Hi, Gud Afternoon this is Shivani and I just joined to Citehr. i am new to HR field.. i require HR policies including leave, travel, employee orientation etc... I expect a lot of cooperation from all of you .. thanks...
From India, Delhi
From India, Delhi
INDUCTION Process
1. OBJECTIVE:
A. To expose the new employee to the mission of the organization, its history and traditions, its past achievements and future challenges so that a positive attitude towards the organization is created in the minds of the new entrants.
B. To provide understanding of the business of the organization.
C. To provide opportunities for interaction with the top and senior executives, as well as other employees of the organization.
2. CONTENT OF THE PROGRAMME: During the induction, the HR will appraise the new recruit on the following points.
History of Employer
Organization of employer
Mission, Vision, Objectives, Philosophy of the organization
Employees title and departments
Layout of physical facilities
Probationary Period
Product line or Services provided.
Overview of production process
Company policies & Rules
Employee Hand Book
Safety Procedure and enforcement
Pay Scales & Pay days
Vacations & Holidays
Rest Breaks
Training & Education benefits
Counseling
Insurance Benefits
Recruitment Programme
Employer Provided Services to employees
Rehabilitation Programs
Job Description and Responsibilities.
Performance evaluation.
3. PROCEDURE:
HR department will conduct the induction training for new employees.
HR department is responsible for the maintenance of induction records of the new incumbents.
From India, Hyderabad
11. OBJECTIVE:
A. To expose the new employee to the mission of the organization, its history and traditions, its past achievements and future challenges so that a positive attitude towards the organization is created in the minds of the new entrants.
B. To provide understanding of the business of the organization.
C. To provide opportunities for interaction with the top and senior executives, as well as other employees of the organization.
2. CONTENT OF THE PROGRAMME: During the induction, the HR will appraise the new recruit on the following points.
History of Employer
Organization of employer
Mission, Vision, Objectives, Philosophy of the organization
Employees title and departments
Layout of physical facilities
Probationary Period
Product line or Services provided.
Overview of production process
Company policies & Rules
Employee Hand Book
Safety Procedure and enforcement
Pay Scales & Pay days
Vacations & Holidays
Rest Breaks
Training & Education benefits
Counseling
Insurance Benefits
Recruitment Programme
Employer Provided Services to employees
Rehabilitation Programs
Job Description and Responsibilities.
Performance evaluation.
3. PROCEDURE:
HR department will conduct the induction training for new employees.
HR department is responsible for the maintenance of induction records of the new incumbents.
From India, Hyderabad
LEAVE RULES
I. The following are the Rules & Regulations applicable to all categories of employees.
II. There will be the following kinds of leave:
Casual Leave
Sick Leave
Privilege / Earned Leave
Maternity Leave
Special Leave
Casual Leave:
a) Each employee will be allowed 12 days Casual Leave with wages per calendar year.
b) Casual Leave cannot be demanded as a matter of right and can be availed to meet contingencies only with one-day advance intimation subject to exigencies of work.
c) Casual Leave can be taken up to twice a month subject to exigencies of work and at the discretion of the recommending / sanctioning authority and cannot be taken for more than 2 days in a month.
d) Casual Leave cannot be suffixed and prefixed to any other leave.
e) Incase of emergencies and / or due to unforeseen circumstances if Casual Leave is availed without notice, the sanction of the authority should be obtained on the next working day, failing which the leave will not be sanctioned and the employee will be treated as absent for that day.
f) Casual Leave should not be clubbed with any other leave.
g) Casual leave cannot carry forward nor can it be accumulated.
Sick Leave:
Each employee who is not covered under the Employees State Insurance Act will be entitled up 12 days as sick leave per year, from the date on joining, with full basic salary plus allowances. If the employee remains sick for more than 2 days, he must get a medical Certificate from a Registered Medical Practitioner. Sick Leave cannot be carried forward and will lapse at the end of calendar year.
Privilege / Earned Leave:
a) Each employee is entitled to 15 days as earned leave. These are to be availed with in one year from the date of joining the job. These leaves are to be calculated beginning from the first day of the joining subject to qualifying period under Shops & Establishments Act from availing of leave.
b) Leave for longer duration will be granted at times convenient to the employer and as may be decided by the Management. Due consideration will be given, wherever possible, to the request of the employees.
c) Each Employee should take minimum period of 5 days leave at one time and apply one week in advance.
d) Leave for longer duration can be refused on account of exigencies of business/work. Similarly, an employee who has already proceeded on leave can be recalled.
e) Before proceeding on leave, the employee must leave his contact address and telephone number with the employer.
f) Two persons in the same position cannot take leave at a time.
g) Balance leave could be carried forward for next year or can be en cashable with in calendar year.
h) An employee must get the leave sanctioned. Mere submission of application for leave will not be deemed that the leave has been sanctioned.
i) Earn Leave shall not be accumulated beyond 60 days. Any leave over and above 60 days shall automatically lapse at the beginning of the calendar year,
Maternity Leave:
Female employees who is not covered under the Employees State
Insurance Act will be entitled for maternity leave as per the Maternity
Benefit Act, 1961.
Special Leave:
Special leaves are sanctioned (with or with out pay) by the management based upon the following circumstances to the employees.
Appearing Examinations for higher studies.
Any Emergency cases
Marriage of Employee
Family Planning
Leave rules in general: All leaves will be allowed to employees subject to the exigencies of work.
Any employee who desires to obtain leave shall apply to the employer in writing.
Application for leave of absence for duration of less than 5 days must be made at least 4 days prior to the time from which this leave is required, except on compassionate grounds.
Application for leave of absence for a duration of more than one week shall be made at least 7 days in advance from the date from which the leave is required.
Orders in writing shall be passed by the employer within 2 days following the receipt of an application either refusing or sanctioning the leave of absence applied for, provided that in case of an application, leave of absence is of urgent nature, orders will be passed without delay.
Leave can only be allowed as a unit of half-day. Leave for a period up to 4 hours shall be treated as half-day, while a period of more than 4 hours shall be reckoned as full day.
A record shall be maintained for all leave of absence, which is sanctioned, in the personal sheet of each employee.
In the event of the employee applying for an extension of the period of his leave, he shall make an application in writing 3days before the period of his originally sanctioned leave expires, and the employer shall, on receipt of such application, inform the employee in writing at the address recorded by him, whether extension of leave applied for has been sanctioned, and if so, for how much period.
An employee who absents himself for 8 consecutive days or overstays leave (including Sundays and holidays) beyond the period of leave originally granted or subsequently extended by eight consecutive days will be deemed to have lost his lien on his employment.
Any employee suffering from a contagious or infectious disease shall, on the advice of a doctor nominated by the Management, be sent on compulsory leave. If any leave is due to him under these Service Rules, the same shall be adjusted, and if no leave is due, the compulsory leave shall be treated as leave without pay.
we can also include Paternity leave......bt is not Mandatory....:)
From India, Hyderabad
I. The following are the Rules & Regulations applicable to all categories of employees.
II. There will be the following kinds of leave:
Casual Leave
Sick Leave
Privilege / Earned Leave
Maternity Leave
Special Leave
Casual Leave:
a) Each employee will be allowed 12 days Casual Leave with wages per calendar year.
b) Casual Leave cannot be demanded as a matter of right and can be availed to meet contingencies only with one-day advance intimation subject to exigencies of work.
c) Casual Leave can be taken up to twice a month subject to exigencies of work and at the discretion of the recommending / sanctioning authority and cannot be taken for more than 2 days in a month.
d) Casual Leave cannot be suffixed and prefixed to any other leave.
e) Incase of emergencies and / or due to unforeseen circumstances if Casual Leave is availed without notice, the sanction of the authority should be obtained on the next working day, failing which the leave will not be sanctioned and the employee will be treated as absent for that day.
f) Casual Leave should not be clubbed with any other leave.
g) Casual leave cannot carry forward nor can it be accumulated.
Sick Leave:
Each employee who is not covered under the Employees State Insurance Act will be entitled up 12 days as sick leave per year, from the date on joining, with full basic salary plus allowances. If the employee remains sick for more than 2 days, he must get a medical Certificate from a Registered Medical Practitioner. Sick Leave cannot be carried forward and will lapse at the end of calendar year.
Privilege / Earned Leave:
a) Each employee is entitled to 15 days as earned leave. These are to be availed with in one year from the date of joining the job. These leaves are to be calculated beginning from the first day of the joining subject to qualifying period under Shops & Establishments Act from availing of leave.
b) Leave for longer duration will be granted at times convenient to the employer and as may be decided by the Management. Due consideration will be given, wherever possible, to the request of the employees.
c) Each Employee should take minimum period of 5 days leave at one time and apply one week in advance.
d) Leave for longer duration can be refused on account of exigencies of business/work. Similarly, an employee who has already proceeded on leave can be recalled.
e) Before proceeding on leave, the employee must leave his contact address and telephone number with the employer.
f) Two persons in the same position cannot take leave at a time.
g) Balance leave could be carried forward for next year or can be en cashable with in calendar year.
h) An employee must get the leave sanctioned. Mere submission of application for leave will not be deemed that the leave has been sanctioned.
i) Earn Leave shall not be accumulated beyond 60 days. Any leave over and above 60 days shall automatically lapse at the beginning of the calendar year,
Maternity Leave:
Female employees who is not covered under the Employees State
Insurance Act will be entitled for maternity leave as per the Maternity
Benefit Act, 1961.
Special Leave:
Special leaves are sanctioned (with or with out pay) by the management based upon the following circumstances to the employees.
Appearing Examinations for higher studies.
Any Emergency cases
Marriage of Employee
Family Planning
Leave rules in general: All leaves will be allowed to employees subject to the exigencies of work.
Any employee who desires to obtain leave shall apply to the employer in writing.
Application for leave of absence for duration of less than 5 days must be made at least 4 days prior to the time from which this leave is required, except on compassionate grounds.
Application for leave of absence for a duration of more than one week shall be made at least 7 days in advance from the date from which the leave is required.
Orders in writing shall be passed by the employer within 2 days following the receipt of an application either refusing or sanctioning the leave of absence applied for, provided that in case of an application, leave of absence is of urgent nature, orders will be passed without delay.
Leave can only be allowed as a unit of half-day. Leave for a period up to 4 hours shall be treated as half-day, while a period of more than 4 hours shall be reckoned as full day.
A record shall be maintained for all leave of absence, which is sanctioned, in the personal sheet of each employee.
In the event of the employee applying for an extension of the period of his leave, he shall make an application in writing 3days before the period of his originally sanctioned leave expires, and the employer shall, on receipt of such application, inform the employee in writing at the address recorded by him, whether extension of leave applied for has been sanctioned, and if so, for how much period.
An employee who absents himself for 8 consecutive days or overstays leave (including Sundays and holidays) beyond the period of leave originally granted or subsequently extended by eight consecutive days will be deemed to have lost his lien on his employment.
Any employee suffering from a contagious or infectious disease shall, on the advice of a doctor nominated by the Management, be sent on compulsory leave. If any leave is due to him under these Service Rules, the same shall be adjusted, and if no leave is due, the compulsory leave shall be treated as leave without pay.
we can also include Paternity leave......bt is not Mandatory....:)
From India, Hyderabad
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