1. Policy on the Use of Firearms in the Workplace
Employers must safeguard employees’ safety in the face of all forms of workplace violence, including physical assault, harassment, intimidation, and even some unavoidable interruption. Addressing weapons and violence policies, which can be incorporated into your general harassment or safety policies or stated separately. Some issues to address in a workplace weapons policy include: Your weapons or any potential firearm in the workplace policy should comply with hr policy in Pakistan, which includes posting requirements and privacy laws; one must list specific examples of prohibited violent conduct, and responsibilities under your company’s violence-prevention strategic plan must be explained.
2. Policy for Distant Workers
Many modern organizations allow their employees to work remotely from home or another location other than the main office. Not all jobs and people, however, are well-suited to remote work. As a result, it is critical to establish your organization’s attitude on remote work.
Your remote employees’ policy should adhere to Pakistani HR policies, have a specific time and pay policy for remote workers, and state your right to terminate your capacity to work remotely at any moment.
3. Policy on Bring Your Own Device (BYOD)
As more employees continue to use their own devices for business, such as phones, laptops, and tablets, privacy and security concerns must be addressed. There are also fears that any personal belongings or equipment would be misplaced or stolen. Any modern company should have a policy regarding the usage of personal devices.
Your device policy should be in accordance with Pakistani HR policy, and a method for terminating recruitment should be established. Include any risks or obligations linked with using personal devices for commercial purposes.
4. Policy on Social Media
A social media policy can help to protect your company’s credibility. Despite its relatively recent nature, you should construct this policy so that it can survive review from your regional labor relations board.
The exact confidential information should list in your social media policy and procedure. That should never be shared, and the disciplinary actions for social media policy violations should be explained.
5. Policy on Alcohol
It is impossible to deny that expanding legislation legalizing alcohol regulations are becoming increasingly relevant in the modern workplace. When developing this strategy, keep in consideration Pakistan’s human resource policy for specific chemicals.
6. Reinvigorated Secret Policy
Broader policies that demand all information to keep confidential are no longer functional or productive. Because of the unpredictability of how information is shared, it is critical to be clear in your confidentiality and human resources policies and processes, eliminating any elements that a labor board may not consider private, such as pay and working conditions.