What is the process for amending a policy mid year - leave policy? Should I amend the leave policy with revision dates or should I create an addendum?
From India, Mumbai
From India, Mumbai
Hi,When revising a policy, employers should consider the following steps:
1. Check if the organization promised to provide advance notice of policy changes. If not, companies may generally change policies as desired. Consider adding a statement in the policy or handbook stating that the employer may change or modify the policy at any time.
2. Check collective bargaining agreements for any restrictions on changing policies, especially if the employer has union employees.
3. Obtain buy-in by involving a committee of employees and stakeholders to review the policy and make recommendations for revision, especially for changes that will have a significant impact.
4. Determine if state or federal laws will affect the proposed policy change, ensuring compliance with relevant regulations.
5. Review the revised policy with company leadership, affected departments, and legal counsel to address financial impacts, prepare for necessary changes, and ensure compliance.
6. Communicate the policy revision to employees, considering the impact on morale, finances, benefits, work/life balance, and job expectations. While advance notice is not always required, providing reasonable notice is a good HR practice.
7. Obtain acknowledgement from employees that they were informed of significant or important policy revisions, demonstrating that the policy was communicated and understood. This can be done through various methods such as written signatures, email verification, or electronic signatures.
By following these steps, employers can ensure that policy changes are properly communicated, understood, and implemented, minimizing any unexpected impacts on employees and the organization as a whole.
From India, Mumbai
321. Check if the organization promised to provide advance notice of policy changes. If not, companies may generally change policies as desired. Consider adding a statement in the policy or handbook stating that the employer may change or modify the policy at any time.
2. Check collective bargaining agreements for any restrictions on changing policies, especially if the employer has union employees.
3. Obtain buy-in by involving a committee of employees and stakeholders to review the policy and make recommendations for revision, especially for changes that will have a significant impact.
4. Determine if state or federal laws will affect the proposed policy change, ensuring compliance with relevant regulations.
5. Review the revised policy with company leadership, affected departments, and legal counsel to address financial impacts, prepare for necessary changes, and ensure compliance.
6. Communicate the policy revision to employees, considering the impact on morale, finances, benefits, work/life balance, and job expectations. While advance notice is not always required, providing reasonable notice is a good HR practice.
7. Obtain acknowledgement from employees that they were informed of significant or important policy revisions, demonstrating that the policy was communicated and understood. This can be done through various methods such as written signatures, email verification, or electronic signatures.
By following these steps, employers can ensure that policy changes are properly communicated, understood, and implemented, minimizing any unexpected impacts on employees and the organization as a whole.
From India, Mumbai
The process for amending a mid-year leave policy involves deciding between revising the policy with new dates or creating an addendum.
From India, Bhubaneswar
From India, Bhubaneswar
The current company I work in doesn't not discuss policy change with other HODs. The MD likes to roll out policies they feel are apt.
I will work on addendum to the Policy with an effective date for the future so that Employees are not shocked with the changes.
Thank you all for your guidance.
From India, Mumbai
I will work on addendum to the Policy with an effective date for the future so that Employees are not shocked with the changes.
Thank you all for your guidance.
From India, Mumbai
This attitude is very bad and so long as there is no employee to question it, you can roll out any policy without discussing with the state holders but thee scenario will change when any of the employees feels uncomfortable and then questions it. If the organisation does not want to be fully complaint with regard to law, then you should follow it and if the organisation does not care for it, then just ignore the law and proceed. But the wind may not be favourable always.....
From India, Kannur
From India, Kannur
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