Organizational policies and procedures

Organizational policies and procedures

1. ORGANIZATIONAL POLICIES AND PROCEDURES

2. OBJECTIVES DETERMINE EMPLOYMENT REQUIREMETS AMONG JOB APPLICANTS FOR THE START UP BUSINESS CLASSIFY EMPLOYEES FOR THE START UP BUSINESS WRITE A GOOD CONTRACT OF EMPLOYMENT PREPARE A WORK SCHEDULES OF THE NEWLY HIRES DEVISE DISCIPLINARY POLICIES FOR EMPLOYEES IDENTIFY IMPORTANT MILESTONESOF THE STARTUP BUSINESS CONSTRUCT THE GANTT CHART FOR THE PROJECT SCHEDULE

3. POLICIES Policies are rules, principles, guidelines or frameworks that are adopted or designed by an organization to achieve long term goals. These are usually set out in a written format that is easily accessible. Policies are formulated to direct and exert influence on all the major decisions to be made within the organization and keep all activities within a set of established boundaries.

4. PROCEDURES Procedures have a narrow focus; they describe, step by step, what actions to take in specific instances. Procedures have a beginning and an end and should be strictly followed to achieve the desired outcome. The cyclical nature and uniformity of a procedure are vitally important for training new employees, compliance, process improvement and auditing.

5. EMPLOYMENT REQUIREMETS Position to fill first will differ for each company, depending on industry, location, and the skills of the founders. Many services can be outsourced or done by free-lancers so determine if there is really a need to hire. Hire a flexible candidate who is used to smaller environments because he can operate with a great deal of autonomy and doesn’t require hand-holding. Make use of referrals to spend less.

6. CLASSIFICATION OF EMPLOYEES FULL TIME- means employment in which an employee is employed for 40 hours per week. PART TIME- a single, regular or voluntary form of employment with hours of work substantially shorter than those considered as normal in the establishment. EXEMPT- an individual who earns a substantial salary whose higher level job responsibilities do not make eligible for the overtime pay and minimum wage requirements

7. CLASSIFICATION OF EMPLOYEES 4. NON-EXEMPT- workers to whom a rule or policy is valid and enforceable. In the case of wage and hour laws, nonexempt employees must abide by the regularizations of the workplace and are entitled to overtime pay if they work extra hours. Opposite to exempt employees. Also called hourly employees.

8. ORIENTATION I s the process of receiving and welcoming employee when he first join the company. The major aim of this is to build up confidence, morale ad trust of the employee in the organization.

9. ORIENTATION PROGRAM PROCESS Brief history and operation of the company The company’s organization structure Policies and procedures of the company Products and services of the company Location of department and employee facilities Safety measures Grievances Procedures Benefits and services of employees Standing orders and disciplinary procedures Opportunities for training promotions transfer Suggestion schemes Rules and Regulations

10. PLACEMENT Takes place through putting the right man on the right job. This placement may be on probation or permanent employment if candidate successfully completed the same.

11. THE SIGNIFICANCES OF PLACEMENT It enhances employee morale It helps in employee turnover reduction It aids in lessening absenteeism It facilitates in accident rates reduction It avoids misfit between the candidate and the job It assists the candidate to work based on the preset objectives of the organization.

12. PERSONNEL RECORDS It is handled by HR which makes certain that all information and documents of a company is up to date, accurate and is compliant to all laws and regulations of the Philippines. It is a minor task that requires little focus of attention record management is an important practice in any organization. The EMPLOYEE 201 FILE is a Personal E mployment Record.

13. 201 FILE RECORD Employee’s resume Employee’s past credentials Results of screening test during employee’s application Employee’s pre-employment medical records Job Description Performance Appraisal or review reports Letter of recommendation Letter correspondences given by previous superior/bosses or from Human Resource Legal Documents

14. CONTRACT OF EMPLOYMENT Is signed agreement between an employee and employer. It itemizes salary, benefits and duration of employment. It also contain a confidentiality clause and a non-compete agreement if the employee terminates employment.

15. WORK SCHEDULE A work schedule is the time an employee is expected to be on the job and working. In many cases, this will be determined by the employer and will be a set number of days and hours per week. Work schedules are not regulated by the Department of Labor.

16. TYPES OF WORK SCHEDULE ATERNATIVE WORK SCHEDULE 2. FLEXIBLE WORK SCHEDULE

17. TIME KEEPING It is the employee’s duty to sign his or her time record to certify the accuracy of the time recorded. The TIME KEEPER for the department will review and then initial the time record before submitting it for payroll processing.

18. ATTENDANCE/PUNCTUALITY Reliable , consistent attendance is a requirement and essential function of all staff positions. Employees are expected to be on time and reliable in order to meet the needs of their department and the company. When employees are absent or tardy, work and service are interrupted and an additional burden is placed n colleagues.

19. PERFORMANCE APPRAISAL Is a review and discussion of an employee’s performance of assigned duties and responsibilities. The appraisal is based on results obtained by the employee in his job, not on the employee’s personality characteristics. The appraisal measures skills and accomplishments with realistic correctness and consistency.

20. PROMOTION Is the appointment of a member to another position, within the same department or elsewhere in the organization, involving duties and responsibilities of a more demanding nature and is recognized by a higher pay grade and salary.

21. TRANSFER Is the appointment of a member to another position within the same department or elsewhere in the organization, involving duties and responsibilities of a similar nature and having a comparable pay grade and salary.

22. SEPARATION FROM SERVICE Is the termination from service for causes authorized by law (not due to employees fault or wrong-doing) such as installation of labor-saving devices, redundancy, and retrenchment to prevent losses or the closing or cessation of operation of the establishment or undertaking. Separation from service could be through resignation or termination from work.

23. RESIGNATION Is defined as the voluntary act of an employee who finds himself in a situation where he believes that personal reasons cannot be sacrificed in favor of the exigency of the service and he has no other choice but to disassociate himself from his employment.

24. TERMINATION The employer has the right to terminate an employee due to the following reasons: Serious Misconduct or Disobedience Neglect of duties Commission of a crime by the employee

25. CODE OF ETHICS Ethics are generally defined as a set of social standards that include the norms of the community. These norms are not hereditary, and they have to be learned. At the base of these are moral values, but most of the rest are gleaned from experience, parents, and formal education.

26. HYGIENE AND SANITATION SANITATION generally refers to the provision of facilities and services for the safe disposal of human urine and feces. Inadequate sanitation is a major cause of disease world-wide and improving sanitation is known to have a significant beneficial impact on health both in households and across communities. The word “sanitation” also refers to the maintenance of hygienic conditions, through services such as garbage collection and wastewater disposal. HYGIENE on the other hand, deals with the promotion and preservation of health.

27. NOTICE OF DISICPLINARY ACTIONS Verbal Reprimand and Explanation Written Warning Final Written Warning Suspension Dismissal/Termination

28. STARTUP BUSINESS MILESTONE MILESTONE are important from a fundraising point of view because they can define whether a company is caught with little to show to potential investors at the point of fundraising or with a strong showing of what the company’s been able to accomplish to date.

29. RULE OF THUMB FOR PICKING MILESTONE Human resources Product Market Funding