a significant change to an employee's work location, hours of work, authority or position (without the employee being separated from the organization). You want to avoid both of these. cont.terminationpolicy

19. EXPENSESANDALLOWANCE POLICY The organization will pay all normal and reasonable expenses for employees who must be away from their regular place of employment, when their supervisor - prior to spending - has approved expenses. Receipts are necessary for all expenses turned in on your expense report.

20. THE FOLLOWING ARE RECOGNIZED AS PROPER CHARGES AND MUST BE ACCOMPANIED BY RECEIPTS EXCEPT FOR ITEMS 1, 2 AND 3. 1. Car mileage (except to and from work). The rate is set annually through the Budge approval process 2. Public transit fares (except to and from work) 3. Parking meter fees (except to and from work) 4. Taxicab fares (except to and from work) when timing, emergency or transit of heavy materials warrants the use of a cab 5. Long distance telephone calls directly relating to your job 6. Parking fees (except for regular working day parking) 7. Reasonable meal expenses when incurred as part of your responsibilities in fulfilling your job function 8. Moving expenses cont.expandallowancepolicy

21. Conclusion HR policy have the potential to impact, in one way or another, every person in the company, including the owner. Proposed changes should be examined carefully and in consultation with others in the organization who may recognize potential pitfalls that other managers, or the business owner herself, may have failed to detect. Once a change in policy is made, it should be disseminated widely and effectively so that everyone within the business is working from the same human resource policy at all times.

Hr policies

Recruiting & HR