HR Policies and Procedures

Editor's Note: Develop comprehensive policies and procedures to manage effectively.

Beth P. ZollerOverview: It is important for employers to develop and institute a comprehensive set of HR policies and procedures to guide the conduct of both employees and supervisors in the workplace and protect both employers and employees. Standard policies and procedures also ensure that similar situations are dealt with in a consistent manner and the employer's business runs efficiently. The workplace policies and procedures should be memorialized and may be provided in the employee handbook or other document given to employees and/or supervisors.

An employer may want to develop different HR policies and procedures for different groups of employees depending on the department that they work in, whether or not the employee is part of a union, and whether or not the employee is an exempt or non-exempt employee. Workplace policies and procedures may cover such varied topics as discrimination and harassment, social media use, employee benefits, compensation, employee discipline, affirmative action, FMLA and employee leave. While workplace rules provide employees with standards of conduct that must be followed, policies and procedures are usually more formal and provide supervisors and management with a standard manner of handling frequent situations. Workplace policies and procedures should also carefully lay out the consequences and discipline that employees and supervisors may be subject to for violating a workplace policy.

Trends: Employers should be aware that changes in society, technology and the law may require employers to revise existing policies and create new ones. We live in a society in which our technology and the way we connect with others in changing rapidly. As a result, employers must constantly revisit their policies with respect to electronic communications and social media use. Employment policies on employee benefits and compensation also may need to be frequently updated based on changes in the law. Further, based on the fact that the amendments to the Americans with Disabilities Act significantly expanded the definition of an individual with a qualified disability, workplace policies regarding managing employees with disabilities should also be reviewed and revised on a frequently basis.

Author: Beth P. Zoller, JD, Legal Editor

Latest items in Policies and Procedures

  • Unpaid Sick and Safe Time Handbook Statement [1-9 Employees; Accrual Method]: Oregon

    Type:
    Employee Handbooks

    Oregon employers that are not located in Portland and that have fewer than 10 employees working anywhere in Oregon or Oregon employers that are located in Portland and have fewer than six employees working anywhere in Oregon and that seek to provide unpaid sick and safe time using the "accrual method" should consider including this model policy statement in their handbook.

  • Paid Sick and Safe Time Handbook Statement [10+ Employees; Accrual Method]: Oregon

    Type:
    Employee Handbooks

    Oregon employers that are not located in Portland and have 10 or more employees working anywhere in Oregon or Oregon employers that are located in Portland and have six or more employees working anywhere in Oregon and that seek to provide paid sick and safe time using the accrual method should consider including this model policy statement in their handbook.

  • Paid Sick and Safe Time Handbook Statement [10+ Employees; Lump Sum Method]: Oregon

    Type:
    Employee Handbooks

    Oregon employers that are not located in Portland and have 10 or more employees working anywhere in Oregon or Oregon employers that are located in Portland and have six or more employees working anywhere in Oregon and that seek to provide paid sick and safe time using the lump sum method should consider including this model policy statement in their handbook.

  • Unpaid Sick and Safe Time Handbook Statement [1-9 Employees; Lump Sum Method]: Oregon

    Type:
    Employee Handbooks

    Oregon employers that are not located in Portland and that have fewer than 10 employees working anywhere in Oregon or Oregon employers that are located in Portland and have fewer than six employees working anywhere in Oregon and that seek to provide unpaid sick and safe time using the "lump sum" method should consider including this model policy statement in their handbook.

  • New Oregon Sick Leave Rules: Handbook Statements Updated

    Date:
    February 3, 2016
    Type:
    Editor's Choice

    Oregon's sick leave handbook statements have been updated as a result of new administrative rules published to implement the Oregon Sick Leave Law.

  • Employment At-Will: Texas

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Texas employment law requirements HR must follow with respect to employment at-will doctrine.

  • Employment At-Will: Pennsylvania

    Type:
    Employment Law Manual

    In-depth review of the spectrum of Pennsylvania employment law requirements HR must follow with respect to the employment at-will doctrine.

  • Employment At-Will: South Carolina

    Type:
    Employment Law Manual

    In-depth review of the spectrum of South Carolina employment law requirements HR must follow with respect to employment at-will.

  • Paid Sick and Safe Leave Handbook Statement [Accrual Method]: Tacoma, Washington

    Type:
    Employee Handbooks

    Employers that have one or more employees working 80 or more hours per year in Tacoma, Washington, that seek to educate employees about the availability of paid sick and safe leave and to show their compliance with the Tacoma Paid Leave Ordinance (TPLO) should consider including this model policy statement in their handbook.

  • Tacoma, Washington, Paid Sick and Safe Leave: Handbook Statement Added

    Date:
    January 27, 2016
    Type:
    Editor's Choice

    Effective February 1, 2016, employers with employees working in Tacoma, Washington, must provide paid sick leave to those employees.

About this topic

Guidance on creating and implementing HR policies that provide employees and supervisors standards and procedures with which they should comply.