In Hong Kong, there is no legal requirement for an employer to have a staff handbook or separate written policies. However, having policies in place, especially those recommended in the Codes of Practices published by the Equal Opportunities Commission, the Privacy Commissioner etc. will assist employers with fulfilling obligations and compliance. Having policies and/or a staff handbook in place will also ensure that employees are aware of the employer's expectations, define acceptable conduct in the workplace and set out standardised processes and procedures for dealing with employee-related matters as they arise. In some instances, putting in place a policy to guide workplace behaviour will assist the employer in defending any actions for vicarious liability.
In this session, we will be exploring the key policies that we would normally find in staff handbooks. We will also address the nature of such policies and how to reserve flexibility to vary or withdraw matters set out in the staff handbook and policies.
We hope you can join us for this event on 31 January and do please add the other dates to your diary with invitations to be sent a few weeks prior to each event.
15 March 2018: Wage/Remuneration issues
26 April 2018: Managing absence, with a focus upon sickness
The remainder of the series, with dates to be confirmed, will cover:
- Exiting poor performers
- Terminations – key issues
- Protecting Confidential Information and Intellectual Capital during and after employment
- Data privacy during the entire employment life
We have applied to the Law Society for CPD accreditation.