5 Tips on Creating a Legally Sound HR Policy

First Advantage Consulting firm LLc,

Human Resources policies and procedures establish a framework and set standards that guide how each employee should conduct themselves. This includes how a job is performed, how employees make decisions, interact with one another and manage the business operations of your company. A well-written policy leaves nothing to the imagination and lets both the employee and employer know where they stand within the company. These policies are organized, consistent and legally sound.  HR staff members play a vital role to help managers and staff members interpret and apply company policies equitably and fairly. The following are tips that can help you craft your HR team craft a sound policy:

  1. Articulate the goal of the policy – Once you’ve determined that a policy is necessary, determine the goal you want to accomplish in writing the particular policy. When possible, you will want to tell employees why the policy is being implemented.
  1. Research the topic – Gather important information about your company culture, management style and history of its workers. It is also important to know and understand the state and local laws before you begin crafting your policy.
  1. Clear and Concise – It is important to not only be legal compliant in with your policy, but an HR policy should also be clear enough for anyone to understand it. When writing your policy, try to use bullet points in order to break up ideas. Using verbs makes the language dynamic and will hold the reader’s interest. Try to use the active voice as opposed to a passive voice when writing the policy. Writing your policy in the active voice will make it sound more human, forces you to be more specific, and leaves no doubt about who will do what. It also usually results in shorter sentences.
  1. Distribute every section of your policies – Employers are required to incorporate an Affirmative Action policy in its policy manual, or make it otherwise available to employees. Employers with collective bargaining agreements must notify union officials of the affirmative action policy.
  1. Leave it to the experts – Have a trusted legal compliance company like First Advantage Consulting Firm, review your policy prior to implementation in order to ensure that it not only meets the needs of the business, but complies with federal, state and local law.

Developing an HR policy may seem like a daunting task, but it can be done efficiently and effectively. Once you put these steps into practice, you will be on the road to success with a clear, concise and legally sound HR Policy.

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