The Ten Critical Policies All Companies Should Have

The team of HR Experts at OperationsInc contains some of the area’s top talent, with members of our team possessing over 25 years of experience in HR. That experience translates to justifying our place as subject matter experts in the field of HR.

Here are the Top Ten Critical Policies All Companies Should Have as Part of Their Employee Handbook:

TIME OFF / LATENESS and ABSENCE

A policy that speaks to vacation time and how to request it, as well as how lateness and unplanned absences are to be handled.

SEXUAL HARASSMENT POLICY

A policy making it clear what the behaviors are that constitute all forms of harassment, that your firm will not tolerate it, along with specifics on what to do if you are a victim.

EMAIL USE

An outline explaining how you expect email to be used and what you consider inappropriate and unacceptable, along with a statement of your rights to monitor, to act, etc.

PC USE

Similar to your Email policy, a policy stating that this is your equipment, and what you view as proper use, along with your rights to control and monitor.

SOCIAL MEDIA POLICIES

The hottest issue in 50 years in HR, this policy has changed in scope and content a dozen times as the interpretations of what a company can limit are updated, and the courts eventually decide what we can and cannot limit in terms of behavior.

AT-WILL STATEMENT

A statement that you are an at-will employer in concert with federal and state law.

CELL PHONE / PDA USE

One of the most critical policies in the past few years, this needs to address proper and legal use of a phone / PDA while driving, as well as set limits and guidelines on personal use during the work day.

OVERTIME

Who gets it, that pre-approval is needed, and how it is calculated are all critical components of this policy.

DRESS CODES

Needing an annual review for sure to account for changes in fashion protocols, it is important to outline / detail what is acceptable dress in the workplace in the form of a formal policy.

PERFORMANCE MANAGEMENT

Show solid guidelines here for what is expected in terms of behavior by your employees, along with what you expect to do to communicate management’s view of performance as a whole.