List and define five policies important to include in the personnel manual

What will be an ideal response?

Any five of the following:
• Evaluation process—How often will employee evaluations occur? What information are employees required to provide before evaluations? Are pay raises associated with evaluations?
• Absentee policies—Whom should employees call in the event they must miss work? Are employees responsible for finding replacements when they must miss work? Are doctors' notes required in the event of illness?
• Confidentiality policy—What are the penalties for violating patient confidentiality? What constitutes a violation of patient confidentiality? How does the office require certain situations be handled, such as calling out the patient's name in the reception room?
• Continuing education requirements—Does the office require written verification of attendance or completion of continuing education? Does the office require more hours of continuing education than the employee needs for recertification/relicensure? Does the office require certain types of continuing education, such as clinical or administrative? Are all members of the staff required to have basic life support training?
• Grievance procedures—How should employees handle situations in which they disagree with their supervisors?
• Orientation process—What are employees responsible for during orientation? Whom do employees answer to during orientation? How long does orientation last?
• Parking—Are employees required to park in certain areas? Are employees required to pay for their own parking? Are there incentives for employees who carpool or take public transportation?
• Pay—What is the starting rate of pay? At what point are pay increases possible?
• Health and dental benefits—Are health and dental benefits available? At what point are employees eligible for these plans? Are employees able to add coverage for their spouses/children? Where can employees find information on benefits?
• Staff meetings—How often are staff meetings held? Are staff meetings compulsory? Where are staff meetings held? What type of information should employees bring to staff meetings?
• Paid time off—Are employees eligible for paid time off? How should time off requests be handled? How far in advance should requests for time off be submitted?
• Holiday compensation—Are employees paid extra for working on holidays? If the office is closed on holidays, are employees compensated? How does the office manager determine which employees to schedule for holiday work?
• Sexual harassment—What constitutes sexual harassment? How should employees handle incidences of sexual harassment?
• Personal telephone use—Is personal use of office telephones permitted? Under what circumstances? What are the penalties for excessive personal telephone use?
• Personal computer use—Is personal use of the office computers permitted? Under what circumstances? What are the penalties for excessive personal computer use?
• Vacation days—Are employees eligible for paid or unpaid vacation days? At what intervals? How do employees request vacation days?
• Severe weather or power outage—What is the policy should severe weather prevent employees from traveling to the office? What is the policy should the office lose power?
• Emergency fire procedures—How are fire emergencies handled? Who is responsible for clearing patients from the office?
• Emergency procedures for patient accidental injury—How are patient injuries handled in the office? Under what circumstances are emergency personnel called to the office?
• Jury duty—How should employees notify the office of jury duty? Does the office pay employees during jury duty?
• Maternity leave—Employers with 50 or more employees must give employees up to 12 weeks off after the birth or adoption of a child under the Family Medical Leave Act. Will the employer offer any of that time paid? Is the employee able to use accrued vacation time for maternity leave? Are male employees able to take time off after the birth or adoption of a child?