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Essential content of a practical, useful policy A good policy should include: Policy name Effective date of the policy and date of any revisions Purpose of the policy what it is intended to promote or achieve Main policy statement Definitions of any key concepts or terms used in the policy Eligibility or scope what groups of employees are covered by the policy Scope of permissible exceptions and who is responsible for making exceptions to the general application of the policy Positions in the organization responsible for implementing and monitoring the policy Procedure content Policies often have a related procedure, which may be a section of the policy or a separate document that the policy refers to.
The procedure gives numbered, step-by-step instructions for carrying out the policy. For greater clarity, procedures should be contained in a document separate from policies. A vacation policy would say how much vacation employees are allowed.
A related procedure would tell employees how to schedule their vacation time and get approval. Common features of a practical policy Here are some important features that make an HR policy easy to interpret and use. Good organization and layout Policy is logically divided into numbered sections, which are clearly labeled Pages are numbered and total number of pages given Example: For example, "payment" is not used in one place, and "remuneration" in another.
Special terms are defined Sentences and paragraphs are short Fairness and flexibility Policy statement leaves room for managers to be flexible and respond to individual circumstances Content and wording is unbiased and encourages fair, consistent treatment Legal compliance Complies with employment standards and other federal and provincial legislation Is consistent with the terms of any collective agreements Unilaterally introducing policies As part of its management rights, the employer may introduce a unilateral policy without negotiating the terms of the policy with the bargaining agent for the employees, if applicable.
To do so, however, the policy must: Employers must demonstrate compliance with the last five factors if they wish to rely upon discipline or discharge of a non-unionized employee because of a violation of a policy.
Role of the board of directors in HR policy development Boards can play a variety of roles in HR policy development. The important thing is to clearly define that role.
A board may form an HR committee to write policies and procedures, or delegate this duty to the executive director. Often the board is responsible for the final approval of all policies.
Also, a board may set a time frame for reviewing HR policies, or delegate this responsibility. How to write HR policies and procedures Identify the important policy issues for your organization.
Working with the members of your organization responsible for policy development, make a list of the policy issues you need to address. Consider Ask yourself these questions about each potential policy. Collect information Collect information on past practices in your organization.
Research policy models in organizations similar to yours.
Draft the policy Write a first draft. Include the following content.
Include the following formatting to help the reader navigate. Circulate and revise the policy Give a copy of the draft to each key member of your organization involved in policy development. Discuss and agree upon revisions. Prepare the final draft. Get approvals needed to put policy into effect If your board is responsible for giving final approval, this is often done with a formal, recorded motion.
The motion can include a future date when the board wishes to review the policy. Update the policy to show the approval date. Often policies are relatively brief, formal and do not describe corresponding procedures.Nov 24, · Community discussions and forums for African-American: Title Updated Last By Comments; Black Power And Trollslayer Destroys Barros 37 min.
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