COMPANY'S POLICIES AND PROCEDURES

Company's Policies And Procedures

Executive Summary

Policies, practices and guidelines stay in effect until needed alterations are advised necessary. Any policy change only should be made after due concern is granted to the mutual benefits, advantages and responsibilities of such alterations - as they concern to all employees. When alterations are made and accepted, the incumbents should be notified directly and granted the modified policies (which they rightly document in the policy manual, decimating any superseded ones ). It's furthermore a good concept to have workers "sign off' on the modified policies, accepting that they have read and appreciated them

 

Table of Contents

 

EXECUTIVE SUMMARYII

INTRODUCTION1

DISCUSSION1

Review the Policy3

Obtain Management Support for the Policy3

Obtain Legal Review of the Policy3

Implement the Policy4

RECOMMENDATION4

CONCLUSION5

REFERENCES6

 

 

Topic #B

Introduction

A Policy and Procedures Manual should be allotted to each place inside the company. The manual is allotted to places and not to incumbents (of the position) and should stay with the place if the incumbent moves on. The revised manuals habitually stay business house and should be submitted upon request. (McConnell 2005)

           

Discussion

For each of the causes supplied about why a policy might be essential, I have supplied demonstrations of the policies that might drop into that class of need for a policy. A policy is necessary:

if the activities of workers show disarray about the most befitting way to act (dress ciphers, internet note and Internet policies, mobile telephone use), 

if guidance is required about the most apt way to handle diverse positions (standards of perform, journey expenditures, buy of business merchandise), 

when required to defend the business lawfully (consistent enquiry of allegations of harassment, non-discriminatory chartering and promotion), 

to hold the business in compliance with governmental policies and regulations (FMLA, ADA, EEOC, smallest wage), (Page 1998)

to set up reliable work measures, directions, and guidelines (progressive control and esteem, security directions, shatter directions, fuming rules), and 

to supply reliable and equitable remedy for workers (benefits eligibility, paid time off, tuition aid, bereavement time, committee duty).

There may be other causes, additionally, for why you may desire to evolve a policy. Remember, though, that one employee's poor demeanour should not need a policy that will sway all other employees.

 In the case of Joe. His administration method is "fireman." He expends his day busily running round the vegetation putting out the identical vintage blazes over and over again. As he places out each blaze, he inquires his workers, "How numerous times do I have to notify you the identical thing, over and over?" (McConnell 2005)

Yet if you inquire Joe why he doesn't compose a policy manual - which would, in the end, permit both him and his workers to spend their days more creatively - he habitually will response, "Who has the time?" The reality is, Joe likes it this way. After all, persons constantly are waiting for him to make the decisions. Joe gets to do all the conceiving, and that presents him a kind of security.

The difficulty, though, is that there are just too numerous conclusions to ...