Human Resource Policies

• They provide clear communication between the organization and their employees regarding their condition of employment.
• They form a basis for treating all employees fairly and equally.
• They are a set of guidelines for supervisors and managers.
• They create a basis for developing the employee handbook.
• They establish a basis for regularly reviewing possible changes affecting employees.
• They form a context for supervisor training programs and employee orientation programs

• They help the managers to improve and take effective decision.
• The policies the long term welfare of the employees.
• The policies ensure the equality among employees.
• It ensures prompt action in case of any contravention of policies which in return save the time and money of the Organisation.

• Compensation and Benefit
• Leave and Time-off
• Maternity Policy
• Health, safety and security
• Employment and placement related policies
• Anti-harassment and non-discrimination
• Meal and Breaks Policy

Compensation and Benefit Policy

The compensation and benefits is about managing the personnel expenses budget, setting the performance standards, setting the transparent compensation policies and introducing the competitive benefits for employees.

• Types of Compensation and Benefits
  Base pay and Overtime pay: It refers to the basic monetary payment to pay for basic living expense where as the overtime pay refers to the percentage of basic pay which is to be paid to the employee for working extra than official working hours.
• Commissions Most often found in sales positions, commissions can make up the majority of some employees’ salaries. Naturally, depending on the industry, commission percentages can vary quite widely.
• Bonus and merit pay Employees who do great in their job are rewarded by Bonus to their efforts so that they can be encouraged to work harder in there jobs.It’s important to make sure that the parameters around your bonus program is outlined and communicated at the beginning of each plan year.
• Travel and housing allowances Traveling for work can offer benefits that employees don’t often think of. Allowing employees to personally bank their hotel points and airline miles definitely has its perks. People who travel for work often, such as sales people and auditors, can end up adding a lot towards their compensation.

Leave and Time off Policy

This policy includes:

• Employees working hourThis defines the exact working hours of the employee per day per week and no days working in a week.
• Available Paid and unpaid leaveAside from regular paid time off (including sick days, personal days and vacation days), list out paid (or unpaid) holidays, leave periods (e.g., bereavement or jury duty), and federally protected absences like the Family and Medical Leave Act (FMLA) and disability leave, Write a clear description of what paid and unpaid leave is available for employees, including when and how they qualify for leave and how much leave they accrue each week, pay period, month or year.
• How to avail leave procedure The policy shall also include that how an employee can apply to the company or inform company that he/she is requesting for sick, vacation or other leaves.
• Tracking of employee absence This also helps to track a record of an employee absence from the office.

Maternity Policy

The Maternity (Amendment) Bill 2017, an amendment to the Maternity Benefit Act, 1961, was passed in RajyaSabha on August 11, 2016, in LokSabha on March 09, 2017, and received an assent from President of India on March 27, 2017.

It has extended the earlier 12 weeks' leave to 26 weeks. The pregnant employee can bifurcate the leave as post and pre-delivery. 8 weeks of leave can opt before the delivery and remaining post-childbirth. For women expecting the third child, the maternity leave allotted is 12 weeks.Maternity leave of 12 weeks to be available to mothers adopting a child below the age of three months from the date of adoption as well as to the “commissioning mothers”.Work from Home option has also been included depending upon the nature of work.

The Act is applicable to all establishments which include factories, mines, plantations, Government establishments, shops and establishments under the relevant applicable legislation, or any other establishment as may be notified by the Central Government.

As per the Act, to be eligible for maternity benefit, a woman must have been working as an employee in an establishment for a period of at least 80 days within the past 12 months. Payment during the leave period is based on the average daily wage for the period of actual absence.

Health, safety and security

Employees are expected to be familiar with prescribed safety requirements and institutional policies pertaining to their jobs, to report safety hazards or contraventions to their supervisors, and to support employee andmanagement initiatives for improving workplace health and safety conditions.

In many organizations, health and safety responsibilitiesare within the human resources department. In order to meet these responsibilities, human resourcesprofessionals must:

• Understand the health and safety responsibilitiesof employers, managers, supervisors and employeeswithin the organization;
• Implement personnel management policies to ensure that everyone in the workplace is aware of his/her responsibilities;
• Establish effective ways of meeting health and safety responsibilities; and
• Ensure that employees fulfill their health and safety responsibilities as outlined in the organizational policies and programs.

This Policy shall include:

• Preventing work related injuries and illnesses.
• Fostering a workplace safety culture in which employees and their supervisors work together to ensure workplace safety;
• Establishing administrative procedures that encourage employees to report unsafe conditionsand unsafe practices to their supervisors withoutfear of being disciplined;
• Developing appropriate hiring, training andperformance appraisal practices;
• Recruiting and retaining the best employees whocare about their own well being and the wellbeing of co-workers.
• Ensuring that the health and safety policies and procedures conform with the applicable occupationalhealth and safety legislation and accepted bestpractices in similar organizations;
• Establishing procedures for enforcing companysafety rules;
• Helping reduce costs associated with losses due toabsenteeism injuries, Workers' Compensation,disability, and health care;
• Maintaining records of injuries, illnesses andworkers’ compensation; Compensation,disability,
• Coordinating first aid training and the provision offirst aid to employees;
• Providing advice to employees and the employerin matters of occupational health and safety.

Employment and placement related policies

This policy should contain the following details:

• Policy brief & purpose
• Scope like this recruitment and selection policy applies to all employees who are involved in hiring for our company. It refers to all potential job candidates.
• Procedure for selection and recruitment of an employees
• Posting job internally like Hiring managers can post a job opening internally before starting recruiting external candidates. If they decide to post internally, they canSet a deadline for internal applications,Communicate their opening through newsletters, emails.
• Job Descriptions like hiring managers can create job advertisements for each role.
• Stages of Selection like how many rounds of an interview shall be held to choose a potential candidate.
• Interview Feedbacks

Anti-harassment and non-discrimination Policy

Sexual harassment is defined as unwelcome sexual advances; requests for sexual favors and other verbal or physical conduct where:

• Submission to such conduct is either an explicit or implicit condition of employment.
• Submission to, or rejection of, such conduct is used as the basis for employment decisions affecting the person involved.
• Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.

The principle of non-discrimination seeks “to guarantee that human rights are exercised without discrimination of any kind based on race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status such as disability, age, marital and family status, sexual

This policy shall include:

• Reporting Procedures
  Any employee who believed that he or she has experienced any conduct of Sexual Harassment can report it to the concerned person or authority. There shall be a proper mechanism or procedure which should be described to every employee of the Company in detail so that the employees can report their complaints or incidents on time without any delay.
• Responding to Complaints
  There shall be proper mechanism by following which the investigation of the incident reported will be conducted. All reports describing conduct that is inconsistent with this policy will be investigated promptly and thoroughly. Employees are required to cooperate in investigations. The Company will be committed to maintain confidentiality to the extent possible. The Company will take all reasonable measures to ensure that the situation is divulged only to those with a need to know.
• Retaliation prohibited
  There shall be clause of Prohibition Retaliation in the policy which means that Retaliatory treatment of any employee for reporting discrimination, harassment or other prohibited behaviour or for cooperating in a harassment investigation is strictly forbidden. All employees who experience or witness any conduct they believe to be retaliatory should immediately report such conduct to a supervisor.

Meal and Breaks Policy

It is the policy of the Company to provide meal and rest breaks during the course of each workday. The length of lunch periods may vary from department to department. A minimum of one half hour to maximum of one hour will be granted for each day worked. Such time is subtracted from the total number of hours worked each day, therefore, they do affect salary and overtime.

It should consider the following points:

• Time period of meal breaks
• Time period of snacks break
• Whether an employee can leave office premises during meal break or not.
• Whether there is a facility of meal coupons or not
• Whether the food provided by the company is chargeable or not.