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3 HR Policies You Should Abolish Today

Posted by Giselle Solorzano on January 29, 2020

When researching HR policies, a lot of time is spent discussing what you can add to your practice to make your life easier. However, sometimes your practice’s HR issues can be improved upon by actually removing archaic processes which are no longer popular (primarily because they are not effective). Here are three policies that you should consider abolishing if you still use them in your practice or have them in your employee handbook.

1. Doctor's Note Policies 

If it has been your practice to request a doctor’s note when an employee takes a sick day, you should consider stopping this process. Many of the ailments which make someone miss work (a cold or even the flu) do not necessarily prompt one to visit the doctor. This does not mean that you don’t still need doctor-related communications for a full medical leave. But when it comes to sick days here and there, you should trust your employees to determine whether they are too sick to come to work without requiring a note proving that they went to the doctor.

2. Endless Application Paperwork

When it comes to hiring new employees, it makes sense for you to get a resume or a general application. But you should consider ways to make this process more user-friendly. Online applications are a great step, as is an increase in the amount of time you spend with applicants face-to-face. You can improve your chances of hiring the best employees if your application process is as smooth as possible. Reduce the number of times potential applicants need to repeat their personal information and job history by creating one form that covers all of the information you need. However, note that this advice is simply for those seeking employment, and does not refer to essential new-hire paperwork.

3. Proof of Death Policy

If your practice offers bereavement leave, consider not asking employees to provide a letter for this leave. If an employee loses a loved one, the last thing she should have to worry about is “proving” her loss. Even if you are incredulous, you will create additional problems with your staff if you are consistently giving the impression that you do not trust them. Also, remember that you should not request proof for bereavement leave from one employee if you do not request it from all of them. Generally speaking, if you do not trust one or all of your employees to be honest about taking bereavement leave, then there likely will be other opportunities to have a justifiable reason for termination. You can address staff issues in more productive ways.

 

Your HR policies can be thorough without including these three practices listed above. If you have questions about what should always be included in your policies, check out our essential HR policies or contact an HR specialist today to help you craft a set up that works for your practice!


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HR for Health is one of the nation’s leading Human Resources Management Systems (HRMS) used by small to mid-sized practices. HR for Health has provided the following complimentary articles to ensure you have a game plan when addressing complex HR matters.

 


 

Quick note: This is not to be taken as legal or HR advice. Since employment laws change over time and can vary by location and industry, consult a lawyer or HR expert for specific guidance. Learn about HR for Health's HR services

Topics: proof for bereavement leave, letter for bereavement, bereavement leave

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