Dear All,
I have recently joined a manufacturing company in the HR Department. Previously, in this company, no HR department used to exist. I want to know about all the important laws and policies that can be implemented here. Please also share details of these policies and laws.
Please shed light on this.
Regards,
Shalini
From India, Pune
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34I have recently joined a manufacturing company in the HR Department. Previously, in this company, no HR department used to exist. I want to know about all the important laws and policies that can be implemented here. Please also share details of these policies and laws.
Please shed light on this.
Regards,
Shalini
From India, Pune
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Hello Shalini,
First of all, let me wish you good luck on your mission. I, too, had joined a company where there was no HR. I was the first HR, and it was a good experience for me. I am sure you, too, will enjoy working as the first HR there.
First and foremost, you need to have an attendance register for all the employees. Discipline is one thing that must be followed by all.
You need to have the following policies:
- Work Timing Policy (8 hours of work excluding breaks)
- Leave Policy (Casual leave, Earned leave, Maternity leave, Leave carryover, Encashment, etc.)
- HR Policy
- Communication Policy
- Visitor's Policy (Visitor's Entry and Exit book)
- Housekeeping Policy
- Accident and Medical Insurance Policy (Any accidents occurring during working hours)
- Benefit and Incentive Policy (Health Insurance, P.F., Gratuity, work incentives, etc.)
- Compensation Policy (Salary, OT, Leave encashment)
- Hiring, Retention, and Termination Policy.
Regards,
Joylyn
From India, Bangalore
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First of all, let me wish you good luck on your mission. I, too, had joined a company where there was no HR. I was the first HR, and it was a good experience for me. I am sure you, too, will enjoy working as the first HR there.
First and foremost, you need to have an attendance register for all the employees. Discipline is one thing that must be followed by all.
You need to have the following policies:
- Work Timing Policy (8 hours of work excluding breaks)
- Leave Policy (Casual leave, Earned leave, Maternity leave, Leave carryover, Encashment, etc.)
- HR Policy
- Communication Policy
- Visitor's Policy (Visitor's Entry and Exit book)
- Housekeeping Policy
- Accident and Medical Insurance Policy (Any accidents occurring during working hours)
- Benefit and Incentive Policy (Health Insurance, P.F., Gratuity, work incentives, etc.)
- Compensation Policy (Salary, OT, Leave encashment)
- Hiring, Retention, and Termination Policy.
Regards,
Joylyn
From India, Bangalore
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Hi Shalini
You can follow this too:)
Employee Recreation:
1. Wishing on birthday team celebration.
2. Picnics.
3. New year Celebration.
4. Library facility or British Library account.
5. Diwali gifts/sweets.
6. Team dinners/outings.
7.A word of encouragement on achievements of the employee towards company’s growth.( Best employee of the month)
Regards,
Joylyn
From India, Bangalore
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You can follow this too:)
Employee Recreation:
1. Wishing on birthday team celebration.
2. Picnics.
3. New year Celebration.
4. Library facility or British Library account.
5. Diwali gifts/sweets.
6. Team dinners/outings.
7.A word of encouragement on achievements of the employee towards company’s growth.( Best employee of the month)
Regards,
Joylyn
From India, Bangalore
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Hi,
Thanks a lot for your valuable inputs. Please shed light on the leave policy.
As per my leave policy, I have provided 18 privilege/earned leave, 12 casual leave, 10 holidays for festivals, along with 3 restricted holidays. Could you confirm if this is acceptable? Additionally, please explain the criteria for availing earned/privilege leave.
In my previous company, employees could take earned leaves after 120 days and casual leave immediately.
Regards,
Shalini
From India, Pune
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Thanks a lot for your valuable inputs. Please shed light on the leave policy.
As per my leave policy, I have provided 18 privilege/earned leave, 12 casual leave, 10 holidays for festivals, along with 3 restricted holidays. Could you confirm if this is acceptable? Additionally, please explain the criteria for availing earned/privilege leave.
In my previous company, employees could take earned leaves after 120 days and casual leave immediately.
Regards,
Shalini
From India, Pune
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Dear Shalini,
For every new joiner, the leaves will be calculated on a pro-rata basis. You can allow them to avail leaves after 60-90 days. As such, there is no rule that you cannot avail leaves after joining. However, if employees tend to utilize all the leaves within 2 months, they might end up taking leave without pay as well.
To keep a check on the leave policy, you can also have leaves on an 'Earn and avail' basis. You have 18 PLs, which equates to 1 1/2 leaves per month.
Regards,
Aditi
From India, Mumbai
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For every new joiner, the leaves will be calculated on a pro-rata basis. You can allow them to avail leaves after 60-90 days. As such, there is no rule that you cannot avail leaves after joining. However, if employees tend to utilize all the leaves within 2 months, they might end up taking leave without pay as well.
To keep a check on the leave policy, you can also have leaves on an 'Earn and avail' basis. You have 18 PLs, which equates to 1 1/2 leaves per month.
Regards,
Aditi
From India, Mumbai
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Hi, Check on the employee handbook. All information has been given in this site. Regards, Joylyn
From India, Bangalore
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From India, Bangalore
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Hi,
The information is really useful. I have also joined a newly established company where I have been given 21 PL, 10 CL, and 12 SL. PL can only be availed after confirmation.
My query is regarding the company policy. One cannot avail more than 3 CLs unless a proper reason is given. In the case where someone is taking leaves exceeding 3 at a time, and the department head is authorizing it, what should I do to regulate this? Although I have distributed the manual and people are now following it, is there a tool from an HR perspective to monitor this?
Regards,
Poonam
From India, Delhi
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The information is really useful. I have also joined a newly established company where I have been given 21 PL, 10 CL, and 12 SL. PL can only be availed after confirmation.
My query is regarding the company policy. One cannot avail more than 3 CLs unless a proper reason is given. In the case where someone is taking leaves exceeding 3 at a time, and the department head is authorizing it, what should I do to regulate this? Although I have distributed the manual and people are now following it, is there a tool from an HR perspective to monitor this?
Regards,
Poonam
From India, Delhi
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Hey Poonam,
You can consider the extra leaves as PL's in this case. I am surprised to know that you have almost 43 leaves + public holidays. I would love to join such an organization. 😄
Regards,
Aditi
From India, Mumbai
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You can consider the extra leaves as PL's in this case. I am surprised to know that you have almost 43 leaves + public holidays. I would love to join such an organization. 😄
Regards,
Aditi
From India, Mumbai
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Hi Aditi,
Thank you for the reply. I'm from a media company, and it is as per the industry norms. :P
I also wanted to know if there are any HR tools that we can apply to regulate these leaves. I mean, if I want people not to take so many leaves at one go as it hampers the work, how can I do that.
Cheers,
Poonam
From India, Delhi
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Thank you for the reply. I'm from a media company, and it is as per the industry norms. :P
I also wanted to know if there are any HR tools that we can apply to regulate these leaves. I mean, if I want people not to take so many leaves at one go as it hampers the work, how can I do that.
Cheers,
Poonam
From India, Delhi
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TABLE OF CONTENTS
1. MESSAGE FROM HR
2. VISION STATEMENT
3. MISSION STATEMENT
4. EMPLOYEE REFERRAL SCHEME
5. WORKING HOURS & WEEKLY OFF
6. FESTIVAL HOLIDAYS
7. EXTENDED WORKING / COMPENSATORY OFF POLICY
8. LEAVE POLICY
9. DRESS CODE
10. LOCAL CONVEYANCE
11. DOMESTIC TRAVEL ENTITLEMENTS
12. OVERSEAS TRAVEL RULES
13. FOREIGN TRAINING POLICY
14. PROCEDURE FOR OUTDOOR DUTY AUTHORIZATION
15. SECURITY POLICY
16. SEXUAL HARASSMENT POLICY
17. WEB USAGE POLICY
18. IT RULES & REGULATIONS
19. SEPARATION FROM EMPLOYMENT
20. REIMBURSEMENT POLICY
21. HR MANUAL
22. LEVELS AND THEIR BENEFITS & ENTITLEMENTS
23. INDUCTION POLICY
24. EXIT INTERVIEW POLICY
Please ensure that there is a single line break between each section for better readability.
From India, New Delhi
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1. MESSAGE FROM HR
2. VISION STATEMENT
3. MISSION STATEMENT
4. EMPLOYEE REFERRAL SCHEME
5. WORKING HOURS & WEEKLY OFF
6. FESTIVAL HOLIDAYS
7. EXTENDED WORKING / COMPENSATORY OFF POLICY
8. LEAVE POLICY
9. DRESS CODE
10. LOCAL CONVEYANCE
11. DOMESTIC TRAVEL ENTITLEMENTS
12. OVERSEAS TRAVEL RULES
13. FOREIGN TRAINING POLICY
14. PROCEDURE FOR OUTDOOR DUTY AUTHORIZATION
15. SECURITY POLICY
16. SEXUAL HARASSMENT POLICY
17. WEB USAGE POLICY
18. IT RULES & REGULATIONS
19. SEPARATION FROM EMPLOYMENT
20. REIMBURSEMENT POLICY
21. HR MANUAL
22. LEVELS AND THEIR BENEFITS & ENTITLEMENTS
23. INDUCTION POLICY
24. EXIT INTERVIEW POLICY
Please ensure that there is a single line break between each section for better readability.
From India, New Delhi
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is it possible for you to give me a format for HR manual and contents, if it all it is possible. Poonam
From India, Delhi
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From India, Delhi
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Hi Poonam,
I would suggest reviewing the number of leaves the company is providing. It's good, but there are too many. :) You can certainly put a restriction on it, such as a maximum of 4 CL's that can be availed at a time. CL's and SL's cannot be clubbed with PL's. More than 3 SL's will require a medical certificate, and so on. This will help you manage the workforce in the office, else employees will be on long leave quite often.
Regards,
Aditi
From India, Mumbai
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I would suggest reviewing the number of leaves the company is providing. It's good, but there are too many. :) You can certainly put a restriction on it, such as a maximum of 4 CL's that can be availed at a time. CL's and SL's cannot be clubbed with PL's. More than 3 SL's will require a medical certificate, and so on. This will help you manage the workforce in the office, else employees will be on long leave quite often.
Regards,
Aditi
From India, Mumbai
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Hi Joylyn, Can i have the URL of the site............i have no idea, as i am new to the field. Regards, Poonam
From India, Delhi
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From India, Delhi
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Hi Shalini,
I think that you have actually allocated a lot of leaves towards the Casual Leave quota. What we follow is 4 Sick Leaves, 6 Casual Leaves, and 12 Earned Leaves. The earned leaves calculation starts upon the probation getting over. Apart from this, we give 10 holidays a year. However, the number of leaves allocated depends upon your firm's existing policies as well.
Regards,
Sajal
From India, Bangalore
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I think that you have actually allocated a lot of leaves towards the Casual Leave quota. What we follow is 4 Sick Leaves, 6 Casual Leaves, and 12 Earned Leaves. The earned leaves calculation starts upon the probation getting over. Apart from this, we give 10 holidays a year. However, the number of leaves allocated depends upon your firm's existing policies as well.
Regards,
Sajal
From India, Bangalore
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(Fact Checked)-The information provided regarding leave allocation (4 Sick Leaves, 6 Casual Leaves, 12 Earned Leaves, and 10 holidays) is generally standard but may vary based on specific company policies and local laws. It's essential to align with statutory requirements and company guidelines. (1 Acknowledge point)
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Yes, Aditi,
I know there are a lot, but they are as per the industry standard and have already been approved. Also, using these tools to keep check. But how to bring those higher-level officials in check who keep approving these holidays, as they think their employees are working too hard. You see, my departmental people have become more generous than HR. :roll:
From India, Delhi
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I know there are a lot, but they are as per the industry standard and have already been approved. Also, using these tools to keep check. But how to bring those higher-level officials in check who keep approving these holidays, as they think their employees are working too hard. You see, my departmental people have become more generous than HR. :roll:
From India, Delhi
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Hi,
Don't you document the leaves taken on a leave application form? This is one way to keep track; also, ask the employees to get the form approved by the Head of Department (HOD).
You will need to take action if no leave forms are submitted to HR. Once this is done, employees will start following the process.
Hope this works...
Regards,
Aditi
From India, Mumbai
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Don't you document the leaves taken on a leave application form? This is one way to keep track; also, ask the employees to get the form approved by the Head of Department (HOD).
You will need to take action if no leave forms are submitted to HR. Once this is done, employees will start following the process.
Hope this works...
Regards,
Aditi
From India, Mumbai
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hiii shalini u have mentioned the policies in all field.... could u mention overall company policies to b mentained.... bye
From India, Bangalore
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From India, Bangalore
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hi Aditi, i have implemented that also................. :lol: but my depatmental head and evn my president are also too generous to deny the requests. regards, Poonam
From India, Delhi
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From India, Delhi
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(Fact Checked)-[response] (1 Acknowledge point)
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Hi, Shalini and friends,
The most important policies to be implemented are as follows:
1. You must first implement what we call "the basic regulation list," which includes various aspects such as recruitment and HR planning policy, training policy, leave policy, payment, incentives, and allowance policy. It is essential to note that incentives are divided into two sections: those given to employees by law and those provided by the company to create an attractive environment, etc.
2. You must establish a salary structure with different scales to ensure job satisfaction and to scientifically build a solid structure.
3. You must have a job chart.
I can provide more information at another time.
Best regards,
A. Rahim
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The most important policies to be implemented are as follows:
1. You must first implement what we call "the basic regulation list," which includes various aspects such as recruitment and HR planning policy, training policy, leave policy, payment, incentives, and allowance policy. It is essential to note that incentives are divided into two sections: those given to employees by law and those provided by the company to create an attractive environment, etc.
2. You must establish a salary structure with different scales to ensure job satisfaction and to scientifically build a solid structure.
3. You must have a job chart.
I can provide more information at another time.
Best regards,
A. Rahim
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Hi Poonam,
Unless and until the management supports the HR's decision to implement certain policies, I doubt you will be able to do it. Try to convince them about the negative impacts of not tracking the leaves on time, as the company might have to encash the leaves after a certain duration. If leaves are not tracked properly, the company might end up paying a huge sum for every employee.
Also, reassure them that they can have some kind of reward policy for efficient employees, so that they are motivated to work better.
Remember, you are a one-man (woman) army as HR. So, fight it out, lady!
Good luck.
Regards,
Aditi
From India, Mumbai
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Unless and until the management supports the HR's decision to implement certain policies, I doubt you will be able to do it. Try to convince them about the negative impacts of not tracking the leaves on time, as the company might have to encash the leaves after a certain duration. If leaves are not tracked properly, the company might end up paying a huge sum for every employee.
Also, reassure them that they can have some kind of reward policy for efficient employees, so that they are motivated to work better.
Remember, you are a one-man (woman) army as HR. So, fight it out, lady!
Good luck.
Regards,
Aditi
From India, Mumbai
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Hi all,
This is Javeed. I have joined this group today, and I find the information shared in this group pretty awesome. I have read all the comments on leave policies. I would appreciate it if someone could describe the basic difference between Privilege/Earned leaves and casual leaves. Can someone provide some insights on salary breakup?
Thanks in advance.
Javeed
From India, Hyderabad
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This is Javeed. I have joined this group today, and I find the information shared in this group pretty awesome. I have read all the comments on leave policies. I would appreciate it if someone could describe the basic difference between Privilege/Earned leaves and casual leaves. Can someone provide some insights on salary breakup?
Thanks in advance.
Javeed
From India, Hyderabad
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(Fact Checked)-[The basic difference between Privilege/Earned leaves and casual leaves is that Privilege/Earned leaves are accrued over time and are usually planned in advance, whereas casual leaves are typically for short, unplanned absences. Salary breakup generally includes components like basic salary, allowances, deductions, and benefits. It's essential to comply with relevant labor laws and company policies when structuring salary components.] (1 Acknowledge point)
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Hello Everyone,
Everyone is looking for an Employee handbook. Well, I had attached a few docs initially. Please check the link below: https://www.citehr.com/2-vt26562.html?start=10.
Regards,
Aditi
From India, Mumbai
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Everyone is looking for an Employee handbook. Well, I had attached a few docs initially. Please check the link below: https://www.citehr.com/2-vt26562.html?start=10.
Regards,
Aditi
From India, Mumbai
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Hi Nirmal I am working in a manufacturing concern in Noida. Where do you work? Regards Shalini
From India, Pune
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From India, Pune
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Dear All,
I have recently joined a new organization where we have 12 casual leaves, 12 privilege leaves, 12 sick leaves, and 12 public holidays. Apart from this, we are off on the 3rd and 4th Saturdays.
Regards,
Shalini
From India, Pune
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I have recently joined a new organization where we have 12 casual leaves, 12 privilege leaves, 12 sick leaves, and 12 public holidays. Apart from this, we are off on the 3rd and 4th Saturdays.
Regards,
Shalini
From India, Pune
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Dear Friend,
Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...icy+&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
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Kindly click on the following link, it will give you some required information,
https://www.citehr.com/search_new.ph...icy+&submit=Go
Pls let me know was this information useful,,
If not let me try out more & give information,,,,
In CiteHR you will get A to Z information on HR…..
Regards
M. Peer Mohamed Sardhar
093831 93832
From India, Coimbatore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)
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Dear Mr. Peer Mohammed,
Most of the forums I find that you give comments with some generic link containing many similar discussion threads. Looking at the number of posts and the experience you have, we feel you can help many newcomers like me by providing very specific information or threads. We highly appreciate the time you must have spent to shortlist such threads, but it will be very useful to all if you give to-the-point comments. This is just a suggestion and it should not be taken otherwise. Keep up your good work. Thanks.
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Most of the forums I find that you give comments with some generic link containing many similar discussion threads. Looking at the number of posts and the experience you have, we feel you can help many newcomers like me by providing very specific information or threads. We highly appreciate the time you must have spent to shortlist such threads, but it will be very useful to all if you give to-the-point comments. This is just a suggestion and it should not be taken otherwise. Keep up your good work. Thanks.
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Hi Poonam,
In my present company, we are provided with 33 Paid Leaves + Holidays. To avoid misuse, these 33 paid leaves are tabulated as per the calendar year, viz. 3-2-3-3 (Jan-3, Feb-2, Mar-3, Apr-3) subject to approval from the line manager. For emergency reasons, employees are asked to take SL (Short Leave) of two hours, which then gets deducted from their 33 PLs up to a maximum of 6 times a year.
As every employee is much concerned about leave accumulation for rainy days, they will not take unnecessary leaves that would hamper their work.
Hope this may help you to a great extent to avoid misuse of leaves.
Regards,
Lakshita
From India
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In my present company, we are provided with 33 Paid Leaves + Holidays. To avoid misuse, these 33 paid leaves are tabulated as per the calendar year, viz. 3-2-3-3 (Jan-3, Feb-2, Mar-3, Apr-3) subject to approval from the line manager. For emergency reasons, employees are asked to take SL (Short Leave) of two hours, which then gets deducted from their 33 PLs up to a maximum of 6 times a year.
As every employee is much concerned about leave accumulation for rainy days, they will not take unnecessary leaves that would hamper their work.
Hope this may help you to a great extent to avoid misuse of leaves.
Regards,
Lakshita
From India
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
HR Leave Policy.doc
CiteHR.AI
(Fact Checked)-The HR manual typically includes sections on company policies, code of conduct, benefits, and procedures. Ensure compliance with labor laws & update it regularly. (1 Acknowledge point)