Hello,
Here are some of the most important tips:-

1.Think ahead. Establish policies before you need them. Doing so helps avert crises and awkward situations, and helps solve problems before they arise.

2.Determine what policies you need. Some you’ll want early in your business include a mission statement, as well as compensation, performance evaluation and employee policies.

3.Get input from key employees, as well as from members of your advisory board, your board of directors, and/or your professional advisors and consultants.

4.Communicate policies to everyone in your business.

5.Review policies on a regular basis—once a year, for example—and revise them as necessary.

Hello
You want to have the necessary policies and procedures to ensure a safe, organized, convivial, empowering, nondiscriminatory work place. Yet, you do not want to write a policy for every exception to accepted and expected behavior. Policy development is for the many employees not for the few exceptions.

Consequently, you do not want to create policies for every contingency, thus allowing very little management latitude in addressing individual employee needs. Conversely, you want to have needed policies, so that employees never feel as if they reside in a free-for-all environment of favoritism and unfair treatment. These ten steps will take you from determining the need for a policy through distributing and integrating a policy.
Check Out These Guidelines to See if a Policy Is Needed

For each of the reasons provided about why a policy might be necessary, I have provided examples of the policies that might fall into that category of need for a policy. A policy is necessary:

* if the actions of employees indicate confusion about the most appropriate way to behave (dress codes, email and Internet policies, cell phone use),

* if guidance is needed about the most suitable way to handle various situations (standards of conduct, travel expenditures, purchase of company merchandise),

* when needed to protect the company legally (consistent investigation of charges of harassment, non-discriminatory hiring and promotion),

* to keep the company in compliance with governmental policies and laws (FMLA, ADA, EEOC, minimum wage),

* to establish consistent work standards, rules, and regulations (progressive discipline, safety rules, break rules, smoking rules)

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