Organizational policies and procedures

1. ORGANIZATIONAL POLICIES
AND PROCEDURES

2. OBJECTIVES
DETERMINE EMPLOYMENT REQUIREMETS AMONG
JOB APPLICANTS FOR THE START UP BUSINESS
CLASSIFY EMPLOYEES FOR THE START UP BUSINESS
WRITE A GOOD CONTRACT OF EMPLOYMENT
PREPARE A WORK SCHEDULES OF THE NEWLY HIRES
DEVISE DISCIPLINARY POLICIES FOR EMPLOYEES
IDENTIFY IMPORTANT MILESTONESOF THE STARTUP
BUSINESS
CONSTRUCT THE GANTT CHART FOR THE PROJECT
SCHEDULE

3. POLICIES
Policies are rules, principles, guidelines or
frameworks that are adopted or designed by
an organization to achieve long term goals.
These are usually set out in a written format
that is easily accessible. Policies are
formulated to direct and exert influence on all
the major decisions to be made within the
organization and keep all activities within a set
of established boundaries.

4. PROCEDURES
Procedures have a narrow focus; they describe,
step by step, what actions to take in specific
instances. Procedures have a beginning and an
end and should be strictly followed to achieve
the desired outcome. The cyclical nature and
uniformity of a procedure are vitally important
for training new employees, compliance,
process improvement and auditing.

5. EMPLOYMENT REQUIREMETS
1. Position to fill first will differ for each company,
depending on industry, location, and the skills of
the founders.
2. Many services can be outsourced or done by
free-lancers so determine if there is really a
need to hire.
3. Hire a flexible candidate who is used to smaller
environments because he can operate with a
great deal of autonomy and doesn’t require
hand-holding.
4. Make use of referrals to spend less.

6. CLASSIFICATION OF EMPLOYEES
1. FULL TIME- means employment in which an
employee is employed for 40 hours per week.
2. PART TIME- a single, regular or voluntary form of
employment with hours of work substantially
shorter than those considered as normal in the
establishment.
3. EXEMPT- an individual who earns a substantial
salary whose higher level job responsibilities do
not make eligible for the overtime pay and
minimum wage requirements

7. CLASSIFICATION OF EMPLOYEES
• 4. NON-EXEMPT- workers to whom a rule or
policy is valid and enforceable. In the case of
wage and hour laws, nonexempt employees
must abide by the regularizations of the
workplace and are entitled to overtime pay if
they work extra hours. Opposite to exempt
employees. Also called hourly employees.

8. ORIENTATION
Is the process of receiving and welcoming
employee when he first join the company. The
major aim of this is to build up confidence,
morale ad trust of the employee in the
organization.

9. ORIENTATION PROGRAM PROCESS
• Brief history and operation of the company
• The company’s organization structure
• Policies and procedures of the company
• Products and services of the company
• Location of department and employee facilities
• Safety measures
• Grievances Procedures
• Benefits and services of employees
• Standing orders and disciplinary procedures
• Opportunities for training promotions transfer
• Suggestion schemes
• Rules and Regulations

10. PLACEMENT
Takes place through putting the right
man on the right job. This placement
may be on probation or permanent
employment if candidate successfully
completed the same.

11. THE SIGNIFICANCES OF PLACEMENT
1. It enhances employee morale
2. It helps in employee turnover reduction
3. It aids in lessening absenteeism
4. It facilitates in accident rates reduction
5. It avoids misfit between the candidate and
the job
6. It assists the candidate to work based on the
preset objectives of the organization.

12. PERSONNEL RECORDS
• It is handled by HR which makes certain that
all information and documents of a company
is up to date, accurate and is compliant to all
laws and regulations of the Philippines. It is a
minor task that requires little focus of
attention record management is an important
practice in any organization. The EMPLOYEE
201 FILE is a Personal Employment Record.

13. 201 FILE RECORD
1. Employee’s resume
2. Employee’s past credentials
3. Results of screening test during employee’s
application
4. Employee’s pre-employment medical records
5. Job Description
6. Performance Appraisal or review reports
7. Letter of recommendation
8. Letter correspondences given by previous
superior/bosses or from Human Resource
9. Legal Documents

14. CONTRACT OF EMPLOYMENT
Is signed agreement between an
employee and employer. It itemizes
salary, benefits and duration of
employment. It also contain a
confidentiality clause and a non-compete
agreement if the employee terminates
employment.

15. WORK SCHEDULE
• A work schedule is the time an employee is
expected to be on the job and working. In
many cases, this will be determined by the
employer and will be a set number of days
and hours per week. Work schedules are not
regulated by the Department of Labor.

16. TYPES OF WORK SCHEDULE
1. ATERNATIVE WORK SCHEDULE
2. FLEXIBLE WORK SCHEDULE

17. TIME KEEPING
It is the employee’s duty to sign his or her time
record to certify the accuracy of the time
recorded. The TIME KEEPER for the
department will review and then initial the
time record before submitting it for payroll
processing.

18. ATTENDANCE/PUNCTUALITY
Reliable , consistent attendance is a requirement
and essential function of all staff positions.
Employees are expected to be on time and
reliable in order to meet the needs of their
department and the company. When
employees are absent or tardy, work and
service are interrupted and an additional
burden is placed n colleagues.

19. PERFORMANCE APPRAISAL
Is a review and discussion of an employee’s
performance of assigned duties and
responsibilities. The appraisal is based on
results obtained by the employee in his job,
not on the employee’s personality
characteristics. The appraisal measures skills
and accomplishments with realistic
correctness and consistency.

20. PROMOTION
Is the appointment of a member to another
position, within the same department or
elsewhere in the organization, involving duties
and responsibilities of a more demanding
nature and is recognized by a higher pay grade
and salary.

21. TRANSFER
Is the appointment of a member to
another position within the same
department or elsewhere in the
organization, involving duties and
responsibilities of a similar nature and
having a comparable pay grade and
salary.

22. SEPARATION FROM SERVICE
Is the termination from service for causes
authorized by law (not due to employees fault
or wrong-doing) such as installation of labor-
saving devices, redundancy, and retrenchment
to prevent losses or the closing or cessation of
operation of the establishment or
undertaking. Separation from service could be
through resignation or termination from work.

23. RESIGNATION
Is defined as the voluntary act of an
employee who finds himself in a
situation where he believes that personal
reasons cannot be sacrificed in favor of
the exigency of the service and he has no
other choice but to disassociate himself
from his employment.

24. TERMINATION
The employer has the right to terminate an
employee due to the following reasons:
Serious Misconduct or Disobedience
Neglect of duties
Commission of a crime by the employee

25. CODE OF ETHICS
Ethics are generally defined as a set of social
standards that include the norms of the
community. These norms are not hereditary,
and they have to be learned. At the base of
these are moral values, but most of the rest
are gleaned from experience, parents, and
formal education.

26. HYGIENE AND SANITATION
SANITATION generally refers to the provision of facilities
and services for the safe disposal of human urine and
feces. Inadequate sanitation is a major cause of disease
world-wide and improving sanitation is known to have
a significant beneficial impact on health both in
households and across communities. The word
“sanitation” also refers to the maintenance of hygienic
conditions, through services such as garbage collection
and wastewater disposal.
HYGIENE on the other hand, deals with the promotion
and preservation of health.

27. NOTICE OF DISICPLINARY ACTIONS
1. Verbal Reprimand and Explanation
2. Written Warning
3. Final Written Warning
4. Suspension
5. Dismissal/Termination

28. STARTUP BUSINESS MILESTONE
MILESTONE are important from a fundraising
point of view because they can define
whether a company is caught with little to
show to potential investors at the point of
fundraising or with a strong showing of what
the company’s been able to accomplish to
date.

29. RULE OF THUMB FOR PICKING
MILESTONE
1. Human resources
2. Product
3. Market
4. Funding