Developing a Workplace Policy

A workplace policy helps you to define how you will run your organisations day to day operations and the behaviour that is acceptable for employees and management. It also states what will happen if a worker does not adhere to the policies.

Policies help to guide businesses and assure that they are complying with legislation, regulation and codes of practice. When developing a policy it is important that it is easy to comprehend - written in plain English with reasonable expectations and that everyone understands the consequences of not complying.

A good workplace policy should provide a statement of purpose and guidelines on how to achieve this purpose. Research what a good policy looks like and how other businesses have done their workplace policies to see if you can use some of their information in your workplace policies.

Here are some questions to help you to be sure that you have not left anything out of you workplace policy:

1. What is the purpose of the policy?
2. What is the range of the policy? What activities are included in it and who does it apply to?
3. Are there any related policies or procedures that exist or are being developed? 
4. What is considered acceptable behaviour under the policy? Can you include any examples?
5. What behaviour is considered unacceptable under the policy?
6. Is any behaviour relating to the policy against the law? If it is make sure to reference any related legislation and make it known that legal action could be taken against any employee who participates in this kind of behaviour.
7. What disciplinary action or performance management procedures will be enforced if an employee breaches the policy? A Disciplinary Policy is very important as it outlines what processes an employer will take in issuing a formal warning to staff members, or in terminating employment. For example, if you have a policy relating to punctuality, you may need to include a procedure outlining what to do if the employee is going to be late.
8. Who should be contacted by employees with enquiries or complaints regarding the policy?
9. Who has authorised the development of the policy?
10. Are there any circumstances in which it will not be possible to follow the policy – if so, how will you respond? 

It is essential to have the co-operation of your committee, managers and executives when making any workplace policy. If corrective action must be taken, everyone should agree on what will happen next.