Irrespective of the size of the organisation, be it a large or small-sized business, HR managers need to set up company policies that employees need to abide by. In case of termination of an employee due to theft, the grounds stated in the policy should be clear. However, small businesses face an increasing challenge regards human resource prowess to administer all activities and conduct employees effectively in case of an eventuality.

Small and medium businesses should have explicit policies related to employee fraud, theft, loss and thereby termination of an employee. Through careful analysis on the need for explicit specific policies that govern almost all companies, irrespective of their size, we have enlisted the top 7 must-have policies for every organisation below:

1. Policy that governs health and safety

Each workplace has defined obligations regards health concerns and safety at work. A policy enumerating process and obligations of the employer towards an employee is outlined in this document. This could involve regular workplace inspections and training of staff on safe work practices.

2. Protecting employee interests against workplace bullying and harassment

Workplace bullying and harassment need to be addressed with seriousness by employers. Hence policies that clearly define protection of employee interests at all times against workplace harassment should be set by HR managers.

3. Encourage diversity at workplace and avoid discrimination

The employment policies outlined must comply with the human right laws to ensure that businesses operate in a discrimination-free environment and employees from diverse backgrounds coexist to support organisational endeavours. Also it should be ensured that employees are not discriminated on the basis of race and equal opportunities for growth are provided to all.

See: HR Managers need to think like economists

4. Comprehensive policy documents that clearly communicate employment benefits

Every organisation should have comprehensive policy documents that clearly communicate benefits provided to an employee such as salary, bonus, allowance, and incentives as per terms of contract of employment.

In addition to the productivity benefits outlined, employers should clearly state the hours of work involved on job (on a weekly basis), vacation and paid time off; performance management, compensation structure and promotions; general employee expectations concerning appropriate conduct at workplace and confidentiality clauses.

5. Technology and Internet usage at workplace

Employee access to personal emails and social media networks when at work should be monitored. Also sites that can prove distracting in nature and irrelevant should be blocked by the administrator. Terms of internet usage and technology available for access should be clearly defined and communicated to employees by the HR personnel.

6. Termination Notice Policy

To protect employer’s interests, every employee is required to abide by termination notice and the relieving formalities that meet the applicable statutory requirements and provisions of law from time to time.

7. Overtime policy

It is important for employers to establish overtime rates in case of instances wherein the employee has worked for extra man hours during the week; the employee is thus eligible for an overtime monetary compensation. The process for obtaining prior approval to work overtime must be clearly stated and it must be consistent with employment standards reinforced by the law and those of the employer.

Enacting structured ways of functioning can seem quite arduous at the onset, however only good HR practices will help build stronger foundation for better workplaces. Thus this will help foster a culture of mutual growth to support each other and meet larger business objectives.

Also read: Update Your HR Manual with These 8 Additions