- Disciplinary and Dismissal policy – with a clear disciplinary policy in place it is easier to deal with problems that arise in the workplace. Employees must know-how and for what issues they can be disciplined for. A discipline policy should be a step by step process that ensures fair and appropriate treatment happens.
- Grievance Policy – if employees have an issue in the workplace, they need to know who they are meant to discuss this issue with. A grievance policy acts as an important tool for employees to understand what steps they should follow when making a complaint and it clearly outlines the steps that the company should take when dealing with the complaint.
- Health & Safety Policy – Health and Safety policies highlight the safety procedures of the workplace and the responsibilities of all employees to keep the workplace safe. A Health and Safety policy should outline exactly what employees are expected to do in case of an emergency, if someone is injured, if there is a fire, where the nearest first aid kits are held and who are the trained first aiders.
- Equal Opportunities – An equal opportunities policy stops employers discriminating against employees or potential employers on the basis of a protected characteristic, such as gender, age, race, religion, sex, marital status, pregnancy, gender reassignment or disability. This policy creates a fair environment for employees. Every employee should have an equal chance to, apply and be selected for jobs, be trained and promoted, reasonable adjustments being made to accommodate a physical disability, have their employment terminated equally and fairly.
- Sickness and leave of absence – all employees at times will be absent from work, this will be for a variety of reasons including, sickness, holidays, maternity/paternity, parental leave, unpaid leave, jury service, bereavement etc. It is best practice to have a leave of absence policy in place which lets employees know what benefits are on offer for different types of leave and more importantly the process an employee should follow to request such leave.
- Flexible Working – all employees have the legal right to request flexible working not just parents or carers, they must have been employed with the same company for at least 26 weeks. Flexible working can be changing work patterns, start and finish times or working from home. It is important to have a flexible working policy in place as employers must ensure that any flexible working request is dealt within a reasonable manner, by having a policy in place it will outline how each request will be dealt with and how their request should be made, i.e. in writing and who to.
- Training and Development – employers should be committed to providing employees with the skills, knowledge and understanding to be able to perform their jobs, a training and development policy will outline the steps and processes that employers will do to support employees and to develop employees with their roles. T&D policies are a key part of a business’s overall strategy.
- Bullying and Harassment – employers can be held legally responsible for any acts of harassment or discrimination in the workplace. To minimise the risk companies should have a bullying and harassment policy in place to take steps to prevent any bullyiTng or harassment from occurring. By having a policy in place, it lets employees know exactly what is deemed as bullying, harassment and discrimination and also the policy needs to ensure that it outlines how such complaints will be dealt with and the consequences too.
- Code of conduct – a code of conduct policy sets the standards of behaviour that employers expect from their employees. These standards include things such as dress code, mobile phone use, use of company property, punctuality. A code of conduct policy outlines behaviours that are not acceptable to the company and how these behaviours will be dealt with if they arise. REFERENCES are made in sub-articles below.
(a):Internet and email – internet and email policies define what is constituted as inappropriate use of company property including computers, laptops, work mobile phones etc, the policy must outline the consequences that an employee may face for breaching the policy.
(b):Drug & Alcohol – Drug and Alcohol policies promote and maintain a risk-free environment, the use of drug and alcohol during and outside of working hours presents a risk to businesses through injuries, lost productivity and absenteeism.
(c);Social media – these days social media is rapidly increasing and is incorporated into everyday working life. It is essential for all companies to have a social media policy in place to protect the company reputation. Employees have a habit of listing where they work on their social media profiles, therefore lines between personal and professional networks can become blurred. It is good practice to let employees know that how they behave on social media reflects on the company, especially if they ‘advertise’ on social media where they are employed.