Chapter 14 Respecting Employee Rights and Managing Discipline

Chapter Challenges 1. Understand employee rights 2. Understand management rights 3. Become aware of

Chapter Challenges 4. Learn practices for administering and managing discipline 5. Develop competence for

The Managerial Perspective • Developing and enforcing policies that inform employees • Making managers

Categories of Employee Rights Copyright © 2016 Pearson Education, Inc. 14 -5

Other Rights to Ethical Treatment Psychological Contract Limited Right to Privacy Act of 1974

Management Rights • What Are Management Rights? • Employment-at-Will o Public Policy Expectations o

Employee Rights Challenge: A Balancing Act Random drug testing Electronic monitoring Whistle-blowing Moonlighting restrictions

Employee Rights Challenges • Random drug testing o Probable cause o False positives o

Employee Rights Challenges • Whistle-Blowing o Retaliation o Internal procedures o Top-management support •

Effective Whistle-Blowing Policy Copyright © 2016 Pearson Education, Inc. 14 -11

Disciplining Employees • Progressive Discipline o Verbal warning o Written warning o Suspension o

Five Steps for Effective Discipline Sessions 1. 2. 3. 4. 5. Determine if discipline

Categories of Employee Misconduct Copyright © 2016 Pearson Education, Inc. 14 -14

Disciplining Employees • • • Positive discipline Employee plays an active role Emphasis on

Administering and Managing Discipline Basic Standards of Discipline o Communication of rules and performance

Just Cause Standard of Discipline Notification Reasonable Rule Investigation Fair Investigation Proof of Guilt

Mistakes to Avoid Administering Discipline: • Losing your temper • Avoiding disciplinary action entirely

Managing Difficult Employees • • Poor Attendance Poor Performance Insubordination Workplace Bullying Alcohol-Related Misconduct

Summary and Conclusions • • Employee Rights Management Rights Employee Rights Challenges: A Balancing

Pearson Education, Inc. Copyright © 2016 Pearson Education, Inc. 14 -21

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Chapter Challenges 4. Learn practices for administering and managing discipline 5. Develop competence for managing difficult employees 6. Become aware of preventing the need to discipline with human resource management Copyright © 2016 Pearson Education, Inc. 14 -3

The Managerial Perspective • Developing and enforcing policies that inform employees • Making managers aware of employees’ rights and managers’ obligations • Acting as an employee advocate Copyright © 2016 Pearson Education, Inc. 14 -4

Employee Rights Challenge: A Balancing Act Random drug testing Electronic monitoring Whistle-blowing Moonlighting restrictions Office romance restrictions Copyright © 2016 Pearson Education, Inc. 14 -8

Employee Rights Challenges • Random drug testing o Probable cause o False positives o Security o Alternative testing • Electronic monitoring o Employee theft o Invasion perception o Employee awareness Copyright © 2016 Pearson Education, Inc. 14 -9

Employee Rights Challenges • Whistle-Blowing o Retaliation o Internal procedures o Top-management support • Moonlighting Restrictions • Office Romance Restrictions o Policies o Supervisor/subordinate relationships Copyright © 2016 Pearson Education, Inc. 14 -10

Five Steps for Effective Discipline Sessions 1. 2. 3. 4. 5. Determine if discipline is necessary Outline clear goals Ensure two-way communication Establish a follow-up plan End on a positive note Copyright © 2016 Pearson Education, Inc. 14 -13

Disciplining Employees • • • Positive discipline Employee plays an active role Emphasis on change, not punishment Management as counselor Management training Positive effects on bottom line Copyright © 2016 Pearson Education, Inc. 14 -15

Administering and Managing Discipline Basic Standards of Discipline o Communication of rules and performance criteria o Documentation of facts o Consistent response to rule violations Copyright © 2016 Pearson Education, Inc. 14 -16

Just Cause Standard of Discipline Notification Reasonable Rule Investigation Fair Investigation Proof of Guilt Absence of Discrimination Reasonable Penalty Copyright © 2016 Pearson Education, Inc. 14 -17

Mistakes to Avoid Administering Discipline: • Losing your temper • Avoiding disciplinary action entirely • Playing therapist • Making excuses for an employee • Using a non-progressive approach Copyright © 2016 Pearson Education, Inc. 14 -18

Managing Difficult Employees • • Poor Attendance Poor Performance Insubordination Workplace Bullying Alcohol-Related Misconduct Illegal Drug Use and Abuse Preventing the Need for Discipline with HRM Copyright © 2016 Pearson Education, Inc. 14 -19

Summary and Conclusions • • Employee Rights Management Rights Employee Rights Challenges: A Balancing Act Disciplining Employees Administering and Managing Discipline Managing Difficult Employees Preventing the Need to Discipline with Human Resource Management Copyright © 2016 Pearson Education, Inc. 14 -20