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CHAPTER 7 EMPLOYEE RELATIONS

CHAPTER 7 EMPLOYEE RELATIONS. UNDERSTANDING EMPLOYEE RELATIONS. Good employee relations involve providing fair and consistent treatment to all employees To foster good employee relations, managers must listen to and understand what employees are saying and experiencing.

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CHAPTER 7 EMPLOYEE RELATIONS

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  1. CHAPTER 7EMPLOYEE RELATIONS

  2. UNDERSTANDING EMPLOYEE RELATIONS • Good employee relations involve providing fair and consistent treatment to all employees • To foster good employee relations, managers must listen to and understand what employees are saying and experiencing

  3. UNDERSTANDING EMPLOYEE RELATIONS • Effective employee relations require cooperation between managers and employee relations representatives • ERR will try to ensure that company policies and procedures are followed and advise both supervisors and employees on specific employee relations problems

  4. TRADE UNIONS • A group of seven or more workers can form a trade union • Application for registration with DG of Trade Unions • The application form must be signed by all members • Send together with the union’s constitution • The important criterion for a union to be registered is its intended member

  5. TRADE UNIONS • All workers above 16 years have the right to join an appropriate union • Workers between 16 and 21 have lesser rights to participate in union activities • Specified groups of workers are restricted from joining trade unions

  6. TYPES OF UNIONS • National and regional unions • In-house unions • Employer’s associations

  7. ROLE OF TRADE UNIONS • Protect their members’ right • Will take action to stop such unfair practices • Advise members on their right • Encouraging government to pass legislation • Introduce policies • Three-pronged approach: • Individual employers • National issues • Individual members

  8. COLLECTIVE BARGAINING • The process whereby employers and employees negotiate over the terms and conditions on employment • Union is required by law to gain formal recognition from the employer before any negotiation can be made

  9. COLLECTIVE BARGAINING • One of the main functions of trade unions • The best method of regulating the terms and conditions of employment • Once an agreement is reached between the two parties, there will be no discrimination between them

  10. COLLECTIVE BARGAINING • May be carried out between an individual employer and a trade union of employees • Or between the union of employees and the union of employers • This process is regulated by the Industrial Relation Act

  11. COLLECTIVE AGREEMENTS • Written agreement between an employer and a trade union relating to terms and conditions of employment • Agreement must specify their duration, not less than three years • Must be deposited with Industrial Court • Most agreements include clauses on wages, working hours and other benefits to be given to the workers

  12. INDUSTRIAL ACTION • Picket • Strike • Lockout

  13. SETTLEMENT OF INDUSTRIAL DISPUTES • Conciliation • Arbitration

  14. EMPLOYMENT LAWS • Employment Act • Industrial Relations Act

  15. DISCIPLINE • Penalties in a disciplinary system • Oral warning • First written warning • Final written warning • Suspension without pay • Suspension of increment • Demotion or downgrading • Dismissal

  16. EMPLOYEE PROBLEMS • Transfer • Promotion of employees • Grievance handling • Absenteeism of workers

  17. TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT • Role of Industrial Court • Resignation • Expiry of fixed-term contract • Retirement • Redundancy and retrenchment

  18. TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT • Dismissal of misconduct • Dismissal for poor performance • Frustration of contract • Termination of probationers • Constructive dismissal

  19. CHAPTER 8SAFETY AND HEALTH

  20. ACCIDENTS AT WORK • Financial costs • Losses of output • Lowered morale • Negative publicity

  21. TYPES OF ACCIDENTS • Near miss • Non-fatal • Fatal

  22. CAUSES OF ACCIDENTS • Technical causes • Human causes • Environmental causes

  23. ENSURING A SAFE WORKPLACE • Safety policies • A statement of organization’s commitment • An explanation of who’s responsible • A description of procedures • Safety programmes • Commitment from all employees • Officer in-charge of safety

  24. ENSURING A SAFE WORKPLACE • Safety programmes • Record keeping • Safety training • Safety and healthy living campaigns • Incentive and reward schemes • Provision of personal protective equipment • Disciplinary system

  25. OCCUPATIONAL SAFETY AND HEALTH ACT • Ensure the safety of all employees and any other person at the workplace • Draft and disseminate a safety policy • Appoint a safety committee • Appoint a dedicated, qualified safety and health officer • Provide appropriate training, supervision and information • Report serious accidents to DOSH

  26. SEXUAL HARASSMENT • An unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment • Not acceptable behaviour and any employee found guilty of such conduct will be punished

  27. IMPROVING EMPLOYEES’ HEALTH • Wellness programmes • Stress management • Reducing drug and alcohol related problems

  28. EMPLOYEE ASSISTANCE PROGRAMS • Programs designed to help employees whose job performance is suffering because of physical, mental or emotional problems • Four steps involve: • Identify troubled employee • EAP counseling • Solve the problem • Depend on the outcome of the treatment

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