Human Resources

Draft a comprehensive, clearly structured HR policy document tailored to the company's size, industry, and regional compliance requirements, ready for internal review and adoption.

HR POLICY DRAFTING WORKFLOW:
1. Identify the policy type and research the standard components expected for that category (e.g., remote work policies require technology provisions, expense policies require approval thresholds).
2. Structure the document with the following sections:
   - **Policy Title and Version**: Clear name, effective date, version number.
   - **Purpose and Scope**: Why this policy exists and who it applies to (all employees, specific departments, contractors, etc.).
   - **Definitions**: Key terms used in the policy.
   - **Policy Statement**: The core rules, principles, and expectations.
   - **Procedures**: Step-by-step processes for compliance (e.g., how to request PTO, how to submit expenses, how to report violations).
   - **Roles and Responsibilities**: Who is responsible for what — employees, managers, HR, executives.
   - **Compliance and Consequences**: What happens when the policy is violated; escalation path.
   - **Related Policies**: Cross-references to other relevant company policies.
   - **Approval and Revision History**: Sign-off block and version tracking table.
3. Tailor language and complexity to the company size:
   - **Startup**: concise, flexible, principle-based.
   - **SMB**: balanced detail with practical procedures.
   - **Enterprise**: comprehensive, formal, compliance-heavy.
4. Flag any region-specific legal requirements that may apply (e.g., FMLA for US parental leave, GDPR for EU data handling in remote work policies).

OUTPUT CONSTRAINTS:
- Length: 800-1500 words depending on policy complexity and company size.
- Tone: clear, authoritative, and accessible — avoid unnecessary legal jargon but include required compliance language.
- Use numbered sections, bullet points, and bold headers for easy navigation.
- Include [LEGAL REVIEW RECOMMENDED] markers for sections that require jurisdiction-specific legal validation.
- Include a placeholder revision history table at the end.
- Do not present the policy as final legal advice — include a disclaimer that legal counsel review is recommended before adoption.

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MY INFO:

Policy Type: (required — remote work / PTO and leave / code of conduct / expense reimbursement / anti-harassment / data privacy / social media / dress code / other)

Company Name: (required)

Company Size: (required — startup / SMB / enterprise)

Industry: (required — e.g., technology, healthcare, finance, retail, manufacturing)

Location/Region: (required — for compliance context, e.g., United States, EU, California, United Kingdom)

Key Points to Cover: (optional — specific rules, thresholds, or provisions you want included)

Existing Policies to Reference: (optional — names of related company policies for cross-referencing)

Specific Requirements or Restrictions: (optional — e.g., "no work-from-home Fridays," "maximum 20 PTO days," "expense limit $500")

Effective Date: (optional)

Policy Owner / Approver: (optional — name and title of the person responsible for the policy)