Why Does a Company Need Written Personnel Policies and Procedures?

Written policies and procedures are an essential tool in the daily battle against the barrage of inquiries and complaints about pay procedures, promotion policies, vacation scheduling conflicts, turnover problems and grievance procedures–to name just a few.

Company policies set productive standards of conduct, create systems to deal with complaints, reduce faulty communications, and insure consistency in discipline, safety and work rules. Moreover, written policies help avoid charges of favoritism on the one hand and unfairness and discrimination on the other. Written policies and procedures help create and maintain a happier, more satisfied and more productive workforce.

Employee handbooks and policy manuals share the following objectives and uses:

  • To serve as written declarations of a company’s commitment to fair employment practices and equal employment opportunity.
  • To express the basic philosophies of senior management.
  • To serve as basic philosophies of senior management.
  • To provide employers with a systematic approach to effective employer-employee relations.
  • To outline company rules and requirements.
  • To clarify an organization’s expectations of its employees.
  • To identify lines of authority and levels of responsibility.

In addition, an PCG manual serves as a training resource for newly hired or recently promoted managers, reducing the risk of poor PCG related decisions.

Handbooks also offer a brief history of the organization and a description of its primary products or services, outline the benefits and privileges of working for the organization, and identify the employer’s obligation to employees with regard to continued employment.

What Policies are Essential For Running an Organization Effectively?


  1. Introduction & Future Revisions
  2. Open Communication Policy
  3. Equal Employment Opportunity
  4. Affirmative Action Policy
  5. Unlawful Harassment


  1. Classification of Employees
  2. Promotions and Transfers
  3. Re-Hired/Converted Employees
  4. Job Duties
  5. Work Schedules
  6. Personnel Records
  7. Inspection of Payroll Records
  8. Layoffs and Work Reductions
  9. Employment Termination
  10. Severance Pay
  11. Exit Interviews
  12. Employment Verification and References


  1. Punctuality and Attendance
  2. Timekeeping Requirements for Non-Exempt Staff
  3. Meal and Rest Periods for Non-Exempt Staff
  4. Overtime and Make-up Time Provisions for Non-Exempt Staff
  5. On-Call Duty
  6. Payment For Hours Worked During Business Travel for Non-Exempt Staff
  7. Pay for Mandatory Meetings for Non-Exempt Staff
  8. Payment of Wages
  9. Advances
  10. Payroll Deductions, Wage Attachments And Garnishments


  1. Professional Business Conduct and Ethics
  2. Employee Conduct
  3. Performance Evaluations
  4. Problem Resolution
  5. Policy Prohibiting Use Of Drugs And Alcohol
  6. Drug or Alcohol Rehabilitation
  7. Client and Public Relations
  8. Gratuities and Gifts
  9. Confidentiality
  10. Conflict of Interest
  11. Solicitation
  12. Employment Of Friends And Relatives
  13. Media Contact
  14. Dress Policy
  15. Wearing Company Attire Off Duty
  16. Employer and Employee Property
  17. Computer, Telephone and Electronic Media
  18. Telephone Usage
  19. Computer Software
  20. Workplace Monitoring and Privacy
  21. Business Related Expenses
  22. Personal Use of Company Property
  23. Driving Record and Insurance
  24. Cell Phone Usage
  25. Health and Safety
  26. Smoking Policies
  27. Security
  28. Workplace Violence
  29. Off-Duty Use of Facilities


  1. Vacations or Paid Time Off
  2. Exempt Employees Time Off Policy
  3. Sick Leave
  4. Kin Care
  5. Holidays
  6. Insurance Benefits
  7. Domestic Partners
  8. Alcohol and Drug Rehabilitation Leave
  9. FMLA (Family Medical Leave Act) and CFRA (California Family Rights Act)
  10. Pregnancy Disability Leave
  11. Workers’ Compensation Leave
  12. Workers’ Compensation and FMLA/CFRA
  13. Return to Work Policy
  14. Paid Family Leave
  15. COBRA
  16. Jury Duty or Witness Leave
  17. Time Off to Vote
  18. Military Leave
  19. Bereavement Leave
  20. Telecommuting
  21. Volunteer Firefighters
  22. School Activities
  23. Time Off to Seek Safety From Domestic Violence or Sexual Assault
  24. Time Off for Victims of a Serious Crime
  25. Day Care and School Visits
  26. Receipt and Acknowledgment of Employee Handbook
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