CHAPTER 7 EMPLOYEE RELATIONS 1 UNDERSTANDING EMPLOYEE RELATIONS

CHAPTER 7 EMPLOYEE RELATIONS 1

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 2

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 3

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 4

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 5

TYPES OF UNIONS • National and regional unions • In-house unions • Employer’s associations 6

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 7

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 8

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 9

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 10

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 11

INDUSTRIAL ACTION • Picket • Strike • Lockout 12

SETTLEMENT OF INDUSTRIAL DISPUTES • Conciliation • Arbitration 13

EMPLOYMENT LAWS • Employment Act • Industrial Relations Act 14

DISCIPLINE • Penalties in a disciplinary system – Oral warning – First written warning – Final written warning – Suspension without pay – Suspension of increment – Demotion or downgrading – Dismissal 15

EMPLOYEE PROBLEMS • Transfer • Promotion of employees • Grievance handling • Absenteeism of workers 16

TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT • Role of Industrial Court • Resignation • Expiry of fixed-term contract • Retirement • Redundancy and retrenchment 17

TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT • Dismissal of misconduct • Dismissal for poor performance • Frustration of contract • Termination of probationers • Constructive dismissal 18

CHAPTER 8 SAFETY AND HEALTH 19

ACCIDENTS AT WORK • Financial costs • Losses of output • Lowered morale • Negative publicity 20

TYPES OF ACCIDENTS • Near miss • Non-fatal • Fatal 21

CAUSES OF ACCIDENTS • Technical causes • Human causes • Environmental causes 22

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 23

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 24

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 25 • Report serious accidents to DOSH

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 26

IMPROVING EMPLOYEES’ HEALTH • Wellness programmes • Stress management • Reducing problems drug and alcohol related 27

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 28