1 CHAPTER 7 EMPLOYEE RELATIONS. 2 UNDERSTANDING EMPLOYEE RELATIONS Good employee relations involve...

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1 CHAPTER 7 EMPLOYEE RELATIONS

Transcript of 1 CHAPTER 7 EMPLOYEE RELATIONS. 2 UNDERSTANDING EMPLOYEE RELATIONS Good employee relations involve...

Page 1: 1 CHAPTER 7 EMPLOYEE RELATIONS. 2 UNDERSTANDING EMPLOYEE RELATIONS Good employee relations involve providing fair and consistent treatment to all employees.

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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