Developing Human Resources Policies
Developing Human Resources Policies
June 03, 2017

What does it feel like to reach your entrepreneurial goals? You chose a name you can live with, navigated the bureaucracy of starting your own business entity, negotiated fair agreements with contractors, and found the perfect location. Now you are ready to hire employees, but have no idea of how to develop human resources policies.

Why do I need them?

Human resources concept on tablet with hologram

Establishing sound HR policies is crucial for the success of your business, since not only will it ensure compliance with applicable employment laws, you will also be directly influencing the culture and morale of your employees. Additionally, by having consistency with the way issues are handled, you can prevent misunderstandings and have employees be aware of what to expect from their relationship with your business. Further, depending on the size of your company, bigger issues might come into play: unions, foreign workers with visa requirements, hiring veterans or people with disabilities. It’s a lot of information to just try to improvise as situations arise.

What do they have to include?

A complete list of policies should encompass all aspects of your company’s relationship with employees: compensation and benefits package; attendance/hours/tardiness policies; dress code; employee evaluations; worker’s compensation claims information; Internet use; Family Medical Leave Act information. The list can be extensive, depending on the nature of your business. Some are basic guidelines that should be implemented regardless of your industry; yet others include federal or state laws your employees need to be aware of.

How do I know if I’m covered?

The only way to ensure that your policies contemplate all necessary aspects of running your company is to consult with an experienced business law attorney. Every business is different. Needs will vary from one to the next. You might be able to find sample policies online; but these will be generic, fill-in-the-blanks suggestions. In order to have effective protocols, you need to develop guidelines specifically customized for your business. Not being adequately informed could result in litigation. Be prepared and protect both your business and your employees. With good HR management, you can then focus instead on what makes your business great, which is the reason why you opened it in the first place.

This Blog was written by Hunter Business Law Attorney Sheryl Hunter.View her profile HERE.

DISCLAIMER: This blog is for educational purposes only and does not offer nor substitute legal advice. Additionally, this blog does not establish an attorney-client relationship and is not for advertising or solicitation purposes. Any of the content contained herein shall not be used to make any decision without first consulting an attorney. The hiring of an attorney is an important decision not to be based on advertisements, or blogs. Hunter Business Law expressly disclaims any and all liability in regard to any actions, or lack thereof, based on any contents of this blog.

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