Issued by: The HEAL FOUNDATION
Effective from: 01/04/2025
Contact docarun2@gmail.com
The purpose of this Human Resources (HR) Policy is to establish clear and consistent guidelines for managing employees and volunteers at The HEAL FOUNDATION. The policy seeks to foster a safe, respectful, and productive work environment that aligns with the organization’s mission and values.
This policy applies to all employees, volunteers, consultants, and contractors of The HEAL FOUNDATION. It governs recruitment, employee rights, compensation, benefits, performance management, and adherence to legal and ethical obligations.
3. Equal Employment Opportunity (EEO)
The HEAL FOUNDATION is dedicated to promoting diversity and inclusion in the workplace. Equal employment opportunities are provided regardless of race, religion, gender, age, disability, sexual orientation, or any other legally protected status. Discrimination or harassment in any form is strictly prohibited.
4.1 Job Posting and Advertising
All job openings will be posted internally and externally to ensure transparency and equal opportunity. Vacancies will be advertised on the organization’s website and other appropriate platforms.
4.2 Selection Process
Candidates will be evaluated on their qualifications, experience, and alignment with the organization’s mission and values. The selection process may include interviews, assessments, and reference checks.
4.3 Employment Categories
- Full-Time Employees: Work a standard 45-hour week and are eligible for all employee benefits.
- Part-Time Employees: Work fewer hours than full-time employees and may receive limited benefits.
- Temporary/Contract Employees: Appointed for specific projects or timeframes and typically not eligible for full benefits.
- Volunteers: Contribute their time and skills without financial compensation. Volunteers are expected to follow organizational policies, and their contributions are highly valued.
5.1 Compensation
Salaries and wages are determined based on role, qualifications, and the organization’s compensation structure. Pay adjustments may be based on performance, tenure, and organizational budget.
5.2 Payroll
Employees are paid monthly, with statutory deductions for taxes, benefits, and other applicable requirements as per law.
5.3 Benefits
Full-time employees are entitled to benefits such as health insurance and paid time off (PTO).
5.4 Volunteers
Volunteers are not financially compensated but may receive reimbursements for approved expenses such as travel or meals.
6.1 Annual Leave
Full-time employees are entitled to 12 days of annual leave per year. A maximum of 8 unused days may be carried forward to the following year. Annual leave can accumulate up to 30 days, beyond which additional days will lapse without compensation.
6.2 Sick Leave
Full-time employees are entitled to 12 days of paid sick leave annually. Unused sick leave cannot be carried forward unless specified otherwise.
6.3 Bereavement Leave
Employees may request bereavement leave in consultation with their supervisor and HR. The organization will provide appropriate support in such circumstances.
6.4 Unpaid Leave
Employees may apply for unpaid leave for personal reasons, subject to approval by their supervisor and HR.
7.1 Performance Appraisal
All employees will undergo an annual performance review to reflect on achievements, identify areas for growth, and set future goals.
7.2 Feedback
Managers are encouraged to provide ongoing feedback to help employees align with performance expectations and organizational goals.
7.3 Training and Development
The organization promotes continuous learning through workshops, training, and conferences. Employees are encouraged to seek opportunities that enhance their skills and contributions.
8.1 Professionalism
All staff and volunteers are expected to demonstrate professionalism, honesty, and integrity in their conduct.
8.2 Attendance and Punctuality
Regular attendance and punctuality are fundamental responsibilities. Unexcused absences or chronic tardiness may lead to disciplinary action.
8.3 Conflict of Interest
Employees must avoid conflicts between personal interests and organizational responsibilities. Potential conflicts must be disclosed to HR.
8.4 Confidentiality
Employees must safeguard confidential organizational and donor information. Confidentiality agreements may be required based on role sensitivity.
8.5 Use of Organizational Resources
Employees must use organizational resources responsibly and exclusively for work-related purposes.
9.1 Misconduct
Any misconduct, including policy violations or illegal activity, will be investigated and may result in disciplinary action.
9.2 Disciplinary Actions
Depending on the severity, actions may include verbal/written warnings, suspension, or termination.
9.3 Grievances
Employees should attempt to resolve concerns informally with their supervisor or HR. If unresolved, a formal grievance process will ensure fair and transparent review.
10.1 Resignation
Employees must provide one month’s written notice when resigning. The notice period may be waived at the organization’s discretion.
10.2 Termination by the Organization
Termination may occur due to poor performance, misconduct, redundancy, or other justifiable reasons. All dues will be settled after necessary clearances.
10.3 Exit Interview
Departing employees are encouraged to participate in an exit interview to provide feedback. Insights gained will guide organizational improvements.
11.1 Workplace Safety
The organization is committed to maintaining a safe work environment. Employees must follow safety protocols and report hazards immediately.
11.2 Wellness Initiatives
Employee well-being is supported through wellness programs, mental health resources, and work-life balance initiatives.
12. Policy Review and Amendments
The HR Department, in consultation with the Board of Directors, will review this policy annually or as needed. Updates will reflect legal changes, organizational development, and employee feedback.
Through adherence to this HR Policy, The HEAL Foundation strives to foster a positive, equitable, and high-performing workplace that reflects and advances its mission and core values.