STRATEGIC PLANNING & EMPLOYMENT POLICIES

WHAT IS STRATEGIC PLANNING?

Strategic planning is the process of documenting and establishing a direction in your business. In this plan, a business considers its mission, vision, values and long-term goals and makes sure that employees share the same vision.

A Company Policy is a set of general guidelines that outline the company’s plan for confronting issues they face. Here, both the rights of the employee and the business are taken into consideration. When drafting a Company Policy, all the necessary information must be available. It protects both parties as everyone is on the same page as to what the business expects from its employees.

The Labour Law team at Burger Huyser Attorneys assists with drafting rigid Strategic Plans and Employment Policies to achieve the desired human resource goals for your company.

• It sets out a framework for delegation and decision making;
• A quick and effective way of communicating rules and standards to new employees;
• Manages legal costs and risk as it offers protection from infringing on employment legislation;
• Outlines the benefits and opportunities that employees have;
• Improves morale and loyalty amongst employees.

WHAT KEY COMPONENTS SHOULD BE INCLUDED IN EMPLOYMENT POLICIES?

An employment policy is crucial for setting expectations and guiding employer-employee relationships. Here are key components that should be included:

1. Purpose and Scope

• Purpose Statement: Briefly outline the objectives of the policy, such as establishing guidelines for behavior, attendance, and performance.
• Scope: Specify to whom the policy applies (e.g., all employees, including full-time, part-time, and contract staff).

2. Employment Terms

• Employment Types: Outline types of employment (e.g., permanent, fixed-term, temporary, probationary).
• Working Hours: Specify working hours, overtime expectations, and any flexible work arrangements.
• Probation Period: Define the probation period terms and criteria for permanent employment.

3. Compensation and Benefits

• Salary and Wages: Explain pay frequency, methods of payment, and deductions.
• Bonuses and Incentives: Clarify any performance-based incentives or bonuses.
• Benefits: List available benefits (e.g., medical aid, pension, leave policies).
• Leave Policy: Outline types of leave (annual, sick, maternity, family responsibility, unpaid) and processes for requesting leave.

4. Workplace Conduct and Disciplinary Measures

• Code of Conduct: Set standards for acceptable behavior, including respect, integrity, punctuality, and dress code.
• Disciplinary Policy: Describe procedures for handling misconduct, including warnings, suspensions, and termination grounds.
• Grievance Procedures: Provide a process for employees to raise complaints or concerns.

5. Health, Safety, and Well-being

• Safety Protocols: Outline procedures to ensure workplace safety and emergency protocols.
• Harassment and Discrimination: Define unacceptable behavior and specify reporting procedures.
• Substance Abuse Policy: Address the use of drugs and alcohol in the workplace.

6. Performance Management

• Appraisal System: Describe performance review processes and criteria.
• Training and Development: Outline available opportunities for employee growth and training.
• Career Advancement: Describe pathways for promotion or role changes within the company.

7. Use of Company Property and Resources

• Company Assets: Define guidelines on the use of company equipment, vehicles, and materials.
• Technology and Internet Use: Specify rules for internet use, email, and data protection.

8. Confidentiality and Intellectual Property

• Confidential Information: Explain the importance of confidentiality regarding company and client data.
• Intellectual Property Rights: Define who retains rights to any work created by the employee during their employment.

9. Termination of Employment

• Notice Periods: State the required notice periods for both the employer and employee.
• Exit Procedures: Outline steps for resigning, handling company property, and conducting exit interviews.
• Severance and Final Pay: Describe the severance process and final pay details.

10. Policy Review and Updates

• Policy Updates: Indicate that the policy may be periodically updated and explain how employees will be informed of changes.
• Employee Acknowledgment: Include a section where employees sign to acknowledge understanding and acceptance of the policy.