With its widespread business in Chemicals and Textiles, GHCL Limited has a huge workforce, managing which was a bottleneck task for the industry. Due to more than one location, segregated attendance and leave administration, and manual application approval process, data management and its reconciliation were laborious and unproductive. Read along to know how GHCL tackled these hurdles with factoHR.
The NGOs can be said as the backbone of the nation, but while helping the community, they also face challenges in HR management. With their growth over the years, HR operations such as information, managing attendance, leave, payroll, performance, etc., for the scattered employees became more complex. This case study shows how factoHR helps NGOs to overcome these hurdles.
Sick leaves are used by employees when they cannot come to work due to their illness or any relatives’. Sick leave policy is a sample that states how much leaves employees can take, what the frequency to avail is, etc. Mostly the number of such leaves is fixed by the organization under the adherence of legislature laws. Pending Sick leaves can be encashed or carried forwarded as per the wish of the employer. It must be ensured that employees don’t feel any pressure of work during a particular time. The policy must provide a healthy kick-start with motivation to the next working day.
When the employees work above the scheduled working hours allotted to them and get minimum wages, it becomes essential to pay them for the overtime work done as per the pro-rate basis. The configuration and designing of attributes like how much amount to be paid, how much maximum overtime hours to be counted, compensation against worked overtime, etc. build up the overtime policy. This policy is designed to ensure that employees benefit from working overtime as per the government declared laws. This law also states punishment to be charged against employers not adhering to the law. Our overtime policy template will provide sample policy and insights about what key components to be kept in mind when designing the policy.
With increasing gender equality in society and the increased opportunities for women in every field of work, it has become unavoidable to take preventive measures against sexual harassment. The weight of preventing sexual harassment lies on the employer. Therefore, employers are required by law to take steps to forbid and deal with molestation in the workplace. Suppose the employer has not taken all good steps to prevent and deal with harassment in the workplace. In that case, the employer may be responsible for any harassment, even if he was unaware that such harassment was taking place. The Prevention of Sexual harassment Policy includes all the provisions about steps to be taken when such an incident happens. The policy explains what harassment is, expresses all employees that harassment will not be tolerated, and sets out how employers and employees should react to harassment incidents. Having an anti-harassment policy doesn’t mean that there will not be harassment complaints or incidents. However, having an adequate policy and procedure, linked with anti-harassment training for all staff, will prevent harassment and encourage individuals who are the victims to come forward and guarantee that the problem is addressed rapidly and effectively. Get an easily configurable Prevention of Sexual Harassment Policy in the form of our Prevention of Harassment Policy.
A travel policy is basically a company’s rules and procedures that outline how their employees should approve, book, and sponsor travel for business-related purposes. Corporate travel policies are normally created by the Finance Manager and the Travel Manager. They typically abstract things like if an employee can travel in business class, before how many weeks should they book their trips, or if there are certain precautions employees must take when traveling alone. Travel policies aren’t just rules. They shouldn’t be confusing and too restricting. Rather, travel policies can positively affect both travelers and business. Company travel policy is affected by how your company travels, who travels, and why they travel. However, there are some things need to be in any company’s policy. There are some challenges to the travel policies formulated in general. They are that the travel policies are challenging to understand, they are not enforced using technology, and they come across as overly bureaucratic. With our Travel Policy Template, you can overcome these challenges and have an easy-to-understand policy for your organization’s employees.
People are the extremely precious asset of an organization. Deficiency of proper leave management can lead to the unauthorized absence of employees from duty, lower productivity, fall in productivity hours, missing important targets, etc. These types of hindrances can be overcome with a proper Leave Policy Manual for employees in the workplace. For example, if any employee is on leave with no prior message, his/her work suffers as nobody is equipped for the unannounced absence. But on same terms, if an employee applies for leave beforehand in that case, the stakeholders are cognisant of it, and the entire team can manage the work in employee absence and no productivity is lost. Leave Policy Template, when enforced in the company, furnishes a common understanding between the employer and employee upon how leave can be taken while in service. An annual leave policy makes it clear what staff are and aren’t entitled to do. It also outlines how the holidays will be granted and any business periods where the holiday will be refused.
The employees may be transferred or relocated within the country. When a company offers long-term employment to an employee more than fifty kilometers from the current work place, a company may offer a relocation package. Companies are supposed to provide their transferring employees with everything they need to relocate. These expenses usually cover the employee’s sound moving and other work-related cost. By offering transferees a relocation reimbursement, employers provide comprehensive financial and different kinds of relocation aids to free the employee and their family of the expensive load of relocation. A well-developed policy not only provides peace of mind as well as a payment to accept the job offer for the transferring employee but reflects positively on the company’s reputation for attracting top talent. The Transfer and Relocation Policy describes the organization’s Rules and Regulations concerning the transfer and relocation of the employee. It also contains the leave provisions that allow the employee to settle in the transferred or relocated area. Reimbursement provisions and provisions regarding exceptions are also included in this example template. With our Relocation Policy template, you can easily configure the terms to suit the needs of your organization.
A code of conduct outlines the behaviour that is considered suitable for the organization’s healthy working environment. In certain circumstances, the employee faces a dilemma where he comes across two or more equally appropriate options. In such case, the code of conduct will guide him by clarifying what the company expects from the employee. The code of conduct is a subset of the code of ethics and gives it a real-life application beyond what only seems like philosophical speculation. It also lists which specific laws are meant to be obeyed in the organization’s operations and the industry. This policy ensures ethical decision making and working in the environment.
A well-written code of conduct elucidates an organization’s mission, values, and principles, linking them with professional conduct standards. It is a central guide and reference for the employees to support day-to-day decision making. It encourages discussions of ethics and compliance, empowering employees to handle ethical dilemmas they encounter in everyday work. It serves as a vital reference, helping employees locate relevant documents, services, and other resources related to the organization’s ethics. A code of conduct serves three critical purposes: Compliance, Marketing, and Risk Mitigation.
The employees know the needs and standards of the organization in the best possible way. Due to this reason, the employees may sometimes refer candidates for the vacant positions in the company. The company may reward the employee if the candidate referred by that employee is selected in the organization. This process, however, cannot be done as one wishes. The Employee Referral policy states the procedure for such referral, employee’s returns, and other rules and regulations that the employee must keep in mind. The company can use this policy as an assurance for the employees that the organization trusts their judgment. By definition, employee referral is an organized system that companies and organizations use to discover talented people by requesting their existing employees to recommend candidates from their existing networks. The Employee Referral Policy will provide a bonus to a current employee who brings new talent to the company by referring applicants selected and employed. Employee referral programs increase internal resources and networks to find unique job candidates.