Types of HR Policies

The human resource (HR) department of a company is charged with the task of identifying policies for employees to adhere to. HR policies are developed so there is a standard and universal way of doing things at the office. Whether a protocol is about dress codes or harassment, having policies in place lets companies maintain professionalism and provides employees with resources on the inner workings of the organization.

Zero Tolerance Policy for Harassment

There are many different kinds of harassment from sexual innuendos to religious discrimination; however, all forms of harassment present an element of risk in the office, so businesses institute HR policies for maintaining a zero tolerance of harassment in the workplace. HR policies on harassment encourage employees to report incidents immediately, so the issues can be addressed and resolved timely by the HR department. The U.S. Equal Employment Opportunity Commission states that employees should not feel threatened or harassed in the workplace. Because harassment is considered a safety issue, HR policies on harassment will most likely contain language about the repercussions involved in being found guilty of harassing others at the office. Zero tolerance policies for harassment are put into place to protect employees and to maintain a safe and comfortable work environment.

Dress Code

Policies on dress codes are common in the HR world because, according to Harvard Business School, the way people dress can have a direct impact on how professional they appear and how successful they are at what they do. HR dress code policies have different standards depending on the company. For instance, dress code policies for construction workers are different than dress code policies for people who work at a bank. Office environments typically require employees to wear business formal or business casual attire. This includes slacks and dress shirts for the guys and skirts, dresses, slacks or blouses for the ladies. HR dress code policies will list attire that is not suitable for the workplace, such as jeans with holes, shirts that have fowl language written on them, strapless tops and flip flops. 

Common Sense Tips for Drafting and Enforcing Your Dress Code

Here are some ideas for ensuring that your policy complies with the legal restrictions described above:

1. Base the policy on business-related reasons. Explain your reasons in the policy so employees understand the rationale behind the restrictions. Common business-related reasons include maintaining the organization’s public image, promoting a productive work environment, or complying with health and safety standards.

2. Require employees to have an appropriate, well-groomed appearance. Even casual dress policies should specify what clothing is inappropriate (such as sweatsuits, shorts, and jeans) and any special requirements for employees who deal with the public.

3. Communicate the policy. Use employee handbooks or memos to alert employees to the new policy, any revisions, and the penalties for noncompliance. In addition, explain the policy to job candidates.

4. Apply the dress code policy uniformly to all employees. This can prevent claims that the policy adversely affects women or minorities. However, you may have to make exceptions if required by law. (See next suggestion.)

5. Make reasonable accommodation when the situation requires an exception. Be prepared to accommodate requests for religious practices and disabilities, such as head coverings and facial hair.

6. Apply consistent discipline for dress code violations. When disciplining violators, point out why their attire does not comply with the code and what they can do to comply.

Drug-Free Work Environment 

According to the U.S. Department of Labor, employers must maintain a drug-free work environment. The Virginia Department of Human Resource Management explains that the use or possession of drugs and alcohol at work can have a negative impact on the work environment. For instance, mood altering substances can cause workplace conflicts amongst employees, prevent employees from performing at an optimal level, decrease productivity and create a health and safety risk for the whole environment. For this reason, human resource departments issue policies about maintaining a drug-free work environment. These policies will explain the consequences for being found under the influence of substances or having substances in an employee's possession while at work.