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

  • About This State Supplement Handbook Statement: New York

    Type:
    Employee Handbooks

    New York employers seeking to explain how the handbook and supplement should be read together and that neither the handbook nor the supplement alter an employee's at-will status should consider including this model policy statement in their handbook.

  • EEO Handbook Statement: New York

    Type:
    Employee Handbooks

    New York employers with four or more employees should consider including this model policy statement in their handbook.

  • Political Opinions Handbook Statement: New York

    Type:
    Employee Handbooks

    New York employers seeking to inform employees about their policy against voter intimidation and to demonstrate compliance with New York's election law should consider including this model policy statement in their handbook.

  • Pregnancy Accommodation Handbook Statement: New York City, New York

    Type:
    Employee Handbooks

    New York employers that have four or more employees, have employees working in New York City and that are seeking to inform employees, including supervisors, that the company will provide reasonable accommodations to New York City employees with needs related to pregnancy, childbirth or a related medical condition should consider including this model policy statement in their handbook.

  • Accommodation for Victims of Domestic Violence Handbook Statement: New York City, New York

    Type:
    Employee Handbooks

    New York employers that have four or more employees, have employees working in New York City and that are seeking to inform employees, including supervisors, that the company will provide reasonable accommodations to victims of domestic violence, sex offenses or stalking should consider including this model policy statement in their handbook .

  • Meal Breaks Handbook Statement: New York

    Type:
    Employee Handbooks

    New York employers seeking to inform employees and their supervisors about legally-required meal breaks and to demonstrate compliance with the law should consider including this model policy statement in their handbook.

  • Lactation Accommodation Handbook Statement: New York

    Type:
    Employee Handbooks

    New York employers that do not have a lactation accommodation policy and are seeking to show their compliance and support for New York law which requires that employers provide unpaid break time and reasonable locations for employees to express breast milk should consider including this model policy statement in their handbook.

  • Jury Duty Leave Handbook Statement [1-9 employees]: New York

    Type:
    Employee Handbooks

    New York employers with fewer than 10 employees that are seeking to educate employees about the availability of jury and witness duty leave and to demonstrate compliance with New York's jury duty leave law should consider including this model policy statement in their handbook .

  • Jury Duty Leave Handbook Statement [10+ employees]: New York

    Type:
    Employee Handbooks

    New York employers with 10 or more employees that are seeking to educate employees about the availability of jury duty leave and to demonstrate compliance with New York's jury duty leave law should consider including this model policy statement in their handbook.

  • Time Off to Vote Handbook Statement: New York

    Type:
    Employee Handbooks

    New York employers seeking to educate employees about the availability of time off to vote and to show their compliance with New York's voting leave law should consider including this model policy statement in their handbook.

About this topic

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