BUSI 644 LIBERTY UNIVERSITY Human Resource Policy Project_2024.pdf

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Human Resource Policy Project

Liberty University

Christina Pierce

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Abstract

This paper will discuss four policies included in an employee handbook within a company with a

maximum of 25 employees. An employee handbook is a document that outlines the policies and

expectations of a company for its employees. It is especially important for small businesses to

standards and consequences for punctuality, absenteeism, and tardiness that affect the quality and

efficiency of the work. By including these policies in the employee handbook, a small company

can communicate its values, expectations, and responsibilities to its employees and foster a

positive and respectful work culture.

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Employee Benefits Policy

As an employer, it’s important to inform your potential and current employees about the

benefits that your organization offers, such as health insurance or alternative work arrangements.

These benefits can enhance the satisfaction, loyalty, and productivity of your workforce, as well

as attract and retain talent. (Krasinski, 2021) Organizations rely on employee benefits to attract

and retain talent. However, benefit costs, especially for healthcare, are significant and rising fast.

To stay competitive in the product market, employers need to control these costs. Therefore,

employers need to design a benefits package that balances cost-effectiveness and labor market

plans, tuition reimbursement, and retirement plans, have lower exit rates and higher chances of

making a profit (Boudreaux, 2021) On the other hand, companies that offer flexibility benefits,

such as financial packages, stock ownership, bonus pay, and paid sick and vacation leave, do not

affect company exit rates but, except for stock options, also increase profits. Companies that can

afford to offer better employee benefits likely have better performance. Research suggests that

companies that offer better employee benefits have lower exit rates and higher chances of

making a profit. (Boudreaux, 2021) According to Ranta & Ylinen (2023), using social media

data, a model analyzes the benefits that US companies offer to their employees and how they

affect company performance. The benefits that are most frequently offered are 401(k), employee

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discounts, parking, and vision/dental healthcare, while the benefits that are least frequently

offered are free food and family benefits. The model employs advanced machine learning models

strategies, and this requires the participation and loyalty of employees as key company

stakeholders (Ranta & Ylinen, 2023).

Health insurance can reduce the stress and absenteeism of your employees who may face health

problems. Savings plans can motivate your employees to stay with your organization for a longer

period and plan for their future. Alternative work arrangements, such as flexible hours, remote

work, or part-time work, can accommodate the diverse needs and preferences of your employees

and improve their work-life balance. (Krasinski, 2021) Therefore, it is important to include a

clear and comprehensive description of the benefits that your organization offers in your

employee handbook and update it regularly.

Employee Leave Policy

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flexibility, both informal and formal, on health care access and use. Job flexibility included

aspects such as autonomy, control, and schedule flexibility, as well as formal policies like paid

promote job flexibility and provide paid sick leave could improve health care access, use, and

equity for workers. (Hegland & Berdahl, 2022).

According to Kaufman (2020), the US system, offers little support for families, compared with

the UK and Sweden systems, which provide more generous and flexible benefits. Parental leave

affects family well-being and women's participation in the labor market, and how it relates to

gender equality. She also highlights the need for more public awareness and advocacy on this

vital issue, as the US lags most developed countries in providing adequate parental leave.

paid annual leave (PAL), is one of the aspects of working time regulations. The regulations are

set by national authorities, but the International Labor Organization establishes the basic labor

standards. Data and information are used from international organizations, mainly the World

Bank and the International Labor Organization, and existing literature sources to support the

hypothesis that the length of paid annual leave varies according to systemic, particularly cultural,

factors. Several initiatives supported by Joe Biden aim to modify the current regulations on

family and medical leave within companies. These include expanding the eligibility and duration

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of paid leave, creating a permanent program for emergency leave, and ensuring that workers can

take time off for caregiving and personal health reasons. These proposals are intended to improve

Unlike many other developed countries, the United States does not have a federal policy that

ensures paid sick leave for all workers, resulting in a fragmented and unequal system that leaves

many people vulnerable to contagion and financial hardship. Other countries have demonstrated

that sick leave mandates are beneficial for both employers and employees, as they reduce the risk

time off from work for various purposes, such as vacation, illness, personal matters, or family

issues. Although, a leave policy is an important part of an employee handbook, especially for

help small companies to attract and retain talent by offering competitive and flexible benefits,

reduce employee turnover and absenteeism by improving employee satisfaction and well-being,

avoid legal issues and disputes by complying with federal, state, and local laws and regulations,

and to manage workload and productivity by planning ahead and allocating resources

accordingly (Krasinski, 2021).

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Employee Fraternization Policy

Workplace dating is a common phenomenon, but it can also create challenges for both

employees and employers. When a manager and a subordinate are romantically involved, it can

raise concerns about fairness, influence, or pressure from other staff members. It can also affect

the work performance, motivation, and well-being of the couple and their co-workers. That is

why employers need to establish clear and consistent rules and procedures for dealing with

workplace romances. By having fraternization policies in place, employers can prevent or

and reputational harm that may stem from such relationships. (Beef, 2020)

relationship as more than just professional and friendly is called a workplace romance.

Workplace romances can affect the individuals involved, as well as the organization, in various

productivity, creativity, and satisfaction at work, as well as improved social support and

emotional well-being. However, some of the drawbacks of workplace romances may include

conflicts of interest, favoritism, nepotism, harassment, discrimination, ethical dilemmas, and

decreased morale and trust among co-workers. Workplace romances can also create legal risks

for the organization if they lead to lawsuits or complaints based on allegations of sexual

harassment, hostile work environment, breach of contract, or violation of policies. Companies

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may want to consider using love contracts to protect themselves from potential liability for

sexual harassment claims. (Von Bergen, 2020)

According to Cavico & Mujtaba (2021), The #MeToo movement has exposed the widespread

and systemic problem of sexual violence and discrimination in the workplace, particularly by

powerful men against women in lower positions. The movement has sparked a global

conversation and a demand for accountability, justice and change in the culture and policies of

various organizations and industries. These issues can affect the well-being of employees and the

performance of the organization. Therefore, we suggest some policies that can foster a healthy

work environment and prevent legal troubles related to sexual harassment claims under Title VII

of the Civil Rights Act. By informing managers and employees about the rules and regulations of

office romance, we can help them understand their rights and responsibilities regarding their

relationships with colleagues and subordinates. This can also promote respect and diversity in

issue that reduces the productivity and the revenue of organizations. When recruiting new

employees, organizations do not have a valid method to evaluate their future punctuality and

attendance behavior. (Ali Shah, et al., 2020)

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King, et. al, (2020), describes how a general surgery unit at a community hospital in the

Southeast Community Hospital implemented engagement-based leadership strategies to lower

absenteeism. These findings suggest that engagement is related to burnout, which can influence

patient care.

To prepare managers for dealing with employee absence and illness, you should include a

comprehensive overview of the relevant laws and regulations that apply to accommodation,

human rights and employment in your employee policy handbook. This will help to avoid legal

risks and ensure fair treatment of staff. This is particularly crucial in the context of a pandemic,

where illness-related absences are more frequent and unpredictable. Managers should also be

trained in how to manage absenteeism effectively and have contingency plans ready for any

disruptions. This is vital for maintaining productivity and performance in challenging situations.

(Bowes, 2023).

Conclusion