Written HR policies and procedures are there to give both you and your staff guidance and protection. They are at the core of an effective HR strategy and should contain clear, consistent and comprehensive information that will help to develop a culture of positiveness, security and commitment within your business.
Your HR policies enable you to clearly define what you expect from your staff in terms of performance and behaviour, and for employees to understand their responsibilities…
They also serve to inform staff of what to do should they experience problems or disputes in the workplace, and what they can expect from you as their employer.
In order to consolidate all of this important information, it is usual for businesses to distill this down in to two key documents – the Contract of Employment and the Employee Handbook (also known as employee manuals, staff handbooks or company policy manuals). The Contract of Employment must, by law, contain what is know as the Statement of Main Terms – the key basic information relevant to a specific position. The Employee Handbook tends to contain further information about things such as your company policy on sickness absence, timekeeping and things like grievance procedures.
Your HR policy documents will act as a reference point for your employees (and third parties should they ever be called in to question), and it is therefore vitally important that they are robust, comprehensive and correct. They are in place to ensure the fair and consistent treatment of your staff, but more importantly to fulfill your legal responsibilities and protect your business. Regardless of how many (or few) people you employ, we strongly recommend getting expert advice when drawing up your policy documents. Mistakes can prove to be extremely costly.
For expert guidance on professional policy documents that improve employee engagement and protect your business, get in touch today.