Policies and Procedures

All Items: HR Strategy, Management and the Law

  • Code of Conduct Policy

    An employer may use this policy to clearly communicate its emphasis on high standards of ethics and on overall compliance with applicable laws and regulations.

  • Internal Investigations Policy

    Internal investigations are crucial for employers in responding to allegations of workplace misconduct. This internal investigations policy document informs employees as to the purpose of conducting investigations, what their rights and responsibilities are during investigations and how the employer will use the results it obtains in the course of investigating. Having an effective policy is the first step toward conducting an effective investigation.

  • Religious Accommodation Policy

    An employer may use this policy to inform employees on how to request a religious accommodation. Examples of accommodations may include job restructuring, job reassignment, modification of work practices, and allowing time off, or a combination of the above.

  • Alternative Policy Concerning Unions

    An employer may use this policy to communicate that it wishes to remain non-union. The National Labor Relations Act (NLRA) protects the rights of employers to express views, argument or opinion concerning unions, if such expression contains no threat of reprisal or force or promise of benefit.

  • Global Diversity and Inclusion Mission Statement

    An employer may use this mission statement at the beginning of a diversity and inclusion initiative. The statement should explicitly name as many different aspects of diversity as the employer may wish to include, as it is better to be over-inclusive than under-inclusive.

  • Employee Access to Personnel File Policy

    An employer may use this policy to set forth the process for accessing personnel files. An Employee Access to Personnel File Policy allows the employer to control the circumstances of when, how and where employees view their personnel file without compromising policy or state law.

  • Employee Dating and Personal Relationships Policy

    An employer may use this policy to either prohibit inter-employee dating or to permit employee dating white requiring certain disclosure of such relationships. If a relationship exists, the employer should require that the employees notify management.

  • Open Door Policy

    An employer may use this policy to encourage open communication and employee feedback. Encouraging employees to bring concerns to management allows an employer to attempt to resolve any issues before such issues escalate into real workplace problems.

  • Conflicts of Interest Policy

    An employer may use this policy to notify employees as to what the employer will not tolerate, and thus avoid potential conflict of interest issues before such issues escalate into a real problem. Conflicts of interest may arise in any situation in which an employee has interests or loyalties that compete, or differ, from those of the employer.

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Templates to help you create legally compliant documents relating to HR strategy, management and the law.