When evaluating HR regulations, often, the emphasis is on new additions that can ease your management tasks. Sometimes, boosting your organization’s HR proficiency is about eliminating obsolete policies that no longer offer efficiency or effectiveness. While it’s impossible to remove all outdated policies from your system, it is possible to identify which ones are no longer relevant and eliminate them from the practice’s operations.
Here are three of the most common outdated HR policies that you should eliminate as soon as possible.
1. Eliminate Doctor’s Note Requirements for Sick Days
Historically, some companies have required proof of illness in the form of a doctor’s note. However, this outdated procedure may do more harm than it solves. Ordinary illnesses like colds or the flu do not always require a doctor’s visit. Of course, this doesn’t negate the need for extensive medical leave documentation, but for minor illnesses, trusting your employees should be the rule of thumb. Simplifying sick day policies can enhance employee trust and productivity in the long run.
BONUS TIP: Punitive sick day policies often include fines or docking of pay for employees who take time off for illness. Although these policies may seem like a good idea at first glance, they actually do more harm than good. When employees feel that their employer is treating them unfairly or punishing them for taking time off to recover from illness, they will be less likely to come in when they need it most—even if they are contagious!
2. Simplify the Hiring Process — Reduce Application Paperwork
As HR professionals, we must strike a balance between gathering necessary information from potential employees and ensuring a smooth application process. Streamlining your hiring process could significantly boost your chances of attracting top talent. Consider moving to online applications and focusing more on face-to-face interactions.
Reduce redundancy by creating one comprehensive form that covers all necessary information while still complying with essential new-hire paperwork needs.
BONUS TIP: As you consider how to attract top talent, remember that your audience is always on the go. With so many candidates using mobile devices and applications, it’s important to leverage technology in your recruiting efforts. Consider using an online job board or applicant tracking system (ATS) in order to connect with prospective employees more efficiently.
3. Eliminate Proof of Death for Bereavement Leave
In the face of personal loss, employees should not have to ‘prove’ their bereavement. Instead, promoting a culture of trust and empathy can enhance morale and respect among staff. Instead of forcing employees to provide proof of death, consider granting bereavement leave without requiring any documentation. You can also make it clear that the absence will not count against an employee’s PTO accrual or raise questions about their attendance record.
If there are genuine trust issues with an employee, there are likely better ways and other reasons to address this, rather than through a bereavement policy. If you do require documentation, it’s important to be clear about the process. Employees may have a lot of questions about how to provide proof and when they can expect to hear back from HR. It’s also important to let them know that this is not meant as an interrogation or investigation into their personal lives—it’s simply part of standard HR procedure.
Empower Your HR with Intuitive Practices
Revamping your HR tactics doesn’t always mean additional processes. It can also mean eliminating ones that do not serve your organization or appear archaic. As you reevaluate your policies, consider the ones that promote trust, empathy, efficiency, and productivity. Need help? HR for Health is here to assist, contact our HR specialists for comprehensive support tailored for your organization.
For more information on how to create a culture of trust in your organization, contact HR for Health. We are here to help you build an efficient and innovative workforce that thrives in today’s dynamic business environment.
