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House Rules and Employee Handbook
This guide addresses the importance of policies and procedures in the employment relationship to guide both the employer and employees on all matters arising out of that employment.
Throughout the A-Z Guide you will read about the importance of policies and procedures in the employment relationship to guide both the employer and employees on all matters arising out of that employment. These documents should be living documents; they should be reviewed and updated regularly. Depending on the size of your organisation it is advisable to review on an annual basis to keep up with any changes in the workplace, the law, and technology.
Your policies and procedures should be responsive to changes in the make-up of your workforce; changes to an organisation’s size, focus, skill level, labour pool, or location may have an impact on your polices that renders ridiculous what was once routine.
How you decide on your policies will be dependent a range of factors including the status of those policies expressed in your employment agreements. However, where your policies affect rights and obligations it is recommended that you regard those policies as contractually binding and changeable only after there has been consultation with your employees.
In order for your policies to be effective, everyone who is bound by them must know about them and be able to refer to them for specific guidance when it is required. These should be discussed during the induction process so that the employees understand what is expected from the beginning of employment relationships and that it referred to as necessary so that their significance remains clear.
Your policies and procedures should be:
Accessible – for every employee at any time and in language that is understood
Appropriate – every workplace should design their own policies to suit and fit
Acceptable – oppressive, harsh or unfair policies will not work
Applied – failure to apply fairly and consistently could compromise your reliance on it later
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