Hi All,This is SaravananCan anyone tell me what are the HR policies need to be implemented in an organization?Actually I was asked by my Sr. Manager which is mentioned below:Assume that an Organization consists of 250 employees.As an HR, what are the policies you will implement for this Organization so that each employee should instinctively feel that HR Department is functioning well in this company… Of course, HR policies differ from one industry to another industry… But in general, what are the main HR policies need to be implemented for an organization consisting of 250 employees…Please throw your views as soon as possible…Eagerly waiting for your replies,Thanks & Regards,Saravanan
From India, Madras
3From India, Madras
Hi Saravanan, HR Policy should have these points covered: 1.Dress code 2.Office ettiquetes 3.Leave rules and regulations 4.Travel/allowance details Hope iam able to answer your query Rgs, Lavanya:)
From India, Madras
From India, Madras
Dear Sarvanan,
Pls find the policies that you need to prepare
Processes & PoliciesManpower Planning, Recruitment & SelectionConfirmationLearning & DevelopmentCompetency MappingPerformance Management SystemComp & Benefits PolicyEmployee MotivationEmployee Welfare(Uniform, Canteen , transport, accomocation, Library, Educational Assistance, entertainment, Gifts)Employee CommunicationEmployee Retention PolicyStatutory & Other requirementsExit PolicyGrievance Handling PolicyRewards & Recognition PolicyAttendance & Leave PolicyTravel PolicyMobile Phone PolicyIT PolicyCode Of ConductNon Disclosure AgreementProrietory information & Invention AgreementTransfer & Relocation PolicyInduction PolicyMedical & Insurance PolicyCareer & Succession Planning Process
From United States
Pls find the policies that you need to prepare
Processes & PoliciesManpower Planning, Recruitment & SelectionConfirmationLearning & DevelopmentCompetency MappingPerformance Management SystemComp & Benefits PolicyEmployee MotivationEmployee Welfare(Uniform, Canteen , transport, accomocation, Library, Educational Assistance, entertainment, Gifts)Employee CommunicationEmployee Retention PolicyStatutory & Other requirementsExit PolicyGrievance Handling PolicyRewards & Recognition PolicyAttendance & Leave PolicyTravel PolicyMobile Phone PolicyIT PolicyCode Of ConductNon Disclosure AgreementProrietory information & Invention AgreementTransfer & Relocation PolicyInduction PolicyMedical & Insurance PolicyCareer & Succession Planning Process
From United States
Thank u Mr.Girish... Also we have to include the laws related to employees like Factories Act, Workmen, ESI etc... Tank u very much for your useful information...
From India, Madras
From India, Madras
Please find below for the main HR Policies which need to be implemented in a healthy organization.
1.PERSONAL CONDUCT
1.1 Dress Code
1.2 Personal Communications
1.3 Gifts & Gratuities
2. EQUAL EMPLOYMENT OPPORTUNITY
3. SEXUAL HARASSMENT
4. BUSINESS EXPENSES
5. INDUCTION
6. HEALTH, SAFETY & ENVIRONMENT
6.1 Smoking
6.2 Alcohol, Drug (& Other Substance Abuse)
6.3 Manual Handling
6.4 Workers’ Compensation
6.5 Total & Permanent Disability
7. PERFORMANCE MANAGEMENT SYSTEM
7.1 Introduction
7.2 Performance Management Philosophy
7.3 Position Descriptions
7.4 Probationary Period Reviews
7.5 Performance Appraisals
7.6 Professional & Personal Development
7.7 Superannuation
8. LEAVE POLICY:
8.1 Annual Leave
8.2 Personal Leave
8.3 Compassionate/Bereavement Leave
8.4 Long Service Leave
8.5 Maternity Leave
8.6 Paternity Leave
8.7 Adoption Leave
8.8 Study Leave
8.9 Time in Lieu
8.10 Leave Without Pay
8.11 Blood Donor Leave
8.12 Jury Duty
8.13 Emergency Services Leave
9. TRAVEL & ACCOMMODATION
9.1 Air Travel
9.2 Accommodation
9.3 Travel Other Than By Air
9.4 Motor Vehicle Rental
9.5 Taxi Fares
9.6 Parking Charges
9.7 Work Events
10. EMPLOYEE RELATIONS
10.1 Discipline
10.2 Disciplinary Appeal
10.3 Grievance
11.POST TRAUMA COUNSELLING
12. INTELLECTUAL PROPERTY AND SECURITY
13. CONFLICT OF INTEREST
Cheers..
From Kuwait, Kuwait
1.PERSONAL CONDUCT
1.1 Dress Code
1.2 Personal Communications
1.3 Gifts & Gratuities
2. EQUAL EMPLOYMENT OPPORTUNITY
3. SEXUAL HARASSMENT
4. BUSINESS EXPENSES
5. INDUCTION
6. HEALTH, SAFETY & ENVIRONMENT
6.1 Smoking
6.2 Alcohol, Drug (& Other Substance Abuse)
6.3 Manual Handling
6.4 Workers’ Compensation
6.5 Total & Permanent Disability
7. PERFORMANCE MANAGEMENT SYSTEM
7.1 Introduction
7.2 Performance Management Philosophy
7.3 Position Descriptions
7.4 Probationary Period Reviews
7.5 Performance Appraisals
7.6 Professional & Personal Development
7.7 Superannuation
8. LEAVE POLICY:
8.1 Annual Leave
8.2 Personal Leave
8.3 Compassionate/Bereavement Leave
8.4 Long Service Leave
8.5 Maternity Leave
8.6 Paternity Leave
8.7 Adoption Leave
8.8 Study Leave
8.9 Time in Lieu
8.10 Leave Without Pay
8.11 Blood Donor Leave
8.12 Jury Duty
8.13 Emergency Services Leave
9. TRAVEL & ACCOMMODATION
9.1 Air Travel
9.2 Accommodation
9.3 Travel Other Than By Air
9.4 Motor Vehicle Rental
9.5 Taxi Fares
9.6 Parking Charges
9.7 Work Events
10. EMPLOYEE RELATIONS
10.1 Discipline
10.2 Disciplinary Appeal
10.3 Grievance
11.POST TRAUMA COUNSELLING
12. INTELLECTUAL PROPERTY AND SECURITY
13. CONFLICT OF INTEREST
Cheers..
From Kuwait, Kuwait
Hi!
We have all the policies and manuals that old and new orgnizations need.
Please visit my site to get all the policies and manuals that an organization needs. EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
We have all the policies and manuals that old and new orgnizations need.
Please visit my site to get all the policies and manuals that an organization needs. EMILLA CONSULTING |
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
(landline)
(mobile)
From Philippines, Parañaque
Hi,
You can also have some other policies like.
1) Guest House accommodation incase of transfers.
2) Staff welfare including birthdays, anniversaries, annual get togethers.
3) Reference policy for recruitment.
4) Long term service award policy.
Thanks & keep posting.
Yogesh
You can also have some other policies like.
1) Guest House accommodation incase of transfers.
2) Staff welfare including birthdays, anniversaries, annual get togethers.
3) Reference policy for recruitment.
4) Long term service award policy.
Thanks & keep posting.
Yogesh
Dear All,
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR Policy means the policies, rules and regulations setup by the management to be followed by the employees to achieve the objectives and goals of the Organization.
The only department which is concerning about the employees is the HR department of an organization.
Ø External recruitment – Employee Exchange, Advertisements…
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
2. TRAINING & DEVELOPMENT:
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee’s performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor’s certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of’ and ‘in the course of employment’
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR POLICY
The only department which is concerning about the employees is the HR department of an organization.
- STAFFING:
- Man power planning
- Recruitment – Positive process of inviting candidates to apply for the job
Ø External recruitment – Employee Exchange, Advertisements…
- Selection – Process of rejection and placing the right candidate
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
- Induction/ Orientation:
2. TRAINING & DEVELOPMENT:
- Training Need Analysis & Identification
- Methods of Training
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
- Training Evaluation
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
- Probationary Period Reviews
- Performance Appraisals
- Methods:
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee’s performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor’s certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
- Factories Act – 1948
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of’ and ‘in the course of employment’
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
- Dress Code
- Personal Communications
- Gifts & Gratuities
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
- Discipline
- Disciplinary Appeal
- Grievance
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
Dear All,
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR Policy means the policies, rules and regulations setup by the management to be followed by the employees to achieve the objectives and goals of the Organization.
The only department which is concerning about the employees is the HR department of an organization.
Ø External recruitment – Employee Exchange, Advertisements…
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
2. TRAINING & DEVELOPMENT:
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee’s performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor’s certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of’ and ‘in the course of employment’
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
Thank you very much for your discussion and I have prepared an assignment on HR policy based on your inputs and referring some books. Please review it and tell me if anything needs to be added. - SARAVANAN
HR POLICY
The only department which is concerning about the employees is the HR department of an organization.
- STAFFING:
- Man power planning
- Recruitment – Positive process of inviting candidates to apply for the job
Ø External recruitment – Employee Exchange, Advertisements…
- Selection – Process of rejection and placing the right candidate
Ø Written tests
Ø Interview
Ø Reference checks
Ø Medical examination (if any)
Ø Final Interview
Ø Placement
- Induction/ Orientation:
2. TRAINING & DEVELOPMENT:
- Training Need Analysis & Identification
- Methods of Training
Ø Informal Training – Unplanned and Unstructured
Ø On the Job training – Job Rotation, Apprenticeships, Internships
Ø Off the Job training – Class room instructions, Vestibule training
- Training Evaluation
Ø Example: Kirk – Patrick Approach
· Reaction Level
· Learning Level
· Behaviour level
· Result Level
3. PERFORMANCE MANAGEMENT SYSTEM
Managers use evaluation for general HR decisions. It provide input to important decisions such as Promotions, transfer and terminations.
- Probationary Period Reviews
- Performance Appraisals
- Methods:
Ø Graphic rating scales
Ø BARS
Ø Forced comparisions
But the most useful method is the 3600 performance appraisal.
· An employee’s performance is reviewed by his supervisor, peers, manager, other department representatives and clients.
4. COMPENSATION POLICY:
· Basic Pay
· Dearness Allowance
· House Rent Allowance (25% of BP)
· City Compensation Allowance (10%of BP)
· Provident Fund
Ø Employee contribution – 13.61% of BP
Ø Employer contribution – 12% of BP
· Employee State Insurance
Ø Employer – 4.75% of BP+HRA+CCA
Ø Employee contribution – 1.75% of BP+HRA+CCA
· Bonus (minimum 8.33% and maximum 20%)
Ø Eligible if employees salary is below Rs.10000/- per month
5. LEAVE POLICY:
· Casual Leave (CL)
Ø Entitlement: 7 days. For all employees
Ø Will not be utilized for going on a vacation.
Ø Is being provided for meeting emergencies of a personal nature for which planning cannot be done.
Ø Cannot be availed for more than 2 days at a stretch.
Ø Cannot be encashed
Ø Cannot be accumulated (gets lapsed by end of calendar year)
· Sick Leave (SL)
Ø Entitlement: 7 days. For all employees
Ø Beyond 2 days requires a doctor’s certificate.
Ø Cannot be encashed.
Ø Cannot be accumulated.(lapses by end of year)
· Privilege Leave (PL)
Entitlement: 16 days. For all employees
S.No
No. of days worked during calender Year
No. of days of P.L an employee is entitled to in subsequent calender year
1
below 240 days
Nil
2
240 days & above, but below 260 days
One day leave for every 20 days worked
3
260 - 280 days
14 days
4
281 days & above
16 days
The leave admissible under this clause will be exclusive of intervening weekly holidays & paid holidays.P.L shall be allowed to be accumulated upto 120 days, afrter which it can be encashed at the basic salary prevalent at the time of encashment. Encashment shall be applicable on the basic salary only. P.L shall be allowable only incase of prior sanction by the employee's superior.
· Maternity Leave (ML)
Ø Entitlement: 90 days. For female employees only
Ø Cannot be encashed & accumlated.
· Comp Off:
Ø Entitlement: For all employees
· Compassionate/Bereavement Leave
6. INDUSTRIAL RELATIONS POLICY:
- Factories Act – 1948
v Overcrowding – 9.9/14.2 cubic meter/employee
v Drinking water – Cool water for more than 250 employees
Ø Safety (Safety officers – more than 1000 employees)
Ø Welfare
v Canteen – More than 250 workers
v First Aid – First aid box for 150 employees and Ambulance for 500 employees
v Welfare Officers – More than 500 employees
· Workmen Compensation Act - 1923
Ø Disablement – Total and Partial
Ø Based on ‘Arising out of’ and ‘in the course of employment’
Ø Permanent Total disablement – 60% of monthly wages or Rs.60000
Ø Compensation for Death – 50% of monthly wages by relevant factor or Rs.50K
· GRATUITY ACT – 1972
Ø 15/26 multiplied by salary drawn and number of years of service
7. PERSONAL CONDUCT
- Dress Code
- Personal Communications
- Gifts & Gratuities
8. EQUAL EMPLOYMENT OPPORTUNITY
9. EMPLOYEE RELATIONS
- Discipline
- Disciplinary Appeal
- Grievance
10. TRAVEL & ACCOMMODATION
11. INTELLECTUAL PROPERTY AND SECURITY
The above mentioned are main HR policies of an Organization and in addition to this, the following are also essential;
Ø Employee Handbook
Ø HR Audit
Ø Surveys like Employee Satisfaction, Job Satisfaction, Attrition rate etc…
From India, Madras
Dear Sarvanan,
Ur posting is very informating and useful, but EPF of employee u mentioned is 13.61, which is actualy 12% & Employer is 12% + 1.61%.
The important thing which as to be added in ur posting is registers to be maintained under factory act 1948 (i.e muster roll form No 22, form No 11, Form No 14, form No 23 , wage slips , Standing orders, appointment letter and the display(Form No 19 abtsract) which these all are obligatory to the employer under statutory compliance and the register under ESI & EPF
Plz suggest me if i am wroung.
Ramnath
9448317309
From India, Bangalore
Ur posting is very informating and useful, but EPF of employee u mentioned is 13.61, which is actualy 12% & Employer is 12% + 1.61%.
The important thing which as to be added in ur posting is registers to be maintained under factory act 1948 (i.e muster roll form No 22, form No 11, Form No 14, form No 23 , wage slips , Standing orders, appointment letter and the display(Form No 19 abtsract) which these all are obligatory to the employer under statutory compliance and the register under ESI & EPF
Plz suggest me if i am wroung.
Ramnath
9448317309
From India, Bangalore
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How to write HR policy.pdf