Advantages include:
·
Communicating to employees what’s important to
the organization (through philosophy, mission statement) · Guaranteeing consistent application of practises throughout organization
· Conveying expectations to employees
· Ensuring compliance with applicable labour standards
· Protecting the organization from legal liability
· Acting as a valuable resource for managers and avoids ad hoc decision making
Legally Required:
Some policies are legally required by Labour Standards, Human Rights Acts and Occupational Health and Safety.:Examples include:
· Discrimination
· Harassment
· Anti - Violence
· Occupational Health and Safety
These policies should be reviewed
at least annually to ensure they are still compliant with current legislation.
*This is not an exhaustive list and requirements vary depending on industry and jurisdiction. Please consult with the appropriate authorities in your area for details regarding legislation that affect you
Recommended Additions:
Other policies are not required by law but are recommended to ensure consistency across the organization and to reduce ambiguity.
Examples include:
·
Code of business conduct and ethics· Company philosophy and mission statement
· Pay increases
· Education assistance/ professional development
· Employee discipline
· Dispute resolution
· Flex days
· Hours of work
· Overtime
· Leaves of absence
· Observed/ statutory holidays
Once complete the policy and procedure manual should be communicated to all new and current employees. Employees should be advised of updates as they occur. Copies should be maintained (physically or electronically) where they can be easily accessed by all employees.
* It is essential that all policies and procedures at least meet legislation requirements in the industry and jurisdiction. Please consult with the appropriate authorities in your area regarding legislation that affects you.
