Working in the Human Resources (HR) department is a complicated career with a multitude of things to keep track of, including staffing concerns, workplace dynamics, HR policies and procedures, and HR laws. HR policies and procedures should create a united team, protect and encourage employees, support organizational values, create a secure workplace culture, comply with legal requirements, and minimize risks to the company. In this article, we will first discuss HR policies, then continue to HR procedures, and next examine HR laws. Finally, we will examine how to assemble HR policies and procedures into one comprehensible technical document.
There are seven HR policies every company should have written out for both management and employees: 1. Recruitment, 2. Remote Work Policy, 3. Diversity, Equity and Inclusion Policy, 4. Social Media Policy, 5. Harassment Policy; 6. Workplace Health and Safety Policy; and 7. Leave and Time Off Work Policy. The seven policies would generally be written up in an Employee Code of Conduct. Inside each of these broad titles exist many details that need to be elaborated.
Second, not only does recruitment have policies, but also procedures to follow. They have a multi-step checklist to go through to make sure they have covered all the bases, both for the quality of the candidate and to follow HR law.
Similarly, termination procedures abound. These are especially significant to follow HR law. Human resource departments must protect themselves from wrongful termination suits, harassment or discrimination claims, and more.
In the same vein, disciplinary procedures exist for management to review each action to keep the company out of court and keep employee morale high. Management has abundant documentation to fill out in disciplinary procedures to help the employee understand their unacceptable behavior and to prove fair action to the courts.
Third, we will discuss laws that HR personnel must consider. First, the recruiter must deal with the Immigration and Nationality Act, when they make you fill out the I-9 form.
Another is the set of Equal Employment Opportunity (EEO) laws, which are to prevent employers from discriminating against any applicant or employee due to disability, age, sex, color, race, veteran status, national origin, or religion. This affects the recruitment, harassment, disciplinary, and termination policies and procedures.
The Family and Medical Leave Act (FMLA) affects the Leave and Time Off Work Policy. Fair Labor Standards Act (FSLA) instituted the 40-hour work week. Most of us are familiar with OSHA: the Occupational Safety and Health Act that greatly enhances workplace safety. It hangs on that corkboard in the Restaurant SOP blog.
Who Documents HR Policies and Procedures?
Finally, HR personnel could take time from their busy schedules enforcing these policies to write out the Employee Code of Conduct and other documentation. But why should they? Technical writers assemble and communicate complex information in a clear and useful manner. One of the things they specialize in is policy and procedure documentation! In this way, the HR personnel can consult with them on all the policies and procedures they want written out. Finally, the technical writers at Essential Data Corporation can make it easy for them by authoring the document.
Whether you need a team of consultants to produce a complete line of documentation or a single technical writer for a brief project, Essential Data’s Engagement Manager will lead the project from start to finish. At Essential Data Corporation, the quality of our work is guaranteed. Contact us today to get started. (800) 221-0093 or firstname.lastname@example.org
Written by Heidi Ripplinger