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HR Policy and Practices

The document outlines the HR policies and practices of a company including policies on working conditions, employment practices, employee benefits, and payroll. Key policies include standard 8 hour work days from 8AM to 5PM Monday through Friday, maintaining a safe work environment, using company property only for business purposes, performance reviews, paid holidays and vacation time based on tenure, and accurate timekeeping required for payroll processing. The policies are intended to clearly define expectations and provide structure around core HR functions.

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Nafiz Fahim
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648 views3 pages

HR Policy and Practices

The document outlines the HR policies and practices of a company including policies on working conditions, employment practices, employee benefits, and payroll. Key policies include standard 8 hour work days from 8AM to 5PM Monday through Friday, maintaining a safe work environment, using company property only for business purposes, performance reviews, paid holidays and vacation time based on tenure, and accurate timekeeping required for payroll processing. The policies are intended to clearly define expectations and provide structure around core HR functions.

Uploaded by

Nafiz Fahim
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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HR POLICY AND PRACTICES

I/ WORKING CONDITIONS POLICIES:

1. Work schedules policy:


Generally, our company’s business hours are 8AM to 5PM on Monday through Friday (8 hours/
day; 5 days/week). Immediate supervisor will advise employees of the times their schedules will
normally begin and end. Staffing needs and operational demands may necessitate variations in
starting and ending times, as well as variations in the total hours that may be scheduled each
day and week.
2. Safety policy:
Our company is committed to the safety and health of its employee, customers and visitors, and
recognizes the need to comply with applicable regulations governing injury and accident
prevention. Maintaining a safe work environment requires the continuous cooperation of
employees. Our company will maintain safety and health practices consistent with the standards
of our industry. As a condition of employment, each employee is expected to obey safety
rule and to exercise caution in work activities, and to conduct themselves in a manner that does
not endanger themselves, their fellow employees or our customers. Employees are responsible
for maintaining their work areas in an organized and presentable manner. Work areas should be
maintained in a clean, healthy and orderly fashion.
3. Use of company property policy:
Our company typically provides employees with certain company-owned equipment: such as
laptop, phones to performing job duties. Employees issued company property are expected to
exercise care, perform, required maintenance, and follow instructions, safety standards, and
guidelines. Computers, computer files, the email-system and software furnished to employees
are the company’s property intended for business use. Incidental and occasional personal use of
the company’s computers, mail, electronic mail systems is permitted, but information and
messages stored in these systems will be treated as company property.
4. Personnel records policy:
Our company maintains a personnel file on each employee. The file includes information related
to job application, resume, records of training, documentation of performance appraisal, and
pay adjustments, benefits, and other employment records. Personnel files are the property of
the company and are available for review by active employees. Generally, only the Human
resource manager or an authorized designee who has a legitimate business reason, may review
the personnel file.
5. Break & Meal period
Our company provides an hour meal period within the first 4 hours of a work shift (12PM-1PM).
Lunch meal is self-provided by employees.

II/ EMPLOYMENT PRACTICES POLICIES:

1. Performance management program policy:


Employees and management personnel are strongly encouraged to discuss job performance and
goals on an informal, day to day basis. The company continually monitors employee
performance and work quality and will strive to provide employees with the opportunity to
discuss job tasks, identify and correct weaknesses, encourage and recognize strengths, and
discuss positive, purposeful approaches to meeting employee and company objectives.
2. Promotions & transfer policy:
The company provides employees with opportunities for other positions. Approval of
promotions or transfers depends on training, experiences and performance in a current
position, and likelihood of success in another position. Overall performance is evaluated on the
basic of job requirements, which is generally include attendance, demonstrated job skills, and
frequent performance appraisals.
3. Confidentially & Non-disclosure policy
All information regarding the company, customers, products, and services are to be held in the
strictest confidence. Employees cannot use or disclosure business or customer information that
is not generally available to the public either during employment or when not employed with
the company. Any information learned or developed during the course of employment is the
property of the company and is to be used solely for the benefit of the company.
Employees are prohibited from making copies or removing any records, reports, or any other
documents from the company without prior approval. Employees who improperly use or
disclosure confidential information will be subjected to disciplinary action, up to and including
termination of employment and legal action.
4. Employment classification policy:
+ Regular full-time: employees are those are regularly scheduled to work 8 hours a day, 5 days a
week. Regular full-time employees are eligible for the company’s benefits packages, subject to
the terms, conditions. They are also eligible for legally mandated benefits such as Social Security
and worker’s compensation insurance.
+ Part-time: workers are those that provide services to the company for specific term. Those
workers are generally not eligible for benefits
+ Contractors are individuals that work for the company under a contract on an individual or
external company basis. Contract employees are not eligible for any mandated or company
sponsored benefit plans.

III/ EMPLOYEE BENEFITS PROGRAMS POLICIES:

Holidays
The following holidays are recognized by the company as paid holidays for all employees:
● New Year’s Day (January 1st)
● Lunar New Year (usually 7 days – a week)
● Hung King’s Day (March 10th lunar calendar)
● Liberation Day (April 30th)
● Labor Day (May 1st)
● Independent Day (September 2nd)
Typically, holidays that fall on weekends will be observed the following days.
Vacations
Full-time employees are eligible to receive paid vacation based on their length of service with
the company. For example: full-time employees have worked 1 years in the company have 12
days paid vacation. Employees are encouraged to use all vacation. However, employees can
carry over to the next calendar year. Employees are requested to schedule vacation and asked
for permission before 1 day of leaving with an immediate supervisor.
Health & Welfare benefits:
Social and health insurance of the employee will be paid in accordance with the regulations on
insurance.
IV/ PAYROLL POLICIES & PRACTICES

1. Paydays:
Employees are paid monthly on the end of every 30 th of the month. If the paydays are fall on
weekends or holidays, employees will be paid previous day
2. Business travel and expenses:
The company reimburse employees for approved business travel and associated out-of-pocket
expenses that are reasonable and necessary while representing the company on business
assignments.
To receive reimbursement, employees must submit a completed expense report within the
number of days of incurring the expenses, accompanied by receipts to support each expense.
Each expense reported must be approved by an immediate supervisor.
Expenses not supported by a receipt or not properly approved will not be subjected to
reimbursement.
3. Overtime pay:
When necessary or other needs cannot be met during regular work hours, employees may be
required to work overtime hours. All overtime must be approved in advance by immediate
supervisor. Overtime pay is followed company’s policy.
4. Timekeeping:
The company requires employees to keep an accurate record time worked in order to calculate
employee pay and benefits. They must accurately record the time they begin and end their
work. If the employees are late at work, their payment will be cut off. The immediate supervisor
or an authorized designee reviews and approves all time record before submission to payroll for
payment processing. In addition, if corrections or modifications are made to the time record,
both the employee and their immediate supervisor should verify the accuracy of the changes by
initialing the time record.

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