Welcome to the IPMA-HR HR Resources page, designed to give our public sector HR professional members quick and easy access to critical, time-saving “best practices” and peer-provided solutions specific to their own challenges. These resources keep our members current on trends and developments within the profession. HR Resources provides quick and easy access to sample policies and RFPs to help solve unique challenges within human resources.

Members can now earn points toward recertification by submitting policies and programs for inclusion in the database. Qualified members will receive one point per submission per year, for a maximum of three points toward recertification.

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Policy Topics

  • Nutrition Policy

    Hennepin County, MN

    As the County strives to be a healthy place for individuals to live, work, and play, it is imperative that healthy choices are available to support this vision. As a County, we want to ensure that we support healthy offerings for both our staff and our residents, as a means to reduce negative health impacts.

    Unhealthy foods have been found to increase the risk of obesity, heart disease, and diabetes. Although positive changes have been made over the years, food currently available in vending machines, offered or sold at county-sponsored events does not always include healthy options. This policy will promote an awareness regarding the benefits of good nutrition and create a positive environment to foster healthy eating choices. 

    • Health
    • Topics
    • Policies
  • Personnel Manual

    Kansas City, Missouri

    This Manual is an outline of the basic personnel policies, practices and procedures of the Housing Authority.  This Manual is not intended to and does not alter the employment-at-will relationship of any of the Authority’s employees in any way.

    • Personnel Policies
    • Policies
  • Whistleblower Policy

    Charles County, MD

    Charles County Government is committed to ethical standards of conduct.  This policy provides an avenue for employees to raise concerns regarding fraud, waste, and abuse, as well as reassurance they will be protected from reprisals for reporting, in good faith, possible misuse of County funds or resources.

    • Conflicts
    • Topics
    • Whistleblower Protection
    • Policies
    • Legal Topics
  • Charles County - Whistleblower Policy

    Charles County Government is committed to ethical standards of conduct.  This policy provides an avenue for employees to raise concerns regarding fraud, waste, and abuse, as well as reassurance they will be protected from reprisals for reporting, in good faith, possible misuse of County funds or resources. 

    • Topics
    • Whistleblower Protection
    • Policies
    • Legal Topics
  • Charles County - Sample Departmental Compensatory Time Policy

    Effective January 1, 2011, non-exempt employees of the [insert Department or Office] will be required to use accrued compensatory leave for the first three days of any unscheduled approved absences regardless of whether their absence qualifies for the use of accrued sick leave, annual leave or any other accrued leave available to the employee.  Unscheduled absences eligible for bereavement leave, County authorized administrative leave or related to work place injuries will not be required to use accrued compensatory leave.

    • Compensation
    • Topics
    • Policies
    • Compensatory Time Policy
  • Cecil County - Tobacco Free Workplace Policy

    Cecil County Government is committed to establishing and maintaining the safest possible environment for its employees and citizens.  As part of this commitment, Cecil County Government property (including owned, leased, or operated property as well as vehicles) will be tobacco-free.  This policy is established to minimize adverse effects of tobacco to employees, visitors, volunteers, and citizens and reduce risk of fire, promote health and serve as a community role model, eliminate second hand smoke, enhance employee productivity and reduce healthcare costs.

    • Policies
    • Topics
  • City of Lansing Pandemic Policy

    1. To provide policy guidance that ensures continuity of government operations during an extended pandemic.
    2. To support community wide measures to combat the pandemic while providing essential City services.
    3. To support City employees as they face personal and family needs as well as public service responsibilities.

    • Health Topics
    • Pandemic Policy
    • Policies
  • Sample Departmental Compensatory Time Policy

    Effective January 1, 2011, non-exempt employees of the [insert Department or Office] will be required to use accrued compensatory leave for the first three days of any unscheduled approved absences regardless of whether their absence qualifies for the use of accrued sick leave, annual leave or any other accrued leave available to the employee.  Unscheduled absences eligible for bereavement leave, County authorized administrative leave or related to work place injuries will not be required to use accrued compensatory leave.

    • Personnel
    • Topics
    • Retention Topics
    • Policies
    • Compensation Strategies
  • Court Policies

    Employees are expected to read, understand and follow the policies and procedures set forth in this handbook. The policies and procedures of this manual are designed to promote the following:

    1. Consistent practices which support the fair treatment of all employees.
    2. High level of accomplishment and accountability from every employee.
    3. Amicable working relationships among all employees.
    4. Ethical and responsible conduct on the part of all employees.
    5. Courteous, dependable, and professional service to the public.

    • Topics
    • Policies
    • Personnel Topics
    • Court Policies
  • Return to Work Light Duty Policy

    City of Lansing, KS

    The City of Lansing considers employees its most valuable asset.  Therefore, it is the policy of the City to encourage employees to return to work following an injury or illness as soon as authorized by a health care provider. In the event an employee cannot return to work without restrictions, the City may make available, within the limitations of this policy, modified work assignments that accommodate the work restrictions ordered by the health care provider.

    • Light Duty
    • Policies
    • Retention Topics
  • City of Suffolk - Recruitment and Selection Policy and Procedures

    Purpose: To select and appoint employees with appropriate skills and experience through a uniform selection process.

    • Hiring
    • Topics
    • Recruitment and Selection
    • Policies
    • Hiring Topics
  • Charles County - Theft Policy

    The County has executed a policy to deal proactively with incidents of employee theft as they arise.

    • Legal
    • Conflicts
    • Topics
    • Theft Policy
    • Policies
    • Personnel Topics
  • Wayne County Airport Authority: New Employee Relocation Program

    NEW EMPLOYEE RELOCATION PROGRAM The Wayne County Airport Authority (“WCAA”) recognizes that in order to attract the best qualified employees, it is sometimes appropriate to pay the moving expenses of new employees relocating to the metropolitan Detroit area. To accommodate these arrangements, the WCAA New Employee Relocation Program (“Program”) is developed related to the payment of relocation expenses. Expenses are expected to be reasonable and within approved departmental budgets. All expenditures will comply with current applicable regulations. Expenses are subject to the limitations contained in this Program. 

    • Policies
    • Relocation Policy
    • Travel Topics
  • Relocation Program

    NEW EMPLOYEE RELOCATION PROGRAM The Wayne County Airport Authority (“WCAA”) recognizes that in order to attract the best qualified employees, it is sometimes appropriate to pay the moving expenses of new employees relocating to the metropolitan Detroit area. To accommodate these arrangements, the WCAA New Employee Relocation Program (“Program”) is developed related to the payment of relocation expenses. Expenses are expected to be reasonable and within approved departmental budgets. All expenditures will comply with current applicable regulations. Expenses are subject to the limitations contained in this Program.

    • Compensation
    • Personnel
    • Hiring
    • Topics
    • Travel Topics
    • Relocation Policy
    • Policies
  • Extended Periods of Leave without Pay Policy

    State of Tennessee

    Employees in a leave without pay status who are unable to return to work because they are no longer able to perform the essential functions of their positions may not continue in a leave without pay status for more than one (1) year. Specifically, these are employees who have exhausted all other available options, including their annual, sick and compensatory leave balances, the protection offered in accordance with the Family and Medical Leave Act, Sick Leave Bank grants, sick leave transfer, worker's compensation and reasonable accommodations offered under the Americans with Disabilities Act Amendments Act (ADAA). These employees may not have been released from their doctors to return to work, or may have been released with limitations that prevent them from performing the essential job functions.

    • Topics
    • Policies
    • Leave
  • Telework Policy

    State of Tennessee

    A flexible workplace program [herein after "Telework"] provides employees the opportunity to work at a place other than the regularly assigned duty station such as satellite locations or their residences. Telework is a work arrangement that is discretionary on the part of management, and voluntary on the part of the employee. Participation in Telework is NOT an employee right or entitlement. There are two types of Telework arrangements within the State of Tennessee Executive Branch [State]:

    • Policies
    • Retention Topics
    • Telecommuting
  • State of Tennessee Department of Human Resources: Reduction in Force Severance Benefit Package

    Upon allocation by the General Assembly in the annual appropriations bill, qualifying employees who are separated due to a reduction in force (RIF) shall receive  a severance benefits package.

    • Layoffs, RIFs & Furloughs
    • Policies
    • Termination Topics
  • Political Activity by State Employees Policy

    State of Tennessee

    Political activity by state employees is regulated by the following three (3) statutes:

    1. The Little Hatch Act
    2. Tennessee Code Annotated 8-30-306
    3. Title 5, United States Code Annotated 1501-1508

    • Conflicts
    • Topics
    • Political Activity
    • Policies
    • Conflict Topics
  • Operation of Motor Vehicles by State Employees

    State of Tennessee

    State employees who are required to drive state-owned and/or personally-owned vehicles, or who elect to participate in the WeCar/Enterprise Program, in the course of their employment in order to perform official state functions shall do so legally, safely, and defensively. In addition, state-owned vehicles shall be operated in compliance with the policies of the Motor Vehicle Management Division in the Department of General Services and by any terms and conditions established by the WeCar/Enterprise Program. Employees are required at all times to comply with any and all laws when operating any motor vehicle on official state business. 

    • Driving
    • Policies
    • Travel Topics
  • State of Tennessee Department of Human Resources: Reinstatement of Sick Leave

    Sick Leave Reinstatement

    • Policies
    • Reinstatement of Sick Leave
    • Retention Topics