3 possible policy option
HUMAN RESOURCE POLICY
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
Developing the HR Policies
HR policies allow an organization to be clear with employees on:
Purposes
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behavior and document disciplinary procedures, is now the standard approach to meeting these obligations.
HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year.
SALES POLICY
Policies : a plan of action adopted by an individual or social group; "it was a policy of retribution"; "a politician keeps changing his policies"
a line of argument rationalizing the course of action of a government; "they debated the policy or impolicy of the proposed legislation"
Procedure : a particular course of action intended to achieve a result; "the procedure of obtaining a driver's license"; "it was a process of trial and error"
operation: a process or series of acts especially of a practical or mechanical nature involved in a particular form of work; "the operations in building a house"; "certain machine tool operations"
routine: a set sequence of steps, part of larger computer program
Regulation : can be considered as legal restrictions promulgated by government authority. One can consider at least two levels in democracies ; A rule, ordinance, law or device, by which conduct or performance is controlled
Equal Opportunities Policy
Equal opportunities policies Almost all employers now have a policy referring to discrimination on the grounds of sex, race, disability and, in Northern Ireland, religion. These are included because discrimination on these grounds is unlawful.
Good policies will also include age, marital status, gender (which will cover Transexual people) and sexuality or sexual orientation. A good employer will also have a policy on HIV and AIDS.
The policy should be incorporated into the Contract of Employment.
What should be in a policy? Equal Opportunities policies should state that there will be no discrimination on the grounds of sexual orientation in recruitment, promotion, training or transfer, terms and conditions of service, discipline or dismissal, and that harassment of lesbians, gay men and bisexuals will not be accepted.
The Civil Service Management Code, which outlines Civil Service-wide policies and instructs Departments and Agencies on the policies and procedures they should implement, states -
"2.1.1 Civil Service equal opportunities policy provides that all eligible people must have equality of opportunity for employment and advancement on the basis of their suitability for the work. There must be no unfair discrimination on the basis of age, disability, gender, marital status, sexual orientation, race, colour, nationality, ethnic or national origin, or (in Northern Ireland) community background."
It goes on to say that each Department and Agency is responsible for implementing this policy in its own organisation, using it as a basis for their own strategies and action plans. They must communicate the policies to all staff and must set up procedures to handle complaints of discrimination and harassment. And they must identify equal opportunities officers to oversee implementation in the department.
Monitoring An important part of implementing Equal Opportunities policies is monitoring their effectiveness. In the case of sex, race or disability, there are usually arrangements to collect statistics to ensure that these groups are represented in the workforce.
This is not appropriate for lesbians and gay men. The issue is not one of under representation, although there is evidence of discrimination in recruitment and dismissal.
More importantly, because of the reluctance of many lesbians, gay men and bisexuals to come out at work for fear of discrimination or harassment, they might be reluctant to fill in monitoring questionnaires.
Some Departments are adding questions on a person's sexuality to their questionnaires. This should only happen if the survey is anonymous and after negotiation with trade union representatives.
Action points Make sure your employer has a comprehensive equal opportunities policy.
Make sure the policy is incorporated into the Contract of Employment
ensure the union is involved in formulating, implementing and reviewing the policy.
Make sure the policy specifically refers to ‘sexual orientation’ or ‘sexuality’ or to ‘lesbians, gay men and bisexuals’.
The policy should state clearly a commitment to equality for lesbians and gay men (whether using these words or others) and to tackling discrimination on grounds of sexuality particularly in the areas of:
Training should be provided to raise awareness, on sexuality and other equal opportunity issues, perhaps by including on training courses on issues such as recruitment, personnel management, tackling harassment.
Contact Proud for a programme that can be used by the union or management.
You should also use the Civil Service Management Code to ensure the policy is implemented, if in the civil service, or good practice examples if elsewhere.
Make sure senior managers or equal opportunity officers oversee implementation of the policy.
Monitor effectiveness of the policy, but anonymous methods might be necessary.
Make sure there is regular review of the policy and renegotiate it if necessary.
Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning.
Each company has a different set of circumstances, and so develops an individual set of human resource policies.
Developing the HR Policies
HR policies allow an organization to be clear with employees on:
- The nature of the organization
- What they should expect from the organization
- What the organization expects of them.
- How policies and procedures work.
- What is acceptable and unacceptable behavior.
- The consequences of unacceptable behavior
Purposes
The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. For example, in order to dismiss an employee in accordance with employment law requirements, amongst other considerations, it will normally be necessary to meet provisions within employment contracts and collective bargaining agreements. The establishment of an HR Policy which sets out obligations, standards of behavior and document disciplinary procedures, is now the standard approach to meeting these obligations.
HR policies can also be very effective at supporting and building the desired organizational culture. For example recruitment and retention policies might outline the way the organization values a flexible workforce, compensation policies might support this by offering a 48/52 pay option where employees can take an extra four weeks holidays per year and receive less pay across the year.
SALES POLICY
Policies : a plan of action adopted by an individual or social group; "it was a policy of retribution"; "a politician keeps changing his policies"
a line of argument rationalizing the course of action of a government; "they debated the policy or impolicy of the proposed legislation"
Procedure : a particular course of action intended to achieve a result; "the procedure of obtaining a driver's license"; "it was a process of trial and error"
operation: a process or series of acts especially of a practical or mechanical nature involved in a particular form of work; "the operations in building a house"; "certain machine tool operations"
routine: a set sequence of steps, part of larger computer program
Regulation : can be considered as legal restrictions promulgated by government authority. One can consider at least two levels in democracies ; A rule, ordinance, law or device, by which conduct or performance is controlled
Equal Opportunities Policy
Equal opportunities policies Almost all employers now have a policy referring to discrimination on the grounds of sex, race, disability and, in Northern Ireland, religion. These are included because discrimination on these grounds is unlawful.
Good policies will also include age, marital status, gender (which will cover Transexual people) and sexuality or sexual orientation. A good employer will also have a policy on HIV and AIDS.
The policy should be incorporated into the Contract of Employment.
What should be in a policy? Equal Opportunities policies should state that there will be no discrimination on the grounds of sexual orientation in recruitment, promotion, training or transfer, terms and conditions of service, discipline or dismissal, and that harassment of lesbians, gay men and bisexuals will not be accepted.
The Civil Service Management Code, which outlines Civil Service-wide policies and instructs Departments and Agencies on the policies and procedures they should implement, states -
"2.1.1 Civil Service equal opportunities policy provides that all eligible people must have equality of opportunity for employment and advancement on the basis of their suitability for the work. There must be no unfair discrimination on the basis of age, disability, gender, marital status, sexual orientation, race, colour, nationality, ethnic or national origin, or (in Northern Ireland) community background."
It goes on to say that each Department and Agency is responsible for implementing this policy in its own organisation, using it as a basis for their own strategies and action plans. They must communicate the policies to all staff and must set up procedures to handle complaints of discrimination and harassment. And they must identify equal opportunities officers to oversee implementation in the department.
Monitoring An important part of implementing Equal Opportunities policies is monitoring their effectiveness. In the case of sex, race or disability, there are usually arrangements to collect statistics to ensure that these groups are represented in the workforce.
This is not appropriate for lesbians and gay men. The issue is not one of under representation, although there is evidence of discrimination in recruitment and dismissal.
More importantly, because of the reluctance of many lesbians, gay men and bisexuals to come out at work for fear of discrimination or harassment, they might be reluctant to fill in monitoring questionnaires.
Some Departments are adding questions on a person's sexuality to their questionnaires. This should only happen if the survey is anonymous and after negotiation with trade union representatives.
Action points Make sure your employer has a comprehensive equal opportunities policy.
Make sure the policy is incorporated into the Contract of Employment
ensure the union is involved in formulating, implementing and reviewing the policy.
Make sure the policy specifically refers to ‘sexual orientation’ or ‘sexuality’ or to ‘lesbians, gay men and bisexuals’.
The policy should state clearly a commitment to equality for lesbians and gay men (whether using these words or others) and to tackling discrimination on grounds of sexuality particularly in the areas of:
- recruitment
- promotion
- training
- performance appraisal and pay
- transfers
- terms and conditions
- disciplinary procedures and dismissal
- policies against harassment
Training should be provided to raise awareness, on sexuality and other equal opportunity issues, perhaps by including on training courses on issues such as recruitment, personnel management, tackling harassment.
Contact Proud for a programme that can be used by the union or management.
You should also use the Civil Service Management Code to ensure the policy is implemented, if in the civil service, or good practice examples if elsewhere.
Make sure senior managers or equal opportunity officers oversee implementation of the policy.
Monitor effectiveness of the policy, but anonymous methods might be necessary.
Make sure there is regular review of the policy and renegotiate it if necessary.