HR policies explained and templates to use and apply in the workplace.
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A Code of Conduct is a document that specifies how a business expects all employees to behave and conduct themselves whilst in the workplace. The main aim of a Code of Conduct is to provide a minimum guide and expectations to staff regarding their conduct.
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A Leave Policy is designed to inform employees of their entitlements and requirements regarding leave from work. The National Employment Standards (NES) stipulate the minimum leave entitlements for employees for all industries. Businesses may have their own award, registered agreement, or contract. Irrespective of that, those contracts and agreements cannot include leave that is less than what is specified by the NES.
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The aim of a Workplace Behaviour Policy is to detail the standards, values and expectations for appropriate behaviour in the workplace, and in particular an employee’s obligation to contribute to a safe and pleasant work environment that is free from discrimination, bullying and harassment.
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Induction forms part of the initial stages of the employee’s lifecycle. Induction is where a company introduces a new employee to their job and the organisation. Induction is an important part of teaching new employees about their rights and responsibilities a well as the terms and conditions of their employment.
An employee’s induction should cover off any legal, compliance and workplace health and safety requirements as a matter of priority. In addition, it’s particularly important to introduce a new employee to the values, mission, vision, and culture of the organization.
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A Discipline and Termination policy should assist managers and employees when addressing unacceptable performance and behaviours. A discipline and termination policy should always be in alignment with the Fair Work legislation.
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Performance management is designed to assist employees to improve on their performance or improve their conduct and behaviour. In addition, performance management should assist managers and employees when addressing unacceptable performance and behaviours. Performance Management should always be in alignment with the Fair Work legislation.
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An Occupational Health and Safety Policy is considered to be one of the most important policies to enable workplace success. The intention of an Occupational Health and Safety Policy is to ensure that the workplace is an environment that is accident-free, safe and healthy, always implements safe working methods, and provides safe work equipment.
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A Grievance Handling and Conflict Resolution Policy is designed to assist in managing staff complaints, grievances, and problems efficiently and effectively.
A Grievance Handling and Conflict Resolution Policy should stipulate the confidentiality of the complainant and the steps taken by a company to resolve the complaint.
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The purpose of a Social Media Policy is to provide direction to company employees on the use of social media at work and in personal time. The policy aims to provide a differentiation between an employee representing their company on social media platforms and the personal use of social media.
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An Alcohol and Drugs Policy is intended to inform all employees that being under the influence of drugs, alcohol or other prohibited substances will not be tolerated in the workplace or within work hours. An Alcohol and Drugs Policy should specify that the use of any drugs and alcohol within work hours is a workplace health and safety concern as it can affect a person’s ability to exercise judgment and impair coordination, motor control, concentration and alertness.
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