Problem Resolution Policy
Problem resolution policy
1. General of problem resolution policy
Company is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any problem, complaint, suggestion, or question receives a timely response from company supervisors and management.
Company strives to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are expected to treat each other with mutual respect. Employees are encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices, they can express their concern through the problem resolution procedure. No employee will be penalized, formally or informally, for voicing a complaint with company in a reasonable, business-like manner, or for using the problem resolution procedure.
If a situation occurs when employees believe that a condition of employment or a decision affecting them is unjust or inequitable, they are encouraged to make use of the following steps.
2. Procedure of problem resolution
The employee may discontinue the procedure at any step.
• Employee presents problem to immediate supervisor after incident occurs. If supervisor is unavailable or employee believes it would be inappropriate to contact that person, employee may present problem to HR dept or any other member of management.
• Supervisor responds to problem during discussion or after consulting with appropriate management, when necessary. Supervisor documents discussion.
• Employee presents problem to HR dept if problem is unresolved.
• HR dept counsels and advises employee, assists in putting problem in writing and visits with employee’s manager(s), if necessary.
• Employee presents problem to the CEO in writing.
• The CEO reviews and considers problem. The CEO informs employee of decision and forwards copy of written response to HR dept for employee’s file. The General Manager has full authority to make any adjustment deemed appropriate to resolve the problem.
Not every problem can be resolved to everyone’s total satisfaction, but only through understanding and discussion of mutual problems can employees and management develop confidence in each other. This confidence is important to the operation of an efficient and harmonious work environment, and helps to ensure everyone’s job security.
Categories: Compensation and Benefits, HR Policies Tags: Policy, Problem, Resolution
Working Time Policy
Working Time Policy
1. Working hours
The normal work schedule for all employees is 8 hours a day, Sunday to Thursday. The prescribed working hours are from 08.00 a.m. to 04.00 p.m. Operational demands may necessitate variations in starting and ending times. During the summer months of July and August and during the holy month of Ramadan timings in alignment to the entire __________ will be followed.
Flexible scheduling, or flextime, is available in some cases to allow employees to vary their starting and ending times each day within established limits. Flextime may be possible if a mutually workable schedule can be negotiated with the Department Head involved. However, such issues as staffing needs, the employee’s performance, and the nature of the job will be considered before approval of flextime. Employees should consult their Department Head to request participation in the flextime program.
2. Employee code number
Whenever an employee joins the organizations a trainee; probation; permanent he / she is alloted a code No. ________ which shall be referred in all the official transactions in addition to his name.
3. Shift Working
All the operations has a system of General shift working for 8 hours in a day , each area has got separate timings match to their functional requirements. The time will be notified to the employee concern at their respite departments.
4. Attendance Register
At all the departments they should maintain a attendance register, for all the employees for marking attendance. The personnel concerned shall comply with all statutory formalities and forward the particulars after closing the wage period to HRD corporate for necessary payment of salary.
5. Weekly Off
As per statutory obligations, that whenever an employee works for six days at a stretch he / she is entitled for a rest day i.e. 7th day otherwise calls weekly of . In case of emergency operations personnel could work continuously however in any case it should not be postponed beyond the 10th day.
6. Additional Duty
Due to exigencies of work load or to take care of absenteetism, the office or operations might engage employee beyond the scheduled employee hours, whenever employees are advised to work additional duty due to production schedule or any other valid reasons, such employee shall be given compensatory off in some other working day .
7. Employee Movement Passes
When ever an employee intends to leave the premises or sent on official work before schedule ending or the shift, he / she shall be allowed in writing to leave the premises by the authorized official, the same is called employee movement pass.
8. Attendance
Attendance shall be marked daily according to he rules prescribed from time to time for the company.
Employees who are required to sign the attendance register shall mark the time of reporting for duty.
Employee who are required to punch time card shall get cards punched in the time clock at the time of reporting for duty and at the time of leaving duty.
All employee shall report to their place of work punctually at the specified time in the manner directed by the management from time to time.
No employee will be accepted on duty if he is late by more than 10 minutes on any day or comes late for more than 3 times in a calendar month.
An employee who is absent from duty without prior or post factor sanctioned leave shall be liable for deduction of wages for the period of his absence.
9. Identity badge
Every employee excluding ( Casual / Temporary / Apprentice ) will be issued an Identity Badge or other means of identifications.
Every employee shall take atmost care to ensure against loss or theft of the Identity Badge . Loss or theft of the Badge shall be immediately notified in writing to the issuing authority.
Every employee shall were Identity Badge in a conspicuous Position on his dress and hold the same in his custody while on duty as directed by the management from time to time.
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Categories: Compensation and Benefits, HR Policies Tags: Policy, Time, Working
Bereavement leave policy
Sample bereavement leave policy
1. Definition of bereavement leave
Bereavement leave (also called as compassionate leave) is leave to assist employees when there is a death in an employee’s immediate family or household.
Members of the immediate family are defined as the employee’s spouse, and a child, adopted child, ex-foster child, parent, grandparent ex-nuptial child, stepchild, grandchild or sibling of the employee or employee’s spouse.
2. General bereavement leave policy
Compassionate leave is paid leave taken by an employee for the purposes of spending time with a family member/member of employee’s household, who has a personal illness, or injury, that poses a serious threat to his/her life, or after the death of a family member/member of the employee’s household.
Each employee is entitled to a period of two days paid compassionate leave for each occasion where a family member has died or the employee needs to spend time with a seriously ill family member
Each application for compassionate leave will be assessed individually by management.
3. Additional policy
An employee take additional unpaid bereavement leave only with the agreement of the employer.
An employee could also take unpaid leave on the death of a person who is not a member of the employee’s immediate family or household – but only with the employer’s agreement.
Categories: HR Policies Tags: Bereavement, Leave, Policy
Equal Employment Opportunity Policy
Equal employment opportunity policy
1. Definition of Equal Employment Opportunity (EEO policy)
EEO policies are developed by:
• Local law such as Civil Rights Act of 1964 (US base).
• Code of conduct (issued by company itself or customers).
2. Requirements of EEO policy:
The employment should base on job-related qualifications only and without regard to:
• Race,
• Color,
• Religion,
• National origin,
• Citizenship status,
• Sex,
• Sexual orientation,
• Gender identity,
• Age,
• Disability, or
• Veteran status…
3. How to deploy EEO policy?
• This policy should inform in written statement to candidates, HR department, line managers.
• This policy also should post to company website and recruitment ads.
Categories: Compensation and Benefits, HR Policies Tags: Employment, Opportunity, Policy
Probation Policy
Probation policy
1. Introduction
The probation period is intended to give new employees the opportunity to demonstrate their ability to achieve a satisfactory level of performance and to determine whether the new position meets their expectations. Company use this period to evaluate employee’s capability, work habits, and overall performance.
2. General policy
All new and hired employees work for on a probation basis after their date of joining such as:
• 1 month for worker.
• 2 months for office staff and manager level.
Any significant absence will automatically extend the probation period by the length of absence. If company determines that designated probation period does not allow sufficient time to thoroughly evaluate the employee’s performance, the probation period may be extended for a specified period.
Upon satisfactory completion of the probation period, employees enter the “regular” employment classification.
3. Probation benefits
During the probation period, new employees are not eligible for any company benefits program. After becoming regular employees, they may also be eligible for company- provided benefits, subject to terms and conditions of each benefits program. Employees should read the information for each specific benefits program for the details on eligibility requirements.
4. Probationary performance
Prior to the completion of the three month probationary period new employees will undergo a performance appraisal to provide feedback on performance, guidance on future direction and to set selected specific objectives for the next performance appraisal period.
Categories: Compensation and Benefits, HR Policies Tags: Policy, Probation
Recruitment Policy and Process
Sharing a model Recruitment Policy and Process.
Categories: HR Tags: Policy, Process, Recruitment
Article on how to write a Policy
I had come across this article on policy formulation which I am sharing. Please note that this may be used only as a guide since policies are organization specific and the context in which the policy works is very important. Also, formulating a policy requires a good understanding of organization needs, business needs and people needs. A variety of stakeholders must be taken into account.
Employees Referral Policy
Please find attached the Referral Policy template.