Federal Requirements in Developing Employment Policies There are certain requirements that the federal government has put into place for organizations that employees must fully understand. There must be employee handbooks established and they must contain the organizations policies and procedures, which each employee should know and comprehend. The contents of the handbook should contain information about the rules, business regulations, and an explanation on how employees can address their concerns. There will also be information pertaining to the employees such as their pay, compensation for performance, benefits, and rewards. The handbook will provide the employee with information that is helpful and orients its employees, all the while keeping seasoned employees informed about the vision, mission, and history of the organization.
Upper management will be responsible for making sure that organizations provide comprehensive system for updating its policies and procedures. There should be quarterly spot checks and updates to policies and procedures. The purpose will be to ensure that employees are fully aware of the policies and procedures, and leaders will make sure the policies are in fact working properly.
When developing employment policies the organization must ensure its accuracy. The must be translucent and simple to decipher. If an organizations HR policies are well written it can serve as a tool that can assist the organization against lawsuits. If there are strict guidelines that pertains to issues concerning employee principles, rules, and guidelines it will be hard to bring a case against employers. Organizations can use old policies, manuals, subject matter experts, internet, and employment lawyers to guide with the drafting process. The policies that are written should be reflective of the organization’s mission, overall vision, and encompass the environment of the operation. All employment policies drafted will be in accordance with all federal laws.
The Federal laws include the Title VII Act that prohibits employers from discrimination in employment on the basis of the employees’ religion, color, age, race, etc. The federal equal opportunity rules and regulations team-up with the affirmative action rules and regulations are other federal laws ensuring that employers are not in violation. The Federal law has in place requirements with civil rights protection for a disable employee(s) with policies ensuring that discrimination will not be a factor because of an employee disability. The organization procedures and policies will be verbally and in writing to the employees, collectively with the upper management expectations for compliance and the penalties for non-compliance, if any should exist. Other considerations and integrations the organization will have to implement will be the establishing of business strategies, creating, and updating regularly human resources policy manuals, as-well-as highly effective human resources programs.