Personnel policies and procedures for nonprofit organizations


Every nonprofit organization should have personnel policies and procedures, as well as regular policies and procedures. Rules state what the organization believes in and supports, and reflect the laws they need to follow. Procedures are steps or actions to be taken to support a policy. For example, a policy institute could be to provide equal employment opportunities for all individuals. A method to support this strategy was that all job announcements made clear that the institution is an equal opportunity employer and provides reasonable accommodations if desired.

The following is a list of personnel policies and procedures that all nonprofit organizations should have in place. Please note that this list is not exhaustive, some organizations may have policies and procedures not mentioned below.

1. Equal employment opportunities – provides equal opportunities to employment for all persons, regardless of gender, age, nationality, race, religion, disability, gender choices, etc.

2. Discrimination -. Avoid discrimination based on gender, age, ethnicity, race, religion, disability, gender selection, etc., when it comes to hiring, promotion and other employment related activities

3. Sexual harassment -. Describes what sexual harassment is, it will not be tolerated and how sexual harassment allegations will be handled

4. Alcohol and drug work – says workplace alcohol and drug-free and what will happen if workers break this rule. This strategy can also address smoking in the building and on the premises.

5. Recruitment -. Tells how the agency will hire employees, including resources to be used, how long the job notice will be posted and how the program / return will go

6. Sign strategy / background check – explains the hiring process, including references check, background check, what types of documents the employee must submit for employment, sign the contract, etc.

7. Orientation -. Says the employee is required to complete orientation programs and the area includes strategic

8. Probationary period -. Says what probation is, how long it will last, and what will happen at the end of the season (against permanent termination)

9. Training -. Say what types of training organization provides training and if necessary

10. Performance -. Say when and how performance evaluation is carried out and by whom, and what the assessment will be based on, and the food will be placed in the personnel folder employee

11. Employee conduct – tells how employees should conduct themselves in the workplace. These types of policies generally deal work ethics (for example, show up for work on time), professionalism, organization dress code, cell phone, etc.

12. Penalties – State concluded action may result in disciplinary action, the steps involved in disciplining an employee, and how sanctions will be solved

13 .. Appeals – State employee may refer decisions issues and steps involved in the appeals process

14 .. grievances – tells how an employee can file a grievance and how the grievance will be handled

15 .. Termination – says the reasons for the dismissal and how layoffs will be handled and documented

16 .. Vacation, sick leave, and PTO (personal vacation) – tells how much time employees collect in these areas per year, when and how this time can be used, and if this time can be carried over in subsequent years

17. Working hours and holidays – says the hours employees work, including lunches and breaks; vacation from their; and whether or not the holidays are paid holidays.

18 Maternity leave, military leave, jury duty, and FMLA – defines the parameters for a license in these areas, if applicable

19 .. Insurance – State types of insurance the employer provides; the employer’s contribution, if applicable; and what types of insurance worker can buy.

20. Whistleblower – says an employee can report unethical or illegal practices or violations without repercussion

21 .. customer service / communication – describes the organization’s commitment to customer service, what it is, how it expects its employees to handle and work with customers and how customer complaints are handled and addressed

22 .. Handling and use of office equipment and supplies, including personal use – states made devices and are available for use, how they should be used, and that equipment and supplies are owned by the agency and are not available for personal use. These types of policies are generally appropriate use of email and the Internet.

23 Personnel Files – State documents should be included in the personnel file

24 .. Preservation – says the importance of staff retention and what steps the organization will take to keep their employees

25 .. Paycheck -. Say when and how will be paid

It’s a good idea to review the staff rules and procedures at least annually, as employment law and practice change. You need to ensure that you have appropriate policies and procedures, and that they are now. This will help to protect yourself, your employees and your business.

Copyright 2010 © Sharon L. Mikrut, All rights reserved.


Leave a Reply

Your email address will not be published. Required fields are marked *