Employee Policy Development and HR guidance
Employee policies vary roughtetween companies but all companies are required to adhere to certain laws. The most common way to establish and notify employees about a company’s policies is by creating an employee handbook featuring an overview of the business and general employment policies. Outlining these policies and procedures will protect you and your employees and ensure a safe, organized, nondiscriminatory work place. This important communication tool will make clear your expectations of employees and what they can expect from the company. It should also include the legal obligations of the employer and employees’ rights. Here are a few topics you should consider including in your employee handbook or manual.
Anti-Discrimination and Leave Policies
Equal employment opportunity laws prohibit discrimination and harassment. A company policy should outline its expectations of employee compliance along with a statement of the company’s non-discriminatory practices. To comply with state and local laws, leave policies (family, medical, and military leave, jury duty, and voting) should be carefully documented as well as policies for vacation, holiday, bereavement, and sickness.
Compensation and Benefits
Outline your legal obligations regarding overtime pay, pay schedules, performance reviews, salary increases, time keeping records, breaks and bonuses. Explain required federal and state tax deductions as well as voluntary and optional benefits such as health insurance, retirement plans, and wellness programs.
Work Schedules and Standards
Describe your company’s policies regarding work hours and schedules, punctuality, attendance, and reporting absences, as well as rules regarding smoking, breaks, flexible schedules, telecommuting, and progressive discipline.
Safety and Security
Describe your company’s compliance with OSHA laws and policy for creating a safe and secure workplace, including the requirement of employees to report all accidents, injuries, potential safety hazards, safety suggestions and health and safety related issues to management.
Patterson Moore Butler can help you establish and implement employee policies as well as work with your HR department with updating existing policies. While some policies tend to remain the same for years within a company (employee conduct expectation and your code of ethics) workplaces are constantly evolving. Policies such as dress codes change over the years and policies regarding computers, technology, and cell phones may not have even existed at your company a few years ago. Patterson Moore Butler has vast experience in employee policy development and working with HR departments to to the EEOC or find yourself defending a complaint brought by one of your employees. They are also constantly on the cutting edge of new policies and will advise you about new or changing areas that should not be overlooked.