Dear Friends,
Recently, I have joined a software company as an HR Executive. Prior to this role, I worked as a Recruiter. In my current company, I am responsible for developing all HR policies such as leaves, working hours, performance appraisals, etc. Our company has a staff strength of 25 employees. Since I lack experience in core HR, I am facing challenges in formulating these policies. Therefore, I would appreciate suggestions and ideas from all of our friends regarding policy development. I am particularly interested in learning about the leave policies commonly practiced in software companies. I look forward to receiving your suggestions soon.
Regards,
From India, Visakhapatnam
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Recently, I have joined a software company as an HR Executive. Prior to this role, I worked as a Recruiter. In my current company, I am responsible for developing all HR policies such as leaves, working hours, performance appraisals, etc. Our company has a staff strength of 25 employees. Since I lack experience in core HR, I am facing challenges in formulating these policies. Therefore, I would appreciate suggestions and ideas from all of our friends regarding policy development. I am particularly interested in learning about the leave policies commonly practiced in software companies. I look forward to receiving your suggestions soon.
Regards,
From India, Visakhapatnam
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Hi,
Please find the details of how to write the policies:
Working Hours and Working Days
For all the employees working in office ABC Private Ltd. the normal work schedule for office staff is as following, including lunch break, unless specified in the appointment letter.
Working days: Monday to Friday
Working hours: 9:00 AM to 6:00 PM 1st of March to 31st October
9:00 AM to 5:30 PM 1st of Nov. to 29th of February
For employees in the field the normal working schedule is as per their appointment letter.
Your attendance is extremely important to the success of the company. We expect employees to strive for perfect attendance and to arrive for work on time. We recognize that, on occasion, you may not be able to work or need additional time before you arrive. Sickness and other emergencies cannot always be anticipated and may require you to miss all or part of your workday. If one cannot report to work as scheduled, they must notify their immediate supervisor.
Privilege Leave
30 Calendar Days Privilege Leave per annum.
A minimum of 15 Days PL must be availed during a calendar year.
PL can be availed only after 12 months of continuous service.
Balance PL may be encashed if desired or accumulated up to 75 days. It can be encashed only by 15th March.
PL not availed to the extent will automatically lapse
Maternity Leave
12 weeks leave with full pay is admissible to a female employee having worked for not less than 80 days in the twelve months immediately preceding the date of expected delivery. Out of these 12 weeks not more than 6 must precede the date of expected delivery.
Sick Leave
1. All employees are entitled to Sick leave of 8 days per annum
2. In case SL is for more than 2 days it must be supported with medical certificate
3. SL not availed may be accumulated up to a period of 21 days.
Casual Leave (CL)
1. All employees are entitled to a casual leave of 7 days per annum
2. Maximum of 2 days casual leave may be availed at a time
3. CL not availed during any calendar year shall automatically stand lapsed.
Leave Taking procedure
Leave for 5 days or more, are approved at least 15 days prior to the commencement of leave. Any emergency, sick and casual leaves can be taken by informing to supervisor through e-mail, sms and telephone call either on the same day or immediately after joining back.
If you need some more help, I would be here.
Cheers
Archna
From India, Delhi
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115Please find the details of how to write the policies:
Working Hours and Working Days
For all the employees working in office ABC Private Ltd. the normal work schedule for office staff is as following, including lunch break, unless specified in the appointment letter.
Working days: Monday to Friday
Working hours: 9:00 AM to 6:00 PM 1st of March to 31st October
9:00 AM to 5:30 PM 1st of Nov. to 29th of February
For employees in the field the normal working schedule is as per their appointment letter.
Your attendance is extremely important to the success of the company. We expect employees to strive for perfect attendance and to arrive for work on time. We recognize that, on occasion, you may not be able to work or need additional time before you arrive. Sickness and other emergencies cannot always be anticipated and may require you to miss all or part of your workday. If one cannot report to work as scheduled, they must notify their immediate supervisor.
Privilege Leave
30 Calendar Days Privilege Leave per annum.
A minimum of 15 Days PL must be availed during a calendar year.
PL can be availed only after 12 months of continuous service.
Balance PL may be encashed if desired or accumulated up to 75 days. It can be encashed only by 15th March.
PL not availed to the extent will automatically lapse
Maternity Leave
12 weeks leave with full pay is admissible to a female employee having worked for not less than 80 days in the twelve months immediately preceding the date of expected delivery. Out of these 12 weeks not more than 6 must precede the date of expected delivery.
Sick Leave
1. All employees are entitled to Sick leave of 8 days per annum
2. In case SL is for more than 2 days it must be supported with medical certificate
3. SL not availed may be accumulated up to a period of 21 days.
Casual Leave (CL)
1. All employees are entitled to a casual leave of 7 days per annum
2. Maximum of 2 days casual leave may be availed at a time
3. CL not availed during any calendar year shall automatically stand lapsed.
Leave Taking procedure
Leave for 5 days or more, are approved at least 15 days prior to the commencement of leave. Any emergency, sick and casual leaves can be taken by informing to supervisor through e-mail, sms and telephone call either on the same day or immediately after joining back.
If you need some more help, I would be here.
Cheers
Archna
From India, Delhi
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Hi Archana,
The information provided by you is really helpful, especially for new HR joiners. I would appreciate it if you could highlight "CODE OF CONDUCTS." I am new to this field and looking forward to guidance.
Thanking you.
Regards,
Farhin
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The information provided by you is really helpful, especially for new HR joiners. I would appreciate it if you could highlight "CODE OF CONDUCTS." I am new to this field and looking forward to guidance.
Thanking you.
Regards,
Farhin
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Dear friends,
I have recently joined a software company as an HR Executive in Malaysia. As the company is starting to get established, I need to frame all HR policies. Since I have no experience in core HR, I am finding it difficult to draft all the policies. It would be of great help if somebody could assist me by sending suggestions and ideas on framing policies typically followed in software companies. I hope to receive your suggestions soon.
Regards,
Deepthi
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I have recently joined a software company as an HR Executive in Malaysia. As the company is starting to get established, I need to frame all HR policies. Since I have no experience in core HR, I am finding it difficult to draft all the policies. It would be of great help if somebody could assist me by sending suggestions and ideas on framing policies typically followed in software companies. I hope to receive your suggestions soon.
Regards,
Deepthi
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Dear friends,
I have recently joined a Software Solutions Company as an HR Executive in Malaysia. As the company is starting to establish itself, I need to create all HR policies. Since I have no experience in Core HR, I am finding it difficult to formulate these policies. It would be greatly appreciated if somebody could assist me by sending suggestions and ideas for framing policies typically followed in software companies. Please email them to me at deepthi_grp@yahoo.com. I hope to receive your suggestions soon.
Regards,
Deepthi
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I have recently joined a Software Solutions Company as an HR Executive in Malaysia. As the company is starting to establish itself, I need to create all HR policies. Since I have no experience in Core HR, I am finding it difficult to formulate these policies. It would be greatly appreciated if somebody could assist me by sending suggestions and ideas for framing policies typically followed in software companies. Please email them to me at deepthi_grp@yahoo.com. I hope to receive your suggestions soon.
Regards,
Deepthi
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Hi Archana,
Thank you very much. This is very helpful to me. One more thing, I need information on loan policy, deduction policies, entertainment, and appraisal policy for an IT company. Can you help me with this?
With regards,
Priya
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Thank you very much. This is very helpful to me. One more thing, I need information on loan policy, deduction policies, entertainment, and appraisal policy for an IT company. Can you help me with this?
With regards,
Priya
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In case you need detailed rules/policies, you may refer to Swami's Handbook for Central Government employees as a guidebook. Here, almost every conceivable situation is detailed along with the rules pertaining to handling them. You may then finetune them as per your requirement, using your experiences and, most importantly, common sense.
Anjan Sanyal
From India, Mathura
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Anjan Sanyal
From India, Mathura
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hi, i m doing final year MBA. My project topic is A study on HR policies and work culture. i don’t know how to frame a questionnaire. please help me to create. barves.
From India, Madras
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From India, Madras
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Pls giv me the leave policy for my staff 1. Field Staff(Marketing people) 2. Back Office Staff. please do let me know Shalini
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Hi,
I am Piyali and currently working in an IT company as an HR. My sir has asked me to develop HR policies for the company, create a plan for the back office team, and design an incentive plan for the purchase and sales teams in the office. Friends, if anyone has experience with this, please help me out. You can also email me at blisspiya@gmail.com.
Thank you!
From India, Gurgaon
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I am Piyali and currently working in an IT company as an HR. My sir has asked me to develop HR policies for the company, create a plan for the back office team, and design an incentive plan for the purchase and sales teams in the office. Friends, if anyone has experience with this, please help me out. You can also email me at blisspiya@gmail.com.
Thank you!
From India, Gurgaon
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hi I am Trupti need leave policy for my compnay for backoffice & feild staff & also hr policies that are necessary for Pharmaceutical company plz reply
From India, Mumbai
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From India, Mumbai
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hi i need salary formulation for back office and for field staff reply as soon as possible
From India, Mumbai
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From India, Mumbai
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Respected Sir,
I kindly request you to send a proper and most convenient HR policy for an IT solutions and services company. I am in urgent need of assistance and aim to establish a robust HR system in our company.
With Thanks,
HR Executive
From India, Ernakulam
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I kindly request you to send a proper and most convenient HR policy for an IT solutions and services company. I am in urgent need of assistance and aim to establish a robust HR system in our company.
With Thanks,
HR Executive
From India, Ernakulam
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Hi When you use internet explorer, pls pay attention to sidebar. You can see articles related, pdf or ppt file
you can find out your info. Best regards
From Vietnam, Hanoi
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From Vietnam, Hanoi
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Hi Archna ji,
You have provided information regarding leaves very clearly. Definitely, it will be helpful for new HR professionals. I hope you will always be reliable and provide factual information for us.
One more question, Archna. Are CL, SL, PL leaves provided all at once in one month? Is it possible? For example, yesterday an employee asked for 6 leaves at a time - 2 CL, 2 SL, and 2 PL. Can we provide them all at once? Please reply. My email address is
.
From India, Guntur
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You have provided information regarding leaves very clearly. Definitely, it will be helpful for new HR professionals. I hope you will always be reliable and provide factual information for us.
One more question, Archna. Are CL, SL, PL leaves provided all at once in one month? Is it possible? For example, yesterday an employee asked for 6 leaves at a time - 2 CL, 2 SL, and 2 PL. Can we provide them all at once? Please reply. My email address is
From India, Guntur
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Hi, anybody, help me regarding LEAVES. Can we give employees CL, SL, PL leaves in one month at a time? Is it possible? For example, yesterday, one employee came to ask for 6 leaves at a time - 2 CL, 2 SL, 2 PL. Can we provide all at once? Please reply. My email is
From India, Guntur
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From India, Guntur
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Dear HR Team,
If we have 100 employees, how should we adjust the shift schedule for these individuals across 3 shifts? Could you please assist me? I don't know how to prepare a shift schedule. My email is b.vasumbahr@gmail.com. Your help is greatly appreciated.
Thank you.
From India, Guntur
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If we have 100 employees, how should we adjust the shift schedule for these individuals across 3 shifts? Could you please assist me? I don't know how to prepare a shift schedule. My email is b.vasumbahr@gmail.com. Your help is greatly appreciated.
Thank you.
From India, Guntur
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If we have 100 employees, how do these people adjust shift schedules for 3 shifts? Can you please help? I don't know how to prepare a shift schedule. My email is b.vasumbahr@gmail.com. Please, I really need assistance. We can provide a day off during the week for all employees.
From India, Guntur
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From India, Guntur
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Hi, I want to know the salary-based HR policy for staff and workers. Then, how to calculate salary and leave for a Property Development company. How to calculate wages for workers, overtime, and other benefits.
From India, Coimbatore
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From India, Coimbatore
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Hi, Ms. Swathi,
First, check out what the current leave policies are and the company's policies that are being followed. Then, check the statutory requirements applicable and plan accordingly.
Other important policies include:
- Dress code policy
- Sexual harassment policy (it is very important as per Supreme Court obligation)
- Security policy
- Data security policy
- Internet usage policy
- Recruitment policy
- Travel policy
- Cell phone usage policy
- Training policy, etc.
Please review and ensure compliance with all these policies. Let me know if you need any further information or assistance.
Thank you.
From India, Bangalore
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First, check out what the current leave policies are and the company's policies that are being followed. Then, check the statutory requirements applicable and plan accordingly.
Other important policies include:
- Dress code policy
- Sexual harassment policy (it is very important as per Supreme Court obligation)
- Security policy
- Data security policy
- Internet usage policy
- Recruitment policy
- Travel policy
- Cell phone usage policy
- Training policy, etc.
Please review and ensure compliance with all these policies. Let me know if you need any further information or assistance.
Thank you.
From India, Bangalore
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Hi Swathi,
I am a retired HR Professional from Larsen & Toubro, where I worked for over 33 years. I retired as Head of HR. I am now running an HR Consultancy and provide HR-related services (from Recruitment to Retirement) to small and medium-sized companies. You can check my website: R2R HR Services.
My charges are also nominal. If your firm is interested, I can provide technical services. Please get back to me if you want to take it forward.
Best wishes
From India, Bengaluru
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I am a retired HR Professional from Larsen & Toubro, where I worked for over 33 years. I retired as Head of HR. I am now running an HR Consultancy and provide HR-related services (from Recruitment to Retirement) to small and medium-sized companies. You can check my website: R2R HR Services.
My charges are also nominal. If your firm is interested, I can provide technical services. Please get back to me if you want to take it forward.
Best wishes
From India, Bengaluru
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Hi Swathi Garu Shall I have your ID so that I can share the formats for performanceappraisal
From India, Bangalore
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From India, Bangalore
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The List of HR Policies is very exhaustive. It is you to decide what policies are essential for your company.
Below is the list, for your reference.
Recruitment &Hiring Policies
Manpower Planning
Manpower Budgeting
Manpower Sourcing
Notice Period Buy Back
Recruitment Terms & Conditions for Agencies
Agencies Bill clearance Policy
Annual Evaluation for Agencies
Recruitment Advertising Policy
Internal Job Posting
Psychometric Test in Interview Process
Recruitment MIS
Employee Reference Check
Recruitment Cycle for each position
Employee Selection Process
Employment Eligibility Verification
New Hire
Rehire
Recruitment GAP Analysis
Recruitment SOP
Affirmative Action
Citizenship Eligibility
Identification Cards
Employment Of Relatives
Nepotism
Employment Of Relatives
Hiring Casual Employees
Moving Expenses
Offers Of Employment
Relocation Pay for New Hires
Rates Of Pay For New Employees
Affirmative Action
Probation
Employee Registration
Vacancies
Unique Hiring Situations
Internal References
Medical Exams & Immunization
Interviewing
Candidate Testing
Transfers
Consultants & Contractors
Onboarding & Induction Policies
New Employee Documentation
Orientation
Employee Induction for Employee Promoted
Employee Induction for New Employee
Induction Venue ( Internal / External)
Employee Handbook & Welcome Kit
Written Job Description designation wise
Induction Evaluation
Induction GAP Analysis
Induction SOP
Confidentiality Of Company Information
Training Policies
Management And Staff Training Policy
Training Calendar
Training Budgeting
Internal or External Trainers
Training Venue (Internal / External)
Behavioral & Technical Training
Training Material
Training Duration
Training Evaluation
1 Training after promotion in designation
2 Training for average performers based on Performance appraisal
Training Evaluation after step 1 & 2
Training GAP Analysis
Training SOP
Performance Appraisal Policies
Probation & Confirmation
Half Yearly & Annual Performance
Performance Benchmarking & rewarding
Type Performance Appraisal
Performance Appraisal Procedure
Performance Appraisal Training
Policy for Promotion in Designation
Performance Appraisal SOP
GAP Analysis of Performance Appraisal Procedure
Transfers, Promotions, Demotions and Reclassifications
Leave & Attendence Policies
Leave Structure policy
Bereavement leave policy
Adoption leave policy
Paternity Leave policy
Maternity leave policy
Working time policy
Vacation policy
Holiday policy
Overtime policy
Leave Encashment & Carry forward Policy
SOP For Leave Policy
Family And Illness Leave
Leave Of Absence Without Pay
Education Leaves Of Absence With Pay
Return To Work After Disability
Voting
Attendance
Attendance Management
Time And Attendance Records
Extended Working / Compensatory Off Policy
Flexible Timings
Employee Relations, Benefits & Engagement Policies
Communication Policy
Problem Resolution Policy
Team Engagement Activities
Quarterly HR Meeting
Celebrating Birthdays & Anniversary
Fun On the Floor Activities
Sports Activities
Annual Event
Rewards & Recognitions
Employee Motivation Programs
Employee Counseling (Trauma/ Carrier etc)
Open Door Policy
Travel Policy
Mediclaim Policy
Short-Term Disability Insurance
Long-Term Disability Insurance
Life Insurance Policy
Transfer Policy
Personal Bill payment facilities
Team Recreation
Canteen Facilities
Transfer Policy
Free Annual Medical Check Ups
Vacation Policy
Childcare Policy
Temporary Assignment Allowance
Relocation Pay for Existing Employees
Professional Memberships
Employee Assistance Program
Employee Code of Conduct Policies
Discrimination
Workplace Bullying & Harassment
Sexual Harassment
Vicarious Liability
Racial Vilification
Workplace Health & Safety (statement of policy)
Dress Code
Discipline
Suspension
Termination
Serious & Willful Misconduct
Alcohol & Drugs
Grievance Procedures
Equal Opportunity Policies
Employment Status & Records
Anniversary Date And Reinstatement
Reinstatement
Employment Classifications
Access To Personnel Files
Consent To Release Information
Background Checks of Employees
Authorization to Provide Information
Other Attachments
Performance Review and Salary Merit Increases
Performance Improvement
KRAs
Other Policies
HR Audit (Each HR Function)
Retention Policy
Bonus Scheme
HR Branding
Employee Suggestion Scheme
Corporate Social Responsibility
Retirement Policy
Gratuities To Government Employees Or Officials
Gratuities To Customer Or Supplier Representation
TDS Deduction Policy for Employees
TDS Deduction Policy for Customers and Suppliers
Workplace Guidelines
Record Retention
Employer Security
Employee Safety
Injured On The Job
Emergency Instructions
Employee Privacy
Workplace Search Policy
Workday
Smoking
Meal And Rest Periods
Non-Business Or Social Visits
Use Of Company Vehicles
Use Of Rental Car On Company Business
Emergency Closings
Telecommuting
Compressed Workweek
Cell Phone Policy
Telephone Use
Travel & Living Policies
Local Travel Reimbursement
Employee-Incurred Expenses And Reimbursement
Mileage Reimbursement Travel Reimbursement
Flexible Spending Account
Compensation & Payroll
Salary Administration
Payroll Deductions
Shift Premium
Timekeeping
Payday
Pay Deductions
Pay Advances
Overtime Compensation
E-Policies
General Principles
User Responsibilities
Access To Information Technology Resources
Abuse Of Information Technology Resources
Unauthorized Use And Sanctions
Digital Millennium Copyright Act
Management Access To Technology Resources
E-Mail Policies
Spyware Policy
Internet Usage Policy
Content Filtering
Internet Access And Administration
Making Company Purchases Over The Internet
Virus Protection
Internet Security
Internet Miscellaneous
Disaster Recovery Policy
From India, Mumbai
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Below is the list, for your reference.
Recruitment &Hiring Policies
Manpower Planning
Manpower Budgeting
Manpower Sourcing
Notice Period Buy Back
Recruitment Terms & Conditions for Agencies
Agencies Bill clearance Policy
Annual Evaluation for Agencies
Recruitment Advertising Policy
Internal Job Posting
Psychometric Test in Interview Process
Recruitment MIS
Employee Reference Check
Recruitment Cycle for each position
Employee Selection Process
Employment Eligibility Verification
New Hire
Rehire
Recruitment GAP Analysis
Recruitment SOP
Affirmative Action
Citizenship Eligibility
Identification Cards
Employment Of Relatives
Nepotism
Employment Of Relatives
Hiring Casual Employees
Moving Expenses
Offers Of Employment
Relocation Pay for New Hires
Rates Of Pay For New Employees
Affirmative Action
Probation
Employee Registration
Vacancies
Unique Hiring Situations
Internal References
Medical Exams & Immunization
Interviewing
Candidate Testing
Transfers
Consultants & Contractors
Onboarding & Induction Policies
New Employee Documentation
Orientation
Employee Induction for Employee Promoted
Employee Induction for New Employee
Induction Venue ( Internal / External)
Employee Handbook & Welcome Kit
Written Job Description designation wise
Induction Evaluation
Induction GAP Analysis
Induction SOP
Confidentiality Of Company Information
Training Policies
Management And Staff Training Policy
Training Calendar
Training Budgeting
Internal or External Trainers
Training Venue (Internal / External)
Behavioral & Technical Training
Training Material
Training Duration
Training Evaluation
1 Training after promotion in designation
2 Training for average performers based on Performance appraisal
Training Evaluation after step 1 & 2
Training GAP Analysis
Training SOP
Performance Appraisal Policies
Probation & Confirmation
Half Yearly & Annual Performance
Performance Benchmarking & rewarding
Type Performance Appraisal
Performance Appraisal Procedure
Performance Appraisal Training
Policy for Promotion in Designation
Performance Appraisal SOP
GAP Analysis of Performance Appraisal Procedure
Transfers, Promotions, Demotions and Reclassifications
Leave & Attendence Policies
Leave Structure policy
Bereavement leave policy
Adoption leave policy
Paternity Leave policy
Maternity leave policy
Working time policy
Vacation policy
Holiday policy
Overtime policy
Leave Encashment & Carry forward Policy
SOP For Leave Policy
Family And Illness Leave
Leave Of Absence Without Pay
Education Leaves Of Absence With Pay
Return To Work After Disability
Voting
Attendance
Attendance Management
Time And Attendance Records
Extended Working / Compensatory Off Policy
Flexible Timings
Employee Relations, Benefits & Engagement Policies
Communication Policy
Problem Resolution Policy
Team Engagement Activities
Quarterly HR Meeting
Celebrating Birthdays & Anniversary
Fun On the Floor Activities
Sports Activities
Annual Event
Rewards & Recognitions
Employee Motivation Programs
Employee Counseling (Trauma/ Carrier etc)
Open Door Policy
Travel Policy
Mediclaim Policy
Short-Term Disability Insurance
Long-Term Disability Insurance
Life Insurance Policy
Transfer Policy
Personal Bill payment facilities
Team Recreation
Canteen Facilities
Transfer Policy
Free Annual Medical Check Ups
Vacation Policy
Childcare Policy
Temporary Assignment Allowance
Relocation Pay for Existing Employees
Professional Memberships
Employee Assistance Program
Employee Code of Conduct Policies
Discrimination
Workplace Bullying & Harassment
Sexual Harassment
Vicarious Liability
Racial Vilification
Workplace Health & Safety (statement of policy)
Dress Code
Discipline
Suspension
Termination
Serious & Willful Misconduct
Alcohol & Drugs
Grievance Procedures
Equal Opportunity Policies
Employment Status & Records
Anniversary Date And Reinstatement
Reinstatement
Employment Classifications
Access To Personnel Files
Consent To Release Information
Background Checks of Employees
Authorization to Provide Information
Other Attachments
Performance Review and Salary Merit Increases
Performance Improvement
KRAs
Other Policies
HR Audit (Each HR Function)
Retention Policy
Bonus Scheme
HR Branding
Employee Suggestion Scheme
Corporate Social Responsibility
Retirement Policy
Gratuities To Government Employees Or Officials
Gratuities To Customer Or Supplier Representation
TDS Deduction Policy for Employees
TDS Deduction Policy for Customers and Suppliers
Workplace Guidelines
Record Retention
Employer Security
Employee Safety
Injured On The Job
Emergency Instructions
Employee Privacy
Workplace Search Policy
Workday
Smoking
Meal And Rest Periods
Non-Business Or Social Visits
Use Of Company Vehicles
Use Of Rental Car On Company Business
Emergency Closings
Telecommuting
Compressed Workweek
Cell Phone Policy
Telephone Use
Travel & Living Policies
Local Travel Reimbursement
Employee-Incurred Expenses And Reimbursement
Mileage Reimbursement Travel Reimbursement
Flexible Spending Account
Compensation & Payroll
Salary Administration
Payroll Deductions
Shift Premium
Timekeeping
Payday
Pay Deductions
Pay Advances
Overtime Compensation
E-Policies
General Principles
User Responsibilities
Access To Information Technology Resources
Abuse Of Information Technology Resources
Unauthorized Use And Sanctions
Digital Millennium Copyright Act
Management Access To Technology Resources
E-Mail Policies
Spyware Policy
Internet Usage Policy
Content Filtering
Internet Access And Administration
Making Company Purchases Over The Internet
Virus Protection
Internet Security
Internet Miscellaneous
Disaster Recovery Policy
From India, Mumbai
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Dear Bhakti, can you share all the above mentioned policies, i think it will be very grateful to all HR assts. I know for sure you will do it. Vanathi
From India, Chennai
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From India, Chennai
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Hi Guys,
You Can also add "WORK FROM HOME POLICY" too if applicable to your existing policies.
The following points can be added/modified according to the requirement.
Work from Home Option is available to permanent employees. Employees currently falling under probation period have no "Work from Home Option".
Work from Home Option is only allowed to be taken when the situation at hand doesn't allow you to come to work under extreme situations.
Its 2 days a month for all the Employees. Work from Home option is not carried forward every month like our normal leaves.
Its not a compulsory/mandatory that we need to use the 2 days every month.
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You Can also add "WORK FROM HOME POLICY" too if applicable to your existing policies.
The following points can be added/modified according to the requirement.
Work from Home Option is available to permanent employees. Employees currently falling under probation period have no "Work from Home Option".
Work from Home Option is only allowed to be taken when the situation at hand doesn't allow you to come to work under extreme situations.
Its 2 days a month for all the Employees. Work from Home option is not carried forward every month like our normal leaves.
Its not a compulsory/mandatory that we need to use the 2 days every month.
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Dear Vanathi,
This is my first blog on human resource management hrmexpress, where I share my knowledge and know-how. At the same time, I also share information from many other sources that would help my peers foray into the new world of HRM under one roof. I would be profoundly obliged if the travails endured by me help team members seeking information. Some policies are updated; I will soon publish the rest.
Happy Reading!!!
Bhakti Narang
From India, Mumbai
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This is my first blog on human resource management hrmexpress, where I share my knowledge and know-how. At the same time, I also share information from many other sources that would help my peers foray into the new world of HRM under one roof. I would be profoundly obliged if the travails endured by me help team members seeking information. Some policies are updated; I will soon publish the rest.
Happy Reading!!!
Bhakti Narang
From India, Mumbai
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Hr policies in new company.doc