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: North Carolina

    Type:
    Employee Handbooks

    North Carolina 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: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers should consider including this model policy statement in their handbook.

  • Employment Eligibility and Work Authorization Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to communicate to employees that the employer uses E-Verify and what the potential ramifications are if employment eligibility cannot be verified should consider including this model policy statement in their handbook.

  • Meal Breaks for Minors Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers that employ minor employees under age 16 and seek to inform the minor employees and their supervisors about legally required meal breaks and to demonstrate compliance with North Carolina law should consider including this model policy statement in their handbook.

  • Jury Duty Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to educate employees, including supervisors, about the availability of leave for service as a juror and to show their compliance with North Carolina's jury duty leave law should consider including this model policy statement in their handbook.

  • Precinct Official Leave Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to educate employees about the availability of precinct official leave and to demonstrate compliance with North Carolina law should consider including this model policy statement in their handbook.

  • Domestic Violence Victim Leave Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to educate employees about the availability of domestic violence victim leave and to show their compliance with North Carolina law should consider including this model policy statement in their handbook.

  • Parental School Involvement Leave Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to inform employees about the availability of time off for parental involvement in school activities and the appropriate procedures and eligibility requirements for the leave should consider including this model policy statement in their handbook.

  • Military Leave Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to educate employees about the availability of leave for state service in the North Carolina National Guard and to demonstrate compliance with North Carolina's military leave law should consider including this model policy statement in their handbook.

  • Emergency Responder Leave Handbook Statement: North Carolina

    Type:
    Employee Handbooks

    North Carolina employers seeking to educate employees about the availability of emergency responder leave during declared states of emergency and to show their compliance with North Carolina's emergency responder 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.