What is the purpose of policies and procedures in the workplace

Why is it important to follow rules and procedures at work? Another question you may be asking, is what is the purpose of policies and procedures in the workplace? What is protocol vs policy? As well as help minimise legal and safety risks for you and your business.

But remember, policies and procedures aren’t interchangeable.

A policy communicates the connection between a business’ vision and values and its day to day operations. Implement Effective Policies Today Fill out the form and let us show you how PowerDMS can help solve your policy management needs. The importance of workplace policies and procedures cannot be overstated. Without them, your business is exposed.

Formal policies and procedures help to ensure your company complies with relevant regulations. They also demonstrate that organizations are efficient, professional and stable. This can lead to stronger business relationships and a better public reputation.

Anti-discrimination and equal employment opportunity. Occupational Health and Safety. Work health and safety. Use of company property. Drug and alcohol use.

Employee performance management and discipline. We understand that writing and reviewing policies and procedures takes time away from an employers’ core business and so this task is always at the bottom of the to do list. If this is occurring in your business you should be warned that neglecting your policies and procedures can come at a considerable cost to your organisation. Any organisation that employs staff can never be completely immune from the risk of a claim being made against them by an employee or former employee.

In our experience however, policies and procedures will aid employers in managing workplace issues and are useful in def. See full list on codea. Adverse action broadly includes doing, threatening or organising any of the following: 1. An employer against an employee – dismissing them, injuring them in their employment, altering their position to their prejudice or discriminating between them and other employees. Taking adverse action is not, on its own unlawful, however, it is unlawful to take adverse action because of a prescribed reason, such discrimination, industrial activities or asserting a workplace right.

Once an employee has established they have suffered adverse action and have al. On three occasions, Mr Dever applied for unpaid leave to attend union meetings.

Bengalla had a Leave Policy which included the circumstances under which unpaid leave would be approved. It also provided that any absence not approved would be considered an unauthorised absence and that certain breaches of the policy would be dealt with under their performance management policy. Upon receiving Mr Dever’s first application for unpaid leave, Mr Blason, Mr Dever’s Superintendent, reviewed the Leave Policy and interpreted it to mean that unpaid leave was only available if all other paid leave was exhausted. This interpretation of the Leave Policy was confirmed by Benga. The issue in the case was whether the warning letter was issued because of Mr Dever’s union membership or involvement in union activities.

The CFMEU tried to establish its case by showing that Bengalla’s managers knew that Mr Dever was going to be absent to engage in what was clearly a legitimate union activity. This decision demonstrates how essential it is for employers in defending allegations of adverse action to ensure: 1. Her Honour dismissed the application. Ensuring up to date policies and procedures are in place and enforced will aid employers in any defence to a claim for adverse action.

The authors of this article are experts in drafting workplace policies and procedures and can provide guidance and advice on appropriate policies and procedures for your workplace. Well written policies help employers manage staff more effectively by clearly defining acceptable and unacceptable behaviour in the workplace , and set out the implications of not complying with those policies. A workplace policy consists of a statement of purpose and one or more broad guidelines on action to be taken to achieve that purpose.

Generally an employer provides its employees with a handbook or workplace policies to set forth expected behavior and procedures within the workplace. Employer policies can impact your ability to bring a claim in court and in some cases can create contracts between the employer and employee. Company policies and procedures list: When implying rules, policies and procedures for a company make sure that they are based upon the type and size of the organization.

Some of the must-have and important policies which you cannot miss are. Policies are decision oriente but procedures are action oriented. Policies need to be thoroughly accepted by the people who are influenced by them. On the other han there should be a methodical process in the procedure. It, therefore, stands to reason that having up to date, relevant and complaint policies and procedures in your workplace is critical.

Policies answer questions about what employees do and why they do it. Policies and procedures set the guidelines and parameters for how your business operates. A well-written and clearly communicated policy helps set clear expectations around employee behaviour and workplace procedures, which means everyone can get on with business. Carefully considered and correctly implemented policies and procedures reduce the risk of an organization making errors or failing because of a lack of focus. Simply put, well-written policies and procedures allow employees to clearly understand their roles and responsibilities within predefined limits.

Basically, policies and procedures allow management to guide operations without constant management intervention. To learn more about different types of employer policies and their lawfulness, read below: 1. Does an employer have to follow its own handbook or personnel policy? Once they are create they are in place for good.

But this is a flawed and problematic view of policies and procedures. Effective policy and procedure management requires far more than just creating a manual to sit on a shelf.