Corporate Rules & Policies nid 2012 latest.ppt

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1. Corporate Rules & PoliciesCorporate Rules & Policies
By Nidhi S. AroraBy Nidhi S. Arora

2. PolicyPolicy
A policy is a predetermined course A policy is a predetermined course
of action established as a guide of action established as a guide
towards the accepted objectives towards the accepted objectives
and strategies of the organization.and strategies of the organization.

3. NeedNeed
•Smooth running of the organization.Smooth running of the organization.
•Reduces management's concern about legal Reduces management's concern about legal
issues becoming legal problems.issues becoming legal problems.
•To provide fair, acceptable & efficient To provide fair, acceptable & efficient
leadership.leadership.
•To provide a favorable atmosphere for To provide a favorable atmosphere for
maintaining stability of employment.maintaining stability of employment.
•For effective utilization of human resources For effective utilization of human resources
in the achievement of organizational goals.in the achievement of organizational goals.

4. Employee Benefits GuidebookEmployee Benefits Guidebook
A manual that summarizes the benefits andA manual that summarizes the benefits and
policies of an organization. An policies of an organization. An employee &
his family enjoys a wide range of benefits.
A Guidebook is a summary of Employee
benefits.

5. Contents of GuidebookContents of Guidebook
•At Will EmploymentAt Will Employment
•Employment ClassificationsEmployment Classifications
•Medical PlansMedical Plans
•Disability PlansDisability Plans
•Pension PlansPension Plans

6. Employment ClassificationsEmployment Classifications
•Regular Full-Time Employee
•Regular Part-Time Employee
•Temporary Full-Time Employee
•Temporary Part-Time Employee
•Casual Employee

7. •Guidebook does not contain the complete terms or
conditions of current benefit plans and policies; it is
meant to provide general explanations.
•It is your responsibility to read the entire Guidebook.
•It is important that you understand your choices/
benefits and enroll for them as per the companies
prescribed format.
•The Guidebook is not contractual and should not be
relied upon as a contract.
•A company remains free to change any employment
benefit or other condition of employment at any
time.

8. Employee HandbookEmployee Handbook
•Mission and VisionMission and Vision
•ValuesValues
•Diversity StatementDiversity Statement
•Code of EthicsCode of Ethics
•PoliciesPolicies

9. Equal Employment Opportunity Equal Employment Opportunity
PolicyPolicy
•It is a policy to take affirmative action to seek,
employ, and retain the most qualified individuals
•To provide equal opportunity for the development
and advancement of all employees
•To engage in these and all other company-
sponsored activities without unlawful
discrimination on the basis of race, color, religious
creed, national origin, citizenship, marital status,
gender, gender identity, disability.

10. Drug and Alcohol Free WorkplaceDrug and Alcohol Free Workplace
•It is a policy to maintain a productive workforce and a safe work
environment that is free of illegal drugs and alcohol.
•The unlawful or unauthorized possession, use, distribution,
manufacturing, purchase, dispensing, or sale of illegal drugs or
alcohol anywhere on premises, while on company business or
while representing a company, is strictly prohibited.
•Employees are prohibited from reporting to work or working
while they are using or under the influence of alcohol or any
controlled substances, except when the use of the controlled
substance is prescribed by a licensed health care provider who
has authorized the employee to report to work.

11. You will be subject to termination if:
• you are directly observed engaging in any of these
actions;
• if you acknowledge engaging in such actions; or
• if your management evaluates available evidence and
concludes that you have been involved in such
prohibited conduct.
•if you are using a drug that has been prescribed for
you, you may wish to alert your management of
potential side effects that could affect your
performance or conduct.

12. Harassment PolicyHarassment Policy
•PURPOSE: To establish a policy prohibiting
harassment on the basis of any protected
classification (such as gender, race, national
origin, religion etc.) and to provide employees
with a vehicle to report prohibited harassment
on the part of coworkers, supervisors, clients
or any other individual that they may
encounter in the workplace.
•SCOPE: The policy covers all employees and
protects employees from harassment.
•Types of Harassment – Sexual, Physical, Verbal

13. Vacation, Leaves and HolidaysVacation, Leaves and Holidays

14. •Paid vacation for all regular full-time or part-time
employees is provided to facilitate rest and relief from
everyday work routine or to attend to personal business
that must be transacted during the employee's
scheduled business hours. Companies encourage you
to take your vacation time on a regular basis.

•In some organizations your years of credited service
determine the rate at which you accrue vacation and the
amount that may be accumulated at any time.
Paid VacationPaid Vacation

15. •Sick LeaveSick Leave
Paid sick leave is provided to all regular full-
time and part-time employees. You can use
this time to visit the doctor or dentist and to
cover time you cannot work due to illness or
injury. You can also use sick leave to care for
an ill, immediate family member for whom
you have sole responsibility and must provide
ongoing physical care on a day-to-day basis,
such as a spouse or dependent child.

16. HolidaysHolidays
All regular and temporary full-time and
part-time employees are eligible for
holiday pay. If you are on an authorized
leave of absence without pay during an
observed holiday, you will not be
eligible for holiday pay.

17. Religious/Special Observances
The religious beliefs and practices of
employees will be accommodated
provided work schedules are not
disrupted, and the time off is charged
to paid vacation or leave without pay, if
vacation hours are unavailable. These
absences should be arranged with the
employee’s manager in advance of the
planned absence.

18. Categories of Leaves of Absence with
Pay
•Family and Medical Leave
•Emergency Leave
•Verification of Medical Condition
•Relocation

19. Leaves of Absence With Pay
•Paid leaves of absence may be authorized to
eligible employees under stipulated
conditions. All regular and temporary full-time
and part-time employees are eligible for
leaves of absence with pay.
•Where feasible, for all paid leaves of absence,
you must provide your manager with a written
request in advance of the leave that specifies
the expected duration of the leave. Your
manager or a Human Resources
representative must approve all paid leaves of
absence.

20. Your Supervisor must always be notified if you cannot come to work.
You are required to be at your appointed work place and ready to
begin work at the appointed starting time. Irregular attendance or
tardiness is not tolerated and may result in termination.
•Employees who will be late or absent from work must inform their
Supervisor at least two (2) hours prior to normal starting time
•During your absence, you must call your Supervisor each day until you
are able to return to work.
•Voluntary resignation (no show/no call) applies to employees that fail
to report to work and fail to notify their Supervisor of their absence for
two (2) consecutive days
•Employees will only be paid for time worked. Where timekeeping
devices are used, employees must personally punch in and out.
Handwritten entries are not acceptable
•Under no circumstances should employees leave the assigned work
area early without express permission from a Supervisor

21. Break TimeBreak Time
•Designated break times are assigned for you to eat,
drink, or smoke. All personnel must eat their meals
and take breaks in the designated areas.
•Except in designated areas, eating, drinking and
smoking are prohibited.

22. •Employees are expected to follow all security programs that are
implemented by a company including wearing ID badges
•Visitors and off-duty employees are not allowed in the work area/site
without Supervisor approval
•Bags, packages, handbags, coats or other outerwear are subject to a
search when entering or exiting
•No personal belongings should be left in the janitor’s closet after work
hours
•No Company property or client property may be removed from the
building
•Employees should not unlock any doors for anyone unless instructed
by their Supervisor
•Any keys issued to an employee shall be safeguarded, and the loss of
any keys must be immediately reported to the employee’s Supervisor.

23. Confidentiality PolicyConfidentiality Policy
Its vital that employees understand that certain Company information
and all client information is CONFIDENTIAL.
•You are not to discuss information concerning a client or learned while
on a work site with anyone other than your Supervisor.
•You may not use information concerning a client or learned while on a
work site for any reason.
•You may not for any reason take any piece of paper or computer disk,
even if in the garbage, from any client site/ workspace.
•You may not provide the name of clients to any competitor or to
anyone who wants to know those names to solicit those clients for any
purpose.
•You are required to report to your Supervisor any employee you know
who is inappropriately discussing clients information or using
information learned or obtained while on a client’s site.
•Violation of Confidentiality Policy will result in disciplinary action up to
and including discharge.

24. Employee ConductEmployee Conduct
You are expected to conduct yourself at all times in a
highly professional and reliable fashion. If you are
unsure whether your actions are considered
acceptable behavior, you should consult your
manager or
your Human Resources representative. The following
categories include, but are not limited to, those
types of conduct considered unacceptable and may
be the basis of disciplinary action, up to and including
termination:

25. •Inability or unwillingness to work harmoniously with others
(including harassment and inappropriate behavior);
•Insubordination
•Violation of safety and/or security regulations (including the
possession of firearms, weapons or explosives);
•Unauthorized removal of company property or the property of
someone else’s (clients or coworkers);
•Gambling of any kind during work time;
•Violations of the drug-free workplace;
•Use of intoxicants in the workplace or being under the influence
during work time;
•Harm or threat of harm to persons or property;
•Unexcused and/or excessive absences or tardiness;
•Idleness/lack of productivity;

26. •Misrepresenting or concealing information;
•Improper use of resources;
•Failure to protect business interests (including failure
to cooperate with or interfere with company
proceedings, or disclosing or misusing company
information);
•Soliciting and distributing literature;
•Inappropriate conduct;
•Inappropriate time practices;
•Violation of Code of Ethics and Standards of Conduct;
•Falsifying data
•Criminal conduct.