HR Policies that must be included in everyorganization’s Human Resources policy handbook:
1- EEO Policies/ Sexual Harassment and ADA:This policy is absolutely crucial and must be included in everyhandbook.
2- Employee Conduct Policies: Some topics thatare must haves, include: A. Rules of Conduct B. Drug/Alcohol C.Confidentiality D. Disciplinary Policy E. Dress Codes F. WorkplaceViolence.
3- Payroll Oriented Policies: A. Timekeeping/Reporting B. Overtime C. Pay Periods D. Bonuses/Commissions E.Deductions – mandatory and voluntary F. Attendance and PunctualityG. Vacation H. Personal Days I. Sick Days J. Accommodations(Disability/Religious).
4-Payroll Oriented Policy: Hours of Work: A.Business Hours; • Regular hours • Special days/late nights •Inclement weather. B. Making Schedules/Changing Schedules; • Howare schedules established? • Can they be altered by employeeagreement (switching) or is manager approval needed? • Posted,circulated electronically.
5-Employee Benefits: A. Another disclaimer! B.Eligibility C. Right to make modifications D. General overview –STD & LTD E. Life Insurance F. 401k / Pension.
Termination of Employee-Employer Relationship: A. Finalpaychecks B. Exit interviews C. COBRA D. Employee references.
6-Protecting Trade Secrets: With employeeshaving access to computers and company information, it is crucialthat your business has a policy that all employees sign off onacknowledging that they must maintain the confidentiality of tradesecrets. Preferably, you will also have a separate piece of paperthat all employees sign annually or at time of hire acknowledgingthese obligations.
7-Workplace Technology Policies: A. Noexpectation of privacy B. E-mail C. Internet D. Social Media E.Blogging F. Mobile devices (cell phone, laptop, VPN).
Sugar Rush Company Human Resources policy:
Employment and Working Conditions; We arecommitted to providing our employees with good working conditions,a safe and healthy work environment, and flexible employmentpossibilities that support a better balance of private andprofessional life consistent with our ambition as a leadingCompany. As such, we provide flexible working conditions wheneverpossible and encourage our employees to have outside interestsespecially community involvement. Those with line managementresponsibilities are required to take personal ownership of safetyand health within their area of responsibility and are encouragedto develop their capability in this area. Our commitment howevergoes beyond its own employees. We believe that it is essential tobuild a relationship based on trust and respect of employees at alllevels. We do not tolerate any form of harassment ordiscrimination. Therefore, managers are committed to build andsustain, with their teams, an environment of mutual trust. HRensures that a respectful dialogue is present and the voice of theemployees is heard.
Employee Relations; Since its founding, SugarRush Inc. has built a culture based on values of trust, mutualrespect and dialogue. Sugar Rush Inc. management and employees workdaily to create and maintain positive individual and collectiverelationships, and are expected to do so as a core part of theirjob. Sugar Rush Inc. not only upholdsthe freedom of association ofits employees and the effective recognition of the right tocollective bargaining, but also ensures that direct and frequentcommunication is established in the workplace. While dialogue withtrade unions is essential, it does not replace the closerelationship that our management maintains with all employees. Inthe spirit of continuous improvement, we encourage two?way dialoguewith our employees that go beyond the traditional aspects ofcollective bargaining in order to share knowledge and to jointlyfind opportunities.
Talent, Development and Performance Management;At Sugar Rush Inc., a high performance culture supported bydifferentiated rewards and development is key to the delivery ofindividual and business objectives. This is driven by the alignmentof clear and challenging responsibilities and ensuring thatemployees are aware of how their work impacts Sugar Rush Inc. Theline manager and employee work together to ensure that challengingobjectives are set and effectively evaluated throughout the year.This further enables managers to acknowledge high performance andreward employees accordingly, while ensuring low performance isproperly managed with integrity. Employees receive regular feedbackon their performance and career aspirations through a variety oftools and processes such as the Performance Evaluation process(PE), the Progress and Development Guide (PDG) and 360°assessments. We aim to retain and motivate employees by offeringattractive but realistic career moves allowing them to developtheir skills in the long?term. The Company undertakes an active andrigorous succession planning process at all levels of theorganization to ensure that there is a strong pipeline ofsuccessors ready to meet future needs. We are committed to ensuringsustainable conditions for a gender balanced and diverse company.As such, Sugar Rush Inc. has focused on removing barriers to careerprogression for women and men by developing a more flexible workenvironment, initiating mentoring schemes, having flexible careerpaths and providing dual career support.
A Flexible and Dynamic Organization; Sugar RushInc. is committed to continue the journey to establishing flat andflexible structures with minimal levels of management and broadspans of control, which enable people development, increaseefficiency, and ease implementation of our “Sugar Rush Inc.Management and Leadership Principles”. Less hierarchical layerscall for increased cooperation between colleagues. This is whatwill make the organization more flexible and more accountable.Indeed, it supports today’s and tomorrow’s business requirementsfor an agile and innovative company working with ever competitiveintensity. These simple beliefs have inspired us to create anenvironment that puts the emphasis not just on individualresponsibility and autonomy, but also on a strong willingness tosupport others, to work in multi?skilled teams, and to cooperaterather than to compete internally. A dynamic organization creates aclimate of innovation and allows people to think from differentperspectives. We combine the scope and brand strength of a companywith the creativity and knowledge of a local business.
Question; Review the Sugar Rush Policy and provide atleast two (2) policies that are missing which would make adifference given the problems they are currentlyfacing?
