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

  • Bone Marrow or Organ Donor Leave Handbook Statement: Wisconsin

    Type:
    Employee Handbooks

    Wisconsin employers employing 50 or more employees seeking to educate employees about the availability of bone marrow or organ donor leave, eligibility requirements and leave request procedures and to demonstrate compliance with Wisconsin law should consider including this model policy statement in their handbook.

  • Wisconsin Bone Marrow or Organ Donor Leave: Handbook Statement Added

    Date:
    June 29, 2016
    Type:
    Editor's Choice

    A bone marrow or organ donor leave handbook statement for Wisconsin has been added as a result of a new law providing employees a leave of absence for bone marrow or organ donation, effective July 1, 2016.

  • Military Leave Handbook Statement: Idaho

    Type:
    Employee Handbooks

    Updated policy to reflect the removal of the durational requirement that an Air or Army National Guard member be called to duty for 30 consecutive days to receive federal employment protection benefits.

  • Military Leave Handbook Statement: Georgia

    Type:
    Employee Handbooks

    Updated policy and guidance to reflect the expansion of National Guard protections, effective July 1, 2016.

  • Military Leave Handbook Statement: Indiana

    Type:
    Employee Handbooks

    Updated policy and guidance to reflect the expansion of USERRA and SCRA rights to employees who are members of the National Guard of any state, effective July 1, 2016.

  • Military Leave Handbook Statement: Wyoming

    Type:
    Employee Handbooks

    Updated policy and guidance to reflect expanded Military Service Relief Act protections to employees who are members of the National Guard of any state, effective July 1, 2016.

  • EEO Handbook Statement: Virginia

    Type:
    Employee Handbooks

    Updated when to include, policy and guidance to reflect expansion of discrimination protections to members of the National Guard of any state, effective July 1, 2016.

  • Military Leave Handbook Statement: Virginia

    Type:
    Employee Handbooks

    Updated policy and guidance to reflect the expansion of National Guard protections, effective July 1, 2016.

  • Family And Medical Leave Handbook Statement: Connecticut

    Type:
    Employee Handbooks

    Updated policy and guidance to reflect an amendment to the Connecticut Family and Medical Leave Act allowing leave for a qualified military exigency, effective June 7, 2016.

  • Bone Marrow Donor Leave Handbook Statement: California

    Type:
    Employee Handbooks

    Revised policy and guidance to more clearly state employer options for requiring use of paid leave.

About This Topic

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