Professional Documents
Culture Documents
Internal Employee Relations
Internal Employee Relations
Internal Employee Relations
13-1
Employment at Will
Unwritten contract created when employee agrees to work for employer No agreement as to how long parties expect employment to last Approximately 2 of every 3 U.S. workers depend almost entirely on continued goodwill of employer
2008 by Prentice Hall 13-5
Not Included
Individuals with a contract for a specified time period - collective bargaining agreements between labor and management and teachers Whistleblowers
13-6
Disciplinary Action
Word discipline comes from word disciple Translated from Latin, it means, to teach Intent of disciplinary action should be to ensure recipient sees disciplinary action as learning process
2008 by Prentice Hall 13-13
13-16
No
No Disciplinary Action
No
Oral Warning
No
Written Warning
No
Suspension
Termination
2008 by Prentice Hall 13-17
13-22
Grievance Procedure
Assists management in seeking out underlying causes of and solutions to grievances Virtually all labor agreements include some form of grievance procedure Normally well defined Usually restricted to violations of terms and conditions of agreement
2008 by Prentice Hall 13-23
First-Line Supervisor
Oral Presentation
Union Steward
13-25
Arbitration
Parties submit dispute to impartial third party for binding resolution Final step in most grievance procedures Union and company select arbitrator Courts will generally enforce arbitrators decision
2008 by Prentice Hall 13-26
Subject:
Written Warning
We are quite concerned because today you were thirty minutes late to work and offered no justification for this. According to our records, a similar offense occurred on July 25, 2007. At that time, you were informed that failure to report to work on time is unacceptable. I am, therefore, notifying you in writing that you must report to work on time. Please sign this form to indicate that you have read and understand this warning. Signing is not an indication of agreement.
Name
Date
2008 by Prentice Hall 13-29
13-31
Ombudspersons
Complaint officer with access to top management hears employee complaints, investigates, and recommends appropriate action Impartial, neutral counselors give employees confidential advice about problems ranging from abusive managers to allegations of illegal corporate activity Typically independent of line management and reports near or at top of organization
2008 by Prentice Hall 13-33
Termination
Most severe penalty; should be most carefully considered Termination of nonmanagerial/ nonprofessional employees Termination of executives Termination of middle- and lower-level managers and professionals
2008 by Prentice Hall 13-34
Termination of Executives
Economic Reorganization/downsize Philosophical differences Decline in productivity No formal appeals procedure
2008 by Prentice Hall 13-36
Transfers
Lateral movement of worker within organization Should not imply that person is being either promoted or demoted
13-39
Promotion
Movement to higher level in company One of the most emotionally charged words in human resource management
13-41
Resignation
13-42
Retirement
13-46
13-48