1 CHAPTER 7 EMPLOYEE RELATIONS. 2 UNDERSTANDING EMPLOYEE RELATIONS Good employee relations involve...
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Transcript of 1 CHAPTER 7 EMPLOYEE RELATIONS. 2 UNDERSTANDING EMPLOYEE RELATIONS Good employee relations involve...
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CHAPTER 7EMPLOYEE RELATIONS
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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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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
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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
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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
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TYPES OF UNIONS
• National and regional unions
• In-house unions
• Employer’s associations
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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
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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
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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
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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
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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
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INDUSTRIAL ACTION
• Picket
• Strike
• Lockout
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SETTLEMENT OF INDUSTRIAL DISPUTES
• Conciliation
• Arbitration
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EMPLOYMENT LAWS
• Employment Act
• Industrial Relations Act
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DISCIPLINE
• Penalties in a disciplinary system– Oral warning– First written warning– Final written warning– Suspension without pay– Suspension of increment– Demotion or downgrading– Dismissal
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EMPLOYEE PROBLEMS
• Transfer
• Promotion of employees
• Grievance handling
• Absenteeism of workers
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TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT
• Role of Industrial Court
• Resignation
• Expiry of fixed-term contract
• Retirement
• Redundancy and retrenchment
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TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT
• Dismissal of misconduct
• Dismissal for poor performance
• Frustration of contract
• Termination of probationers
• Constructive dismissal
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CHAPTER 8SAFETY AND HEALTH
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ACCIDENTS AT WORK
• Financial costs
• Losses of output
• Lowered morale
• Negative publicity
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TYPES OF ACCIDENTS
• Near miss
• Non-fatal
• Fatal
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CAUSES OF ACCIDENTS
• Technical causes
• Human causes
• Environmental causes
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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
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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
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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
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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
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IMPROVING EMPLOYEES’ HEALTH
• Wellness programmes
• Stress management
• Reducing drug and alcohol related problems
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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