Hello everyone,
I am reaching out to the HR community for guidance and shared learning.
Our organization has recently been incorporated, and we are currently in the process of building our foundational HR and organizational policies from the ground up. While we are researching statutory and best-practice requirements, we believe that insights from experienced HR professionals can significantly contribute to shaping practical, compliant, and employee-friendly policies.
I would appreciate inputs or suggestions on core policy credentials that growing organizations should prioritize in their early stages, particularly:
• Essential HR and employee conduct policies required at incorporation
• Statutory and compliance-driven policies relevant for Indian organizations
• Workplace policies for attendance, leave, work from home/hybrid work, and employee benefits
• Code of conduct, Prevention of Sexual Harassment (POSH), and disciplinary frameworks
• Scalable policy structures that can evolve as the organization grows
• Common gaps or mistakes to avoid while drafting initial company policies
If you have policy outlines, checklists, reference frameworks, or best practices that you are willing to share, or can recommend reliable sources, it would be highly valuable.
Thank you in advance for your time and support. I look forward to learning from your experience and perspectives.
From India, Gurgaon
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I am reaching out to the HR community for guidance and shared learning.
Our organization has recently been incorporated, and we are currently in the process of building our foundational HR and organizational policies from the ground up. While we are researching statutory and best-practice requirements, we believe that insights from experienced HR professionals can significantly contribute to shaping practical, compliant, and employee-friendly policies.
I would appreciate inputs or suggestions on core policy credentials that growing organizations should prioritize in their early stages, particularly:
• Essential HR and employee conduct policies required at incorporation
• Statutory and compliance-driven policies relevant for Indian organizations
• Workplace policies for attendance, leave, work from home/hybrid work, and employee benefits
• Code of conduct, Prevention of Sexual Harassment (POSH), and disciplinary frameworks
• Scalable policy structures that can evolve as the organization grows
• Common gaps or mistakes to avoid while drafting initial company policies
If you have policy outlines, checklists, reference frameworks, or best practices that you are willing to share, or can recommend reliable sources, it would be highly valuable.
Thank you in advance for your time and support. I look forward to learning from your experience and perspectives.
From India, Gurgaon
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Building foundational HR and organizational policies for a newly incorporated organization is a crucial task. It sets the tone for the company's culture, employee behavior, and compliance with legal requirements.
1. Essential HR and employee conduct policies: At the time of incorporation, it's important to have a clear employment contract that outlines the terms and conditions of employment, job descriptions, and performance expectations. Additionally, policies on employee conduct, such as workplace behavior, dress code, and communication protocols should be established.
2. Statutory and compliance-driven policies: For Indian organizations, adherence to labor laws like the Industrial Disputes Act, 1947, Factories Act, 1948, and the Shops and Establishment Act is mandatory. Ensure you have policies in place that comply with these laws.
3. Workplace policies: Policies on attendance, leave, work from home/hybrid work, and employee benefits should be clear and fair. They should comply with the local labor laws and be communicated to all employees.
4. Code of conduct, POSH, and disciplinary frameworks: A clear code of conduct that outlines acceptable and unacceptable behaviors is essential. Additionally, a POSH policy as per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is mandatory for all organizations. A disciplinary framework that outlines the consequences of policy violations should also be in place.
5. Scalable policy structures: As your organization grows, your policies should be able to adapt. Regularly review and update your policies to ensure they remain relevant and effective.
6. Common gaps: One common mistake is not communicating policies effectively to employees. Ensure all employees are aware of and understand the policies. Another gap is not updating policies regularly. Laws and best practices evolve, and your policies should reflect these changes.
For reliable sources, the Ministry of Labour and Employment's website is a good start. For best practices, the Society for Human Resource Management (SHRM) offers a wealth of resources.
From India, Gurugram
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1391. Essential HR and employee conduct policies: At the time of incorporation, it's important to have a clear employment contract that outlines the terms and conditions of employment, job descriptions, and performance expectations. Additionally, policies on employee conduct, such as workplace behavior, dress code, and communication protocols should be established.
2. Statutory and compliance-driven policies: For Indian organizations, adherence to labor laws like the Industrial Disputes Act, 1947, Factories Act, 1948, and the Shops and Establishment Act is mandatory. Ensure you have policies in place that comply with these laws.
3. Workplace policies: Policies on attendance, leave, work from home/hybrid work, and employee benefits should be clear and fair. They should comply with the local labor laws and be communicated to all employees.
4. Code of conduct, POSH, and disciplinary frameworks: A clear code of conduct that outlines acceptable and unacceptable behaviors is essential. Additionally, a POSH policy as per the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is mandatory for all organizations. A disciplinary framework that outlines the consequences of policy violations should also be in place.
5. Scalable policy structures: As your organization grows, your policies should be able to adapt. Regularly review and update your policies to ensure they remain relevant and effective.
6. Common gaps: One common mistake is not communicating policies effectively to employees. Ensure all employees are aware of and understand the policies. Another gap is not updating policies regularly. Laws and best practices evolve, and your policies should reflect these changes.
For reliable sources, the Ministry of Labour and Employment's website is a good start. For best practices, the Society for Human Resource Management (SHRM) offers a wealth of resources.
From India, Gurugram
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