Personnel Policies and Procedures For Nonprofit Organizations

Free Nonprofit - Personnel Policies and Procedures For Nonprofit Organizations

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Every nonprofit assosication should have personnel policies and procedures, in expanding to its quarterly policies and procedures. Policies state what the assosication believes in and supports, and reflect those laws they need to adhere to. Procedures are the steps or actions that need to be taken to maintain a definite policy. For example, a policy of the assosication might be to supply equal employment opportunities for all individuals. A policy to maintain this policy would be that all job announcements clearly state that the assosication is an equal opening boss and provides inexpensive accommodations, upon request.

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The following is a list of personnel policies and procedures that all nonprofit organizations should have in place. Please note that this list is not exhaustive; some organizations may have policies and procedures not mentioned below.

1. Equal employment opening - provides equal opportunities for employment to all individuals, regardless of their gender, age, ethnicity, race, religion, disability, gender preference, etc.

2. Discrimination - avoids discrimination based on gender, age, ethnicity, race, religion, disability, gender preference, etc., when it comes to hiring, promoting, and other employment linked activities.

3. Sexual harassment - delineates what sexual harassment is, that it will not be tolerated, and how sexual harassment allegations will be handled.

4. Alcohol and drug free workplace - states that the workplace is alcohol and drug-free and what will happen if employees violate this policy. This policy could also address smoking within the construction and on the premises.

5. Recruitment - states how the branch will recruit employees, along with resources to be used, how long job announcements will be posted, and how applications/resumes will be handled.

6. Hiring policy/background checks - clarifies the hiring process, along with checking references, background checks, what types of documents the employee needs to submit prior to employment, signing an employment contract, etc.

7. Orientation - states the employee must complete an orientation schedule and what areas the orientation includes.

8. Probationary period - states what the probationary period is, how long it will last, and what will happen at the end of the period (permanent employment versus termination).

9. Training - states what types of training the assosication provides and whether or not the training is mandatory.

10. execution assessment - states when and how execution evaluations will be conducted and by whom, what the evaluations will be based on, and that evaluations will be filed in the employee's personnel folder.

11. employee escort - states how employees should escort themselves at the workplace. These types of policies ordinarily address work ethics (e.g. Showing up for work on time), professionalism, the organization's dress code, cell phone use, etc.

12. Disciplinary activity - states which types of actions may consequent in disciplinary action, the steps complex in disciplining an employee, and how the disciplinary activity will be resolved.

13. Appeals - states which decisions an employee can motion and the steps complex in the appeals process.

14. Grievance - states how an employee can file a grievance and how the grievance will be handled.

15. Termination - states the grounds for employee termination and how terminations will be handled and documented.

16. Vacation, sick leave, and Pto (personal time off) - states how much time employees accrue in these areas per year, when and how this time can be used, and if this time can be carried over into subsequent years.

17. Work hours and holidays - states the hours employees work, along with lunches and breaks; the holidays they have off; and whether or not the holidays are paid holidays.

18. Maternity leave, military leave, jury duty, and Fmla - defines the parameters for leave in these areas, if applicable.

19. Assurance - states which types of Assurance the boss provides; the employer's contribution, if applicable; and which types of Assurance the employee can purchase.

20. Whistleblower - states that the employee can record an unethical or illegal practice or violation without repercussion.

21. Buyer service/relations - describes the organization's commitment to Buyer service, what it is, how it expects its employees to treat and work with customers, and how Buyer complaints are handled and addressed.

22. Handling and use of office equipment and supplies, along with personal use - states which types of equipment and supplies are ready for use, how they should be used, and that the equipment and supplies are the property of the assosication and are not ready for personal use. These types of policies ordinarily comprise the suitable use of e-mail and the Internet.

23. Personnel files - states which documents should be included in the personnel file.

24. Retention - states the point of employee Retention and what steps the assosication will take to maintain its employees.

25. Paycheck - states when and how employees will be paid.

It is a good idea to divulge your personnel policies and procedures at least annually, as employment laws and practices change. You'll want to ensure you have the suitable policies and procedures in place, and that they are current. This will help to protect you, your employees, and your organization.

Copyright 2010 © Sharon L. Mikrut, All possession reserved.

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