HR Answers Now ¢â‚¬â€œ Employee Relations, Employee...

download HR Answers Now ¢â‚¬â€œ Employee Relations, Employee Development ... HR Answers Now ¢â‚¬â€œ Employee Relations,

If you can't read please download the document

  • date post

    22-Aug-2020
  • Category

    Documents

  • view

    0
  • download

    0

Embed Size (px)

Transcript of HR Answers Now ¢â‚¬â€œ Employee Relations, Employee...

  • HR Answers Now –

    Employee Relations, Employee Development, and Staffing 2nd Edition

    Cissy Pau, CHRP

  • HR Answers Now –

    Employee Relations, Employee Development, and Staffing 2nd Edition

    CCH Canadian Limited 300-90 Sheppard Avenue East Toronto Ontario M2N 6X1 1 800 268 4522 www.cch.ca

    Cissy Pau, CHRP

  • Published by CCH Canadian Limited

    Important Disclaimer: This publication is sold with the understanding that (1) the authors and editors are not responsible for the results of any actions taken on the basis of information in this work , nor for any errors or omissions; and (2) the publisher is not engaged in rendering legal, accounting or other professional services. The publisher and the authors and editors expressly disclaim all and any liabilit y to any person, whether a purchaser of this publication or not, in respect of anything and of the consequences of anything done or omitted to be done by any such person in reliance, whether whole or partial, upon the whole or any part of the contents of this publication. If legal advice or other expert assistance is required, the services of a competent professional person should be sought.

    ISBN 978-1-55496-252-5

    © 2010, CCH Canadian Limited

    All rights reserved. No part of this work covered by the publisher’s copyright may be reproduced or copied in any form or by any means (graphic, electronic or mechanical, including photocopying, recording, taping, or information and retrieval systems) without the written permission of the publisher.

    A licence, however, is hereby given by the publisher :

    (a) to a lawyer to make a copy of any part of this publication to give to a judge or other presiding off icer or to other parties in making legal sub- missions in judicial proceedings;

    (b) to a judge or other presiding off icer to reproduce any part of this publica- tion in any decision in judicial proceedings; or

    (c) to anyone to reproduce any part of this publication for the purposes of parliamentary proceedings.

    ‘‘Judicial proceedings ’’ includes proceedings before any court, tribunal or person having authority to decide any matter affecting a person’s legal rights or liabili- ties.

    Typeset by CCH Canadian Limited.

  • T A B L E O F C O N T E N T S

    Page EMPLOYEE RELATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

    Employee Handbooks . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1

    Absenteeism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7

    Smoking in the Workplace . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

    Testing Policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

    Workplace Violence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24

    Complaint Resolution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

    Whistleblowers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

    Respectful Work Environment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39

    Union Organizing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43

    Investigations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48

    Discipline . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 52

    Termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

    Retaliation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73

    Employer Liability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 75

    EMPLOYEE DEVELOPMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

    Performance Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 77

    HR ANSWERS NOW — EMPLOYEE RELATIONS, 2ND EDITION iii

  • TABLE OF CONTENTS

    Page Recognition and Rewards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 101

    Succession Planning . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 114

    Employee Retention . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122

    Employee Training . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 133

    STAFFING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145

    Determining Staffing Needs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145

    Recruiting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 155

    Letters of Offer and Employment Contracts . . . . . . . . . . . . . . . . . . . . . . . 184

    Pre-Employment Inquiries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 195

    Workforce Reduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 210

    Diversity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 221

    COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 228

    Job Analysis and Descriptions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 228

    Types of Compensation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 237

    Job Evaluation and Wage Research . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 254

    HR STRATEGY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 269

    General HR Strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 269

    Consultants and Lawyers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 280

    Mergers and Acquisitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 285

    iv HR ANSWERS NOW — EMPLOYEE RELATIONS, 2ND EDITION

  • EMPLOYEE RELATIONS

    Employee Handbooks

    Page Why issue an employee handbook? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Will the handbook be a contract? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 What should be in an employee handbook? . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 What work rules are needed to govern workplace behaviour? . . . . . . . . . . . . . . . . 5

    HR ANSWERS NOW — EMPLOYEE RELATIONS, 2ND EDITION 1

  • EMPLOYEE RELATIONS

    Q: Why issue an employee handbook?

    Answer

    Many companies, large and small, issue employee handbooks to employees when they start employment with the company. These handbooks provide an overview of the company, summarize company policies and procedures, and provide insight into what it is like to work for the company.

    It is always recommended that company policies and procedures be communi- cated to employees, whether in an employee handbook or not, so that expectations are clear.

    The decision to issue an employee handbook can involve many factors, including the size and nature of the business and the resources available to create the handbook. You should consider issuing a handbook if you want to document the following for your employees:

    ● company vision and values;

    ● company goals, targets, and competitive advantage;

    ● the nature of the business and what customer expectations are;

    ● what the company expects of employees and what they can expect of the company;

    ● policies on wages, working conditions, and benefits;

    ● initiatives undertaken by the company to recognize, reward, and retain staff;

    ● what place the company has in the community and the industry; and

    ● what makes the company a good place to work.

    An employee handbook can also benefit other aspects of the company:

    ● Recruiting: A handbook can be used as a recruiting tool. If the handbook is well written, complete, and attractive, it can be used to illustrate to prospective employees what your company is all about. The employee handbook portrays an image of the company, and many prospective employees will initially judge a company on the basis of what they see in the handbook.

    ● Complaint resolution: With company policies and work rules clearly spelled out in the handbook, many complaints and misunderstandings can be dealt with

    2 HR ANSWERS NOW — EMPLOYEE RELATIONS, 2ND EDITION

  • EMPLOYEE HANDBOOKS

    quickly and easily. A handbook will eliminate any guessing. Also, communi- cating company policies will ensure consistency in employment practices and will guard against having to formulate an ad hoc individual policy for an individual situation.

    Since the handbook can be used to communicate how the company will handle specific employee situations and complaints, it is important that the company means what it says in the handbook. Although there should be some room for management discretion, as much as possible managers sho