Hi, I have joined a new startup company as HR. Since I don't have experience in creating policies and procedures, can anyone help me with this? I have come across many drafts, but most of them are quite old, especially the leave policies. Thank you.
From India, Trivandrum
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From India, Trivandrum
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In your new company, based on the guidelines received from your management and with reference to the policies contained in this Citehr FORUM, please make an attempt to evolve suitable HR policies. Doubts/questions regarding evolving HR policies are welcome, and senior learned members of this forum shall try to answer and clear your doubts.
From India, Aizawl
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699From India, Aizawl
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Making a leave policy is an important aspect of welfare and legal compliance for any company.
First, consider the nature of the business, size, number of employees, and the state where the main business is situated.
Get yourself updated with laws and local rules impacting leave, working hours, overtime, etc.
Set up eligibility conditions for leave (of course, subject to laws/rules of the state/Centre). For example - leave eligibility.
Eligibility For a Leave Policy
Eligibility as a criterion helps in ascertaining the sanctioning of leave to employees.
Is an employee eligible for leave while on probation?
Can an employee take leave during the notice period?
How many annual leaves is an employee entitled to? The minimum will be laid down by the law.
What is the quantum of leave that can be applied/granted at one time, and can it be approved?
For the sake of convenience, leaves should be divided into different segments for better management - casual/earned/maternity, etc.
Maternity leave is regulated by law.
What is the procedure for applying for leave?
Who can sanction it?
How to track employees on leave to know if an employee does not report back on time?
Industry guidelines/union agreements, etc.
These are examples of what one should keep in mind while framing a leave policy.
Frame the leave policy, put it up for approval, and make it public for all to know and comply.
From India, Pune
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First, consider the nature of the business, size, number of employees, and the state where the main business is situated.
Get yourself updated with laws and local rules impacting leave, working hours, overtime, etc.
Set up eligibility conditions for leave (of course, subject to laws/rules of the state/Centre). For example - leave eligibility.
Eligibility For a Leave Policy
Eligibility as a criterion helps in ascertaining the sanctioning of leave to employees.
Is an employee eligible for leave while on probation?
Can an employee take leave during the notice period?
How many annual leaves is an employee entitled to? The minimum will be laid down by the law.
What is the quantum of leave that can be applied/granted at one time, and can it be approved?
For the sake of convenience, leaves should be divided into different segments for better management - casual/earned/maternity, etc.
Maternity leave is regulated by law.
What is the procedure for applying for leave?
Who can sanction it?
How to track employees on leave to know if an employee does not report back on time?
Industry guidelines/union agreements, etc.
These are examples of what one should keep in mind while framing a leave policy.
Frame the leave policy, put it up for approval, and make it public for all to know and comply.
From India, Pune
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To get the most out of this forum, it's advisable that you draft your own leave policy template, taking tips and references from the drafts you have seen. Further, you can attach your draft, and we all can give you suggestions.
Here are some healthy tips:
- Discuss with your management how many calendar holidays (festivals) they want to fix for each year.
- Based on that, you can decide on the EL's, sick leaves, etc.
- Maternity leaves should be included as per the latest ruling but under a separate header.
- Also, clarify how many leaves and of which type are accrued for the next year.
Do reach out to me if you need more support regarding policy formulation. I shall be happy to help you!
Regards,
Megha M.
Senior POSH & Employee Relations Specialist
Email: megha.poshtrainer@gmail.com
From India, Noida
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Here are some healthy tips:
- Discuss with your management how many calendar holidays (festivals) they want to fix for each year.
- Based on that, you can decide on the EL's, sick leaves, etc.
- Maternity leaves should be included as per the latest ruling but under a separate header.
- Also, clarify how many leaves and of which type are accrued for the next year.
Do reach out to me if you need more support regarding policy formulation. I shall be happy to help you!
Regards,
Megha M.
Senior POSH & Employee Relations Specialist
Email: megha.poshtrainer@gmail.com
From India, Noida
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