List of Company Policies to Consider Creating a good work environment

 List of Company Policies to Consider Creating a good work environment

 

 

Equal opportunity policy

Companies are prohibited from discriminating against job applicants or employees who belong to a protected class under an equal opportunity policy (EOP) (e.g, race, gender, age, religion, familial status, color). Any anti-harassment, workplace violence, non-discrimination, or diversity policy your organization considers establishing must include the EOP (Deckop , 2006).

Workplace health and safety

It's critical to maintain a safe and healthy work environment for your employees, especially since workplace health and safety breaches can harm your employees, cost your company money, and tarnish your reputation (Mathis & Jackson, 2007). Your company should take the initiative and create a health and safety policy that is specific to each location.

Employee code of conduct policy

Employees can better grasp your expectations in terms of performance and behavior if you have a clear and unambiguous code of conduct. Specific regulations like substance abuse, sexual harassment, gift-giving, dress code, confidentiality, and even the usage of cell phones or social media during work hours may be included in this policy (Neo, et al., 2006). Misunderstandings are still possible, but employees now have a reference point if they're confused about your expectations.

Attendance , vaction and time-off policies

Having a uniform method for requesting a day off or vacation time will make things flow more smoothly at work (Deckop , 2006). You can also construct a separate attendance policy, commonly known as a no call no show policy, that spells out what constitutes being late, how far in advance they should request time off, and what happens if they don't show up for work.

Employee disciplinary action policy

Discipline and employee conduct are two of the most critical organizational policies. It's critical to document your expectations for performance and behavior in your employee handbook or individual employee contracts before you can hold your staff accountable for their actions (Mathis & Jackson, 2007). With complete access to the workplace's rules and regulations, you can use the employee handbook as a reference point to enact disciplinary action as necessary.

 

Conclusion

Your company's policies spell out what you expect of your staff. These could be linked to a person's performance, values, or behavior. Furthermore, because they detail the repercussions of failing to follow the regulations, company policies can act as a forewarning to employees.

References

Deckop , J. R., 2006. Human Resource Management Ethics. Greenwich: Information Age Publishing .

Mathis, R. B. & Jackson, J. H., 2007. Human Resource Management 10th Edition. Singapore: Thomson Asia Pty Ltd.

Neo, A. R., Hollanbeck, R. J., Gerhart, B. & Wright, P. M., 2006. Human Resource Management. 3rd Edition. New York: McGraw-Hill.