hr-policy-handbook-builder

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name: hr-policy-handbook-builder
description: "Draft employee handbooks and HR policies: code of conduct, leave, remote work, disciplinary, grievance, anti-harassment, and IT policies — structured, jurisdiction-aware, and legally reviewable. Use when the user asks to write an employee handbook, HR policy, code of conduct, or standardize company policies."
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# HR Policy & Handbook Builder

## Purpose
Clear, enforceable, legally reviewable HR policies. Policies are company-specific and jurisdiction-specific — always flag for local legal counsel review before publication.

## Handbook architecture (standard chapters)
1. Welcome & company mission/values
2. Employment basics: contract types, probation, working hours, attendance
3. Compensation & benefits: pay cycles, overtime rules, benefits overview
4. Leave policies: annual, sick, parental, bereavement, Hajj/religious (where applicable), unpaid
5. Code of conduct: conflicts of interest, gifts, confidentiality, outside employment
6. Anti-harassment & anti-discrimination: definitions, reporting channels, non-retaliation
7. Disciplinary process: progressive discipline (verbal → written → final → termination), investigation rights
8. Grievance procedure: how to raise complaints, escalation, timelines
9. Health & safety
10. IT & data: acceptable use, security, monitoring disclosure, BYOD
11. Remote/hybrid work policy: eligibility, expectations, equipment, time zones
12. Termination & exit: notice, final settlement, references
13. Acknowledgment page (signed/digitally accepted — mandatory)

## Policy-writing rules
- One policy = purpose, scope, definitions, policy statements, procedures, responsibilities, related documents, version/date/owner.
- Plain language (grade ≤8). "Must" for obligations, "may" for discretion — never "should" for rules.
- Never copy-paste from another country/company: align each clause with local labor law (e.g. Saudi Labor Law & its Implementing Regulations for KSA entities — article references where relevant, verified current).
- Ambiguity kills enforceability: every rule needs who/what/when/consequence.
- Version control: owner, effective date, review cycle (annual), change log.

## Rollout process
Draft → legal review → leadership sign-off → employee communication (what changed & why) → acknowledgment collection → store in HRMS → annual review.

## Deliverables
- Full handbook (structured markdown/Word-ready)
- Single-policy template
- Policy inventory matrix (policy, owner, last review, legal basis)
- Employee acknowledgment form