Running head: HUMAN RESOURCES POLICY RESEARCH PAPER 1
Human Resources Policy Research Paper
Tanya L. McCall
Liberty University
Abstract
Human resource policies are a critical aspect of an organization to provide employees guidelines
to labor agreements. Companies with as few as 15 employees or more than 500 can both benefit
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from these written policies. This paper will explore four components that should be included in a
human resource policy handbook for a company that is comprised of 15-25 employees. The four
topics that will be explained more in-depth are equal opportunity, code of conduct, benefits, and
health and safety. This paper will attempt to give the reader more insight as to why having a
human resource policy handbook is important for both the employer and employee and provide a
better understanding of policy.
Human Resources Policy Research Paper
Human Resource (HR) can be summed up as a department that can provide an
organization with structure and the ability to meets the needs of a business’ most valuable asset-
its employees. Welch and Welch (2012) described the HR department as a complex institution
with multiple roles of responsibility and accountability. Policies provided to employees by the
HR department are important for each person to understand what is acceptable and what is not.
By providing a handbook with written policies and procedures this will provide a blueprint of the
company’s expectations for both employees and employers.
Large companies tend to need HR policy handbooks more than small businesses so that
all employees can be reached and informed of the company policies. Employers can benefit from
handbooks to ensure their employees are aware of benefit programs and eligibility requirements
both optional and required by law. Both small and large business should invest the time to create
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a policy handbook for the best interest of the employee and the company. Habakkuk 2:2; “And
the Lord answered me: Write the revelation and make it plain on tablets so that a herald may run
with it” (Holy Bible, NIV, 1995). Employers strive to have a vision of what they want their
company culture to be like; the HR department sets the foundation for this culture by providing
employees a written policy handbook.
As stated previously this paper will discuss equal opportunity, code of conduct, benefits
with emphasis on social security, workers’ compensation, unemployment insurance, family and
medical leave, and health and safety policies.
Equal Opportunity
The U.S. Equal Employment Commission (EEOC) is responsible for enforcing federal
laws that make it illegal to discriminate against job applicants based on race, color, religion, sex,
national origin, age, disability or genetic information [ CITATION USE15 \l 1033 ]. The EEOC
provides businesses guidelines that must be followed to prevent any illegal behavior set forth by
a potential employer. Laws under EEOC can be very complex and lengthy for HR Management
(HRM). Many of the most common discrimination categories can be found under laws such as
Title VII of the Civil Rights Act of 1964. This act clearly covers persons of a different race, any
color, religion, both sexes, and national origin [ CITATION Gom12 \l 1033 ].
When violations of EEOC are recorded it is HR’s responsibility to take legal action on
behalf of the company. It is important for businesses to have a clear and strong Equal
Employment Opportunity (EEO) policy that is embraced by the entire organization. The EEO
company policy should be known by all managers, supervisors and employees. Training,
education, enforcement, and accountability are the responsibility of everyone in the workplace.
Employers should promote their culture by fostering diversity and respect for personal
differences as well as establish objective criteria to avoid hidden biases. The law requires that
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employers post a notice describing the Federal laws prohibiting discrimination [ CITATION
USE15 \l 1033 ].
Some small businesses do not have a human resource department therefore the EEOC has
developed a website specifically for this category of business. In this case it is important for
managers and supervisors to stay abreast of EEOC laws and how they can affect the business and
the employee if not adhered to. An employee can educate themselves by exploring the EEOC
website to ensure they are not being discriminated against. Small businesses can prevent
employment discrimination by establishing a no tolerance policy, disseminate the policy, ensure
open communication for reporting, take action, and seek help with the EEOC website if
necessary.
It is important for employers to know about the employment discrimination laws, as well
as the discrimination filing procedure. Having a plan will help small businesses to in advance as
to how to deal with employment discrimination issues. Having an HR department can help the
company have a clear anti-discrimination policy to prevent any lawsuits that may arise. The
owners of a small business can have a better relationship with their employees and customers, as
well as improve their efficiency and profitability if they are successful in eliminating
discrimination and harassment in the workplace [ CITATION PiY01 \l 1033 ]. “There is neither
Jew nor Gentile, neither slave nor free, nor is there male and female, for you are all one in Christ
Jesus”, Galatians 3:28.
Code of Conduct
Every company both large and small should have a code of conduct. A code of conduct
includes actions and behaviors that are prohibited in the workplace. Acts included are not only
federal and state laws but also actions that are against the company’s social responsibility or ethical
values. Applying a code of conduct to a business can help each employee understand boundaries and
organizational expectations within the organization. Codes of conduct are more typical in large
companies but everyone company could benefit from having one. Codes of conduct can enhance
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organizations legitimacy, bring conformity with ethical standards, and can also display social
responsibility [ CITATION Fro12 \l 1033 ]. A code of conduct can keep a business honest, fair,
integral, and within the law. Matthew 23:27-28, tells us to not only look beautiful on the outside
but also the inside. When a business creates a code of conduct it is imperative for them to not just
post it but to operate by it and practice what they preach.
Benefits
There are four benefits that employers are required to offer their employees mandated by
United States law which include social security, workers’ compensation, unemployment
insurance, and family and medical leave [ CITATION Gom12 \l 1033 ]. There are other benefits
employers can provide their employees but these four are the only mandated benefits for a
company with less than 50 people.
Social Security
This benefit of social security is mandated by law that the employer pays a tax to fund
this benefit as well as the employee.
The Social Security Act of 1935 was created to provide for the general welfare by
establishing a system of Federal old-age benefits, and by enabling the several States to
make more adequate provision for aged persons, blind persons, dependent and crippled
children, maternal and child welfare, public health, and the administration of their
unemployment compensation laws; to establish a Social Security Board; to raise revenue;
Workers’ compensation is a benefit required for all employers to provide their employees.
Workers’ compensation is classified as a benefit that provides medical care, income continuation,
and rehabilitation expenses for those people who sustain injury or illness related to the job
[ CITATION Gom12 \l 1033 ]. Small businesses can benefit from a human resources department
to help avoid workers’ compensation fraud or serious crime that can hinder a business. Workers
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should be encourage to report and file for workers’ compensation when necessary and not be
afraid of retaliation.
Small businesses can struggle with providing education and training to employees to help
prevent on-the-job injuries and illness. “Small businesses face significant barriers when
considering work-site wellness programs because they lack the money, time and knowledge
about how to implement them” [ CITATION A \l 1033 ]. McCluskey (2012) claimed that when
managers incorporate safety into their daily routine that it helped transform organizational
culture among both managers and workers, not just through specific training and equipment but
by improving workplace communication and by building workplace trust. Managers acclaimed
the benefits of safety not only for saving insurance costs, but also for increasing worker retention
and morale and for raising the competitiveness and quality of products and services.
Unemployment Insurance
Unemployment insurance was established by the Social Security Act of 1935 which
provides income for people during periods of unemployment [ CITATION Gom12 \l 1033 ].
Small businesses can struggle with this benefit as it costs them high fees to support
unemployment. There are certain requirements people must meet in the state of Utah in order to
apply for unemployment benefits which include unemployed at no fault of your own; able to
Health and Safety
Every employee has the right to work in a healthy and safe work environment. The
Occupational Safety and Health Administrative (OSHA) is a legislatively created agency tasked
to enforce various labor laws. OSHA was created in 1970 and was passed to prevent workers
from being injured or even killed while on duty [ CITATION Occ15 \l 1033 ]. It is important for
This benefit is normally withheld from the employee’s wages and filed with end of year taxes.
Workers’ Compensation
and for other purposes [ CITATION Off15 \l 1033 ].
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human resource managers to stay up-to-date on OSHA laws to avoid fines and penalties. OSHA
strives to provide employers and employees training and information to ensure workplace health
and safety compliance. The Department of Labor also mandates that small businesses post
certain safety poster for all employees to view and be aware of [ CITATION Occ15 \l 1033 ]. The
best safe work environment is one that involves commitment from both management and
employees [ CITATION Ari03 \l 1033 ].
It is the right of every worker to file a complaint with OSHA for unsafe working
conditions or health violations. HR’s should have policies in place that allow open
communication for safety and health related issues. Every employee should be aware of these
policies and encouraged to utilize open communication with supervisors and HR if necessary.
When violations are reported, employers have the duty to perform workplace investigations in all
situations that may involve a workplace incident that are against an employer’s rules, regulations,
policies, or procedures [ CITATION Wos13 \l 1033 ]. Safety and health in the workplace is
everyone’s responsibility with the HR department upholding and supporting training, education,
There are many continually changing laws and regulations that businesses and HR
managers must stay up-to-date with to remain standard and within the federal and state
guidelines. It can be especially difficult for a small business that may not have an HR department
to handle these types of issues. The importance of having a policy handbook is to keep
employees informed of their rights and obligations in the workplace. Small businesses tend to
operate more like a family and may not need a lengthy handbook much like a larger corporation
does. Owners of businesses should make every effort to protect their employees and their family
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benefit as it is required by law.
good cause” [ CITATION Fil15 \l 1033 ]. HR managers should make all employees aware of this
work full-time; actively seeking work; registered for job placement; or have quit or fired for “a
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members; “Anyone who does not provide for their relatives, and especially for their own
household, has denied the faith and is worse than an unbeliever” 1 Timothy 5:8.
References
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File Unemployment. (2015, November 10). Retrieved from Utah Unemployment Eligibility:
http://fileunemployment.org/utah/eligibility
Frostenson, M., Helin, S., & Sandstrom, J. (2012). The internal signficance of codes of conduct
https://www.ssa.gov/history/35act.html
Pi-Yu, T., & Kleiner, B. (2001). Reasonable care of small business to prevent employment
discrimination. Equal Opportunities International. Retrieved from
http://ezproxy.liberty.edu:2048/login?
url=http://search.proquest.com/docview/199531356?accountid=12085
Conclusion
do, “Whatever you do, work heartily, as for the Lord and not for men”.
and policies to everyone involved. Colossians 3:23 tells us to always take pride in everything we
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Small Business Study: Wellness programs worker safety. (2015). Professional Safety. Retrieved
from http://ezproxy.liberty.edu:2048/login?
url=http://search.proquest.com/docview/1671206274?accountid=12085
U.S. Equal Employment Opportunity Commission. (2015, November 10). Retrieved from
http://www.eeoc.gov/eeoc/
Woska, W. (2013). Legal Issues for HR Professionals: Workplace Investigations. Public
Personnel Management. Retrieved from
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Official Social Security Website. (2015, November 10). Retrieved from
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