What is the difference between practice and policy

Take email for example. A practice might be to check email on an intermittent basis. We reserve the right to monitor email if we consider it appropriate to do so.

Management has to follow the policies they set up. If the policies are not consistently applied, an issue of favoritism or discrimination can be created. In addition to the legal ramifications, the more management systematizes its behaviors and expectations, the more predictability and comfort is provided to employees. If there are no systems in place, then management and employees must rely on mood and attitude.

If good people are using good systems, then the results will always be good. If good people are using mediocre systems, or the reverse and mediocre people are using good systems, there may be frustrations, but results will still usually be good.

However, if mediocre people are using mediocre systems, the results will usually be mediocre. It is systematized to the maximum. You can always count on the product being good whether it is produced in the Midwest, the Northeast or in the Orient. By clicking sign up, you agree to receive emails from Safeopedia and agree to our Terms of Use and Privacy Policy. Codes of practice are guidelines and rules that employers are expected to implement in the workplace.

Legislation, on the other hand, refers not to suggestions or recommendations but laws that must be followed. Legislation is enacted by a legislative body and applies to all citizens of the jurisdiction in which it was enacted. Health and safety legislation is geared specifically to protect workers and the public by controlling the risks of injury and illness that could occur in the workplace. Workplaces and organizations that breach these health and safety standards are liable to prosecution by concerned authorities.

Three agencies of the U. Department of Labor are responsible for the administration and enforcement of laws enacted to protect the health and safety of workers:. According to the International Labor Organization :.

Legislation applies to all businesses, regardless of its size or number of employees. Self-employed workers and owners also fall under the purview of safety legislation. Codes of practice are guidelines and rules that members of a profession, trade, occupation, organization, or union are expected to adhere to.

For example, harassment, bullying, and anti-discrimination should be governed by policies instead of guidelines. Policies give leaders more power to investigate and discipline unacceptable behavior. Some organizational structures and personalities are more conducive to formal policies, while some can be better run with guidelines. In more formal or traditional organizations, policies are generally expected and accepted for things to run smoothly.

But in less traditional and more modern businesses, policies could slow things down or go ignored. Some organizations, such as a small business, may be more relaxed when it comes to policies and guidelines. They may only have a few formal, mandatory policies in the highest-risk areas and let guidelines govern other areas. But organizations in highly-regulated industries, such as banking, finance, insurance, and healthcare, must have enforceable policies so they can manage risks and protect themselves against litigation and regulatory fines.

Small- and medium-sized businesses may only need guidelines to operate effectively, because they're more flexible. An organization can pivot and adjust on the fly, without a committee and formal review to put a new guideline into action, or make changes to existing ones. Larger, more complex organizations typically need formal policies. They set the standard for success, spell out the executive vision, and steer companies like ships, especially those held to external standards by industry or government regulations, an accrediting body, or a board of directors.

In spite of the differences between guidelines versus policies, the implementation process is very similar for both. The biggest difference in implementing guidelines versus policies is that you'll want your employees to acknowledge and sign off on the policies. Since policies are mandatory, employee signatures serve as a record that they are aware of the requirements. Both guidelines and policies should use clear language. They should avoid technical jargon and formal phrasing. They need to be written as simply and plainly as they can, without trying to "sound smart.

Utilizing convoluted phraseology will often serve as an impediment to the comprehension of your policies. The employees who will be doing the job need to be able to understand the expectations and guidelines. You don't want there to be any question or room for interpretation.

You'll also want to explain the difference between a policy versus a guideline versus a standard. Policies, guidelines, standards, and procedures help employees do their jobs well.

But it only helps when they can find the information they need whenever, wherever they need it. Your various documents should be easily accessible and searchable so they can use them as needed. People shouldn't have to go digging for a printed copy of the employee handbook they received on their first day, especially if they work out in the field or don't have an office or desk.

Policy management software like PowerDMS' can help your employees access the policies, guidelines, and standards they need in one secure, centralized location. Employees can sign in to PowerDMS on any laptop, tablet, or phone and find the policies or guidelines they need. You can learn more about how to do that by requesting a free demo of our product. You can also visit our blog for more information, such as what's a policy versus a procedure?

Related Article. Most Read. How does your organization compare? Get your copy today. More info. A policy is typically an internal organisational decision that aids how it functions. A policy is a formal statement of a principle that should be followed by its intended audience. Each policy should address an important issue concerning the achievement of the overall purpose of the organisation.

So a policy on health and safety in the workplace addresses the relevance of safety to the enterprise and to whom the principles apply. The policy must link with the strategic objectives such as improved service quality, reduced costs and fewer injuries.

Lewis S. When people talk about a policy they are really referring to a policy instrument — a grouping of policy statements that relate to one another and are aimed at a specific audience. When talking about policies, be conscious of the different aspects because, otherwise, it gets confusing. The King Code deals extensively with a governing body setting policy. A governing body:. We should draft policies with a particular audience in mind and use language that the audience will understand.

People often couple policies with procedures, guidelines and standards leading to a policy that is either incoherent or not suitable for its intended purposes. You can read more about the characteristics of good policies. In this example, the decision from the governing body is that legal services review third party contracts.

This means that no other department in the organisation has permission to review third-party contracts other than legal services. A procedure provides detailed mandatory steps sometimes in the form of a checklist someone needs to follow to achieve a recurring task or comply with a policy. These procedures can include step by step instructions or statements telling you where something needs to go.