GUJARAT MULKI SEVA RULES 9 PART
Gujarat Mulki Seva -All Rules Total 9 Part for All Goverment Employee
Don’t think you need to hassle with creating a strong employee handbook? Think again.
As your business grows, an employee handbook is a manual for what your employees can expect from your company and what your company expects from them. So, unless you’re your business’s sole employee – or you’re running a family business with only you, your sister and cousin as employees – you need an employee handbook.
Not having clear employee policies can mean big problems. Employees often look for loopholes when they try to justify behavior outside your expectations, and they look to your employee handbook to find them. Your employee handbook should provide guidance to reinforce your policies.
As you begin writing, or updating, your employee handbook, keep it simple, straightforward and relevant to your particular business. Outline the policies that affect your employees.
Here are six areas that can help you kick-start a strong employee handbook.
1. Code of conduct
Your business’s code of conduct is the first place employees should look when they have questions about ethics and compliance. It’s a roadmap of how they should act, and it speaks to your company culture.
Some of the basic information you’ll want to include in your code of conduct includes:
- Code of ethics
- Dress code and grooming standards
- Workplace safety
- Attendance requirements
Spell it all out for your employees. Set expectations and establish the consequences for not meeting those expectations.
For example, if an employee is consistently late to work, you should be able to refer them to their handbook for specifics on their working hours, as well as the protocol you determine for excessive tardiness. Or, if male employees are expected to wear suits and ties, but a rogue employee insists on foregoing the tie, how willing are you to relax some rules?
Maybe you could offer casual Fridays as a compromise. Whatever you decide, you’ll set you and your staff up for success by including this information in your employee handbook.
2. Communications policy
A clear communications policy may have been optional in the past, but it’s more important than ever in the current technological environment.
Do you provide your employees with laptops, cell phones and other devices? Do you really know how those devices are being used? How often are your employees using company equipment to surf the net, make personal phone calls, store photos, text friends or post on social media?
Your communications policy should explicitly state your expectations of appropriate use of devices and behavior on those devices. Employees should have a clear understanding that when they use company equipment, they’re acting as a representative of your company. Tell them, for example, that sending bullying texts to someone on company equipment can get them fired.
Make sure they understand that other company policies, such as anti-discrimination, anti-harassment and ethics policies extend to all forms of communication and all devices.
3. Nondiscrimination policy
This is a must for any strong employee handbook. You want employees to know that your organization will not tolerate discrimination or harassment in any way, shape or form.
State and federal legislation brought on by the civil rights movement of the 1960s protects employees from discrimination based on factors not directly related to the quality of their work. These include but are not limited to:
- Age
- Race/color
- Religion
- Pregnancy
- Disability
Laws prohibiting discrimination are enforced by the Equal Employment Opportunity Commission.
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