26Jun

Up to now, you’ll have stored your handbook to a minimal for worry that staff wouldn’t learn a novel-size doc. You probably solely included fundamental starter polices – code of conduct, anti-discrimination efforts and termination procedures.

Nevertheless, for those who’ve skilled firm development or administration challenges up to now few years, these insurance policies is probably not sufficient. To higher defend your staff and enterprise, it might be time so as to add a number of new insurance policies.

Listed below are 5 optionally available, however related, HR insurance policies you need to contemplate including to the subsequent model of your worker handbook.

1. Costume code coverage

Including a gown code coverage to your worker handbook not solely makes it simpler to speak to staff who is probably not following the coverage, but it surely additionally offers them a greater understanding of what’s or isn’t acceptable office apparel. It may possibly assist managers keep a constant strategy to the difficulty, which can scale back any detrimental repercussions or issues going ahead.

When making a gown code coverage:

  • Guarantee it’s in keeping with each your organization tradition and shoppers’ expectations.
  • Don’t go too excessive with specifics in regards to the size of shorts, clothes and different apparel.
  • If related to the job, contemplate together with expectations concerning hygiene, grooming, tattoos and piercings.
  • Ensure that it’s written so that everybody will get handled the identical.
  • In some instances, spiritual lodging could also be made with consideration to each private and firm expectations.

Learn extra: Taking the Awkwardness Out of Addressing an Worker Who Attire Inappropriately

2. Worker relationship coverage

Whilst you wish to encourage a pleasant, snug environment, an worker relationship coverage can assist your organization keep away from distractions and workplace conflicts.

Some managers could also be uncomfortable telling staff what to do on their off time. Due to this fact, a proper coverage can assist them provoke the dialog and deal with it correctly.

Make it clear that the corporate isn’t concerned about controlling your staff’ private lives or inhibiting worker interplay. The aim of the coverage is to keep away from misunderstandings, conflicts of curiosity, complaints of favoritism, detrimental worker morale and potential claims of sexual harassment.

Frequent stipulations that corporations embrace in an worker relationship coverage are:

  • Office romances are discouraged
  • If staff turn into concerned, they can’t report to at least one one other, can’t be of considerably completely different rank and can’t work in the identical division
  • {Couples} should preserve it skilled and never act like a pair at work – no PDA or preventing
  • Outlined penalties for breaking these guidelines

Learn extra: Does Your Firm Want an Worker Relationship Coverage?

3. Versatile work association coverage

In the event you’re getting a major quantity of requests for job flexibility (e.g., telecommuting, flextime) from staff, it might be time to place a proper coverage in place so that everybody is handled pretty.

With cautious planning and a transparent coverage for supervisors and staff, you may make certain productiveness isn’t jeopardized and selections are unbiased.

A well-written versatile work association coverage ought to outline the next:

  • The sorts of job flexibility – Solely embrace what you’re prepared to supply on a good and constant foundation (e.g., flextime, telecommuting, compressed workweeks).
  • Who’s eligible – Make it clear that eligibility relies on whether or not a versatile work association meets the enterprise wants of your staff’ work atmosphere.
  • A request and evaluate course of – Create a set of procedures concerning how proposed versatile work preparations acquire approval, together with steps for workers and supervisors to observe.
  • Tips that every one events can perceive – Present some basic suggestions for making any job flexibility association extra workable, equivalent to trial intervals, find out how to talk the association to related departments and find out how to adapt job duties to the brand new plan.

Learn extra: Making a Versatile Work Association Work for Your Firm

4. Items and favors coverage

Reward giving and favors can shortly create a battle of curiosity between your distributors and staff with buying duties, your prospects and gross sales reps, and your hiring managers and job candidates.

A proper items and favors handbook coverage can present steerage on buying, gross sales and hiring negotiations in order that selections are primarily based on enterprise (not private) pursuits.

A stable items and favors coverage communicates:

  • Agreements with distributors; prospects and/or potential staff shouldn’t be influenced by guarantees of items and favors.
  • What sorts of courtesy items and favors are OK to just accept (e.g., enterprise lunches, tickets to sporting or cultural occasions, vacation baskets, flowers, and so forth.) relying on what’s customary in your business.
  • Acceptable market worth of items (e.g. below $100).
  • The place to go for steerage when wanted.

5. Worker complaint-resolution coverage

An worker criticism decision coverage and course of supplies your staff with a constructive approach to voice their issues. Whereas they’ll respect the prospect to be heard, this additionally offers you the chance to deal with conflicts you won’t in any other case have recognized about, permitting you to diffuse office distractions sooner.

And may an worker relations concern erupt, a complaint-resolution coverage in your worker handbook (which ought to at all times embrace an acknowledgment web page for workers to signal) can assist your organization defend itself within the occasion an worker recordsdata a regulatory cost or lawsuit.

An efficient worker complaint-resolution coverage ought to:

  • Establish key factors of contact. Appoint a professional individual or committee to be the first level of contact for dealing with worker complaints; make sure you embrace that individual’s contact data in your worker handbook.
  • Define the steps staff ought to take previous to submitting a criticism.
  • Clarify how complaints are investigated and dealt with.

Learn extra: Easy methods to Create an Worker Grievance Coverage

These little-known worker handbook insurance policies can go a great distance towards stopping HR complications and decreasing employer liabilities.

Discover out what else you possibly can be overlooking. Obtain our free e-book, 7 Most Frequent HR Errors and Easy methods to Keep away from Them.