The internal regulations of the company are writings that define the rules of behavior within the company. They also set the procedures that must be adhered to by employees in the company.
It can tackle an array of issues. Its primary goal is to promote the running of the company smoothly, the health and happiness of all managers and employees, and adherence to labor norms.
In fact, it is important to emphasize that although the company can develop its own regulations, they must still be limited by labor laws , as well as standards arising from Collective Labor Agreements and other negotiations.
Furthermore, it is possible that it may create complementary rules to these pre-existing ones. This is the case, for example, of companies that offer corporate benefits that exceed those required by law.
This is also the case for regulations that provide information on how to comply with certain labor obligations. For example, clocking in before changing uniforms or how to use protective equipment, as well as its storage, etc.
In short, the company’s internal regulations establish rules that apply to that specific work environment. They provide for actions, conduct, procedures to be followed in certain situations, and the like.
What can corporate internal regulations create rules about?
Internal company regulations have the ability to establish norms on various aspects of the work environment as well as on the relationship between employees and the company.
After all, it is a type of user guide for workers in different fields. As such, it needs to have effective information for their behavior. All of this makes it beneficial for the organizational culture as well as for encouraging corporate values.
These are issues that can be addressed by the company’s internal regulations:
- Working hours : the regulations may define entry and exit times, rest and meal breaks, as well as policies related to overtime and remote work, timekeeping and how to do so;
- Dress and appearance : determines the appropriate dress standards for the work environment, including dress codes for different occasions and functions, when applicable;
- Use of equipment and resources : rules for the appropriate use of equipment, tools, computers, information systems and other resources made available by the company;
- Occupational safety : establishes safety and accident prevention procedures, such as the use of personal protective equipment (PPE) and emergency measures;
- Professional conduct : provides guidelines on professional ethics, respect in the workplace, internal communication, treatment of clients and colleagues, etc.;
- Human resources policies : defines the policies applicable to recruitment, selection, hiring, promotion, performance evaluation, benefits, licenses, absences and dismissals;
- Internal complaints and conduct investigations: determines how they should be investigated and the procedures applicable in this case;
- Application of penalties: determines situations that generate warnings or suspensions, as well as how the analysis should occur, possibilities of defense for the employee, etc.
How to create a company’s internal regulations?
Drafting a company’s internal regulations requires care, attention to detail and consideration of the specific needs of the company and its employees. Not to mention the analysis of labor laws and collective bargaining rules , which act as constraints.
The work of creating a regulation is strenuous. There are various elements that need to be taken into account. Furthermore, there are various stakeholders that will be affected by the provisions therein.
Above all, rules must make sense, be compatible with the law and truly help employees perform their tasks. They should not create more obstacles, but rather work to guide actions and decisions.
Below, check out the steps for creating well-structured internal business regulations that will truly have a positive impact on your company.
Company needs assessment
First of all, developing internal regulations for a company necessarily requires a detailed analysis of its needs. Not only that, but also its characteristics and objectives.
In addition, it is necessary to understand the limits imposed by law. For example, there is no point in having a greater need for labor and increasing the daily working hours beyond what is permitted by labor law.
Therefore, based on this detailed analysis, it is up to the developers of the regulation to identify which topics need to be addressed in the internal regulation.
Consultation and participation of employees
After writing the draft, try to share it with your collaborators. Make it clear that it is not yet a definitive standard, as it is still under analysis.
Invite your teams to give their opinions on the material presented and also to make suggestions, if they have any. Also, be open to reviewing rules that are seen as harmful by employees.
Disclosure of rules and team training
After the regulation has been approved and adapted in accordance with suggestions made and accepted by the company, the rules must be published. This must be done for all departments and employees.
Furthermore, it is important to have someone available to help with any questions regarding the rules or ways to implement them. Likewise, it is essential that employees undergo training and have access to the rules whenever they want.