Corporate policies and procedures

You don’t have to include the kitchen sink, but be sure to cover the pertinent points that are relevant and applicable to your business. If an employee termination becomes contentious, and policies are being contested, having on file the employee’s signed acknowledgment of receipt can be your strongest defense. For instance, you might want to outline your benefit and compensation philosophy without naming specific carriers or plan options. Get the latest resources and security updates on the Insperity Information Hub. Policies and procedures go hand-in-hand but are not interchangeable. Between cell phones, tablets, computers, and other electronic devices, our wired world means employees might bring their own device to work. Employees sometimes introduce risks and vulnerabilities into your company, often unintentionally.

Read more about this in our article How to develop workplace safety policies and procedures. When developing policies, be sure to consult local, state and federal regulations, as well as industry best practices to ensure the policies you create are compliant. Also be sure to give yourself enough leeway and not write definitive, binding statements; otherwise, you can be held liable if your manager does not follow the exact, outlined steps. It’s also important that you properly train employees on policies and ensure employees understand and acknowledge them. That way, there’s less chance of confusion and misunderstanding. Many companies have substance abuse policies that prohibit the use of drugs, alcohol and tobacco products during work hours, on company property or during company functions. These policies often outline smoking procedures employees must follow if allowed to smoke on business premises.

Decide how to communicate the policy in the future

When talking about how to write a policy for your company, it’s important to ensure that you tick all the boxes and include all details that both the employer and employee should follow. The more people who contribute ideas, the more unified the final message of the policy will be.

To protect your organization against liability, a BYOD policy should expressly prohibit workers from conducting illegal activities while connected to the company network. In any case, these policies should include what disciplinary steps will be taken when an employee breaks the rules and what behavior will result in termination. Having these expectations in writing will help protect your company against disgruntled employees and wrongful termination lawsuits.

Ask for employee input when writing company policies

Micro Focus partners must comply with the requirements of the Partner Code of Conduct or their own requirements, which must be no less stringent. It is essential that we work together to address any issues that arise under the Code of Conduct, any related policies or local legal requirements. This includes all of our employees taking action and reporting what does not seem right. Throughout most of my career I’ve belonged to professional associations of human resources executives. Although I like the people in these groups personally, I often find myself disagreeing with them. At some places entire teams focus on getting their firm onto lists of “Best Places to Work” .

• Determine if you want to distribute the policy by additional methods as well.
• In any case, these policies should include what disciplinary steps will be taken when an employee breaks the rules and what behavior will result in termination.
• If your answer is yes, we recommend reviewing and implementing policies and procedures that are effective, and work on your company’s behalf.
• It’s worth noting though that a policy shouldn’t be mistaken as a contract or a list of rigid rules that should be followed exactly how they are written.
• Without strong health and safety policies that are actually enforced, your employees and your organization are at risk.

The style and format in which you write it also improves readability, and therefore improves employee engagement. Generally speaking, employers should consider including the following components to every company policy. But before you get started, it’s important to understand why you might need to create your own company policy. Company Policies If you’d like to learn more about creating airtight policies and procedures for your business, download our free e-book, 7 most frequent HR mistakes and how to avoid them. In addition to policies, your employee handbook should include information about who to contact should an employee need to report policy violations.

Employee handbook: 6 must-have policies for your manual

Implementing a supplier selection process that aims to award business to key suppliers with equal or higher levels of environmental health management to build an environmentally conscious supply chain. The programme team was comprised of internal and external project managers, IT and legal privacy specialists and included a dedicated, full-time team from Deloitte as well as external UK counsel, Travers Smith. The programme team engaged with all functions within Micro Focus to fully implement the compliance programme. At Micro Focus, we believe in the importance of ensuring that our business is conducted to the highest of ethical standards. At Micro Focus, we work collaboratively with our partners to conduct business with a focus on the needs of our customers and uncompromising integrity in our business relationships. Micro Focus expects our partners to uphold the highest standards of integrity in all business interactions.

What will your company policy be if you’re in a state where marijuana is now legal? How will you handle incidents involving alcohol at company functions?

How to create Company Policies?

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Speak directly to the employees who will be reading, enforcing, and living by the policy. Use of personal devices, such as a USB drive you bring from home, may also be restricted to prevent unintended spread of computer viruses and other malware. No-one wants to focus on the negative but disputes can and will arise. Having the ground rules established in the clearest and simplest terms helps to limit the damage when they do. And in the instance that disputes lead to court, written policies can be essential in ensuring a swift and fair outcome.

Once a candidate is hired, you must complete certain new hire paperwork, including a Form W-4 and a Form I-9. A timekeeping policy informs employees of the method for recording time worked and the importance of accurately recording their time. https://wave-accounting.net/ Disseminating and storing the right employment information and documentation can help demonstrate compliance with federal, state, and local laws. HR people can’t believe that a company the size of Netflix doesn’t hold annual reviews.

Micro Focus has formulated the Anti-Harassment and Anti-Bullying Policy and Procedure together with guidelines on its implementation and made it fully available to all employees. This is an overview of some commonly used policies and documents. Your size, location, and industry may dictate whether you must provide additional written information to employees. When making this determination, consider your business practices as well as all applicable federal, state, and local laws. Sometimes policies and procedural changes will be complex and require a complete new approach to work practices.