Employee Relations and Discipline

Question 1

Concerned with balancing employee satisfaction with employee productivity and efficiency in the attainment of organizational goals.

Answer 1

Employee Relations and Discipline

Question 2

3 P’s

Answer 2

Policies
Practices
Prevention

Question 3

Denote certain rules, rights, and procedures that both the management and employees have to follow to maintain harmony within the organization.

Answer 3

Policies

Question 5

Elements of Successful Employee Relationship Management

Answer 5

Drive for Commitment

Harmonization of Terms and Conditions of Employment

Emphasis of Mutuality

Policies and Practices for Communication

Question 6

Elements of Successful Employee Relationship Management:

Fostering a good relationship between management and employees, the latter become loyal and committed to the organization.

Answer 6

Drive for Commitment

Question 7

Elements of Successful Employee Relationship Management:

When employees believe that the terms and conditions stated in their employment contracts are adhere to the company can be assured that employees are satisfied.

Answer 7

Harmonization of Terms and Conditions of Employment

Question 8

Elements of Successful Employee Relationship Management:

This stresses teamwork; employees must feel that management is also part of the group.

Answer 8

Emphasis of Mutuality

Question 9

Elements of Successful Employee Relationship Management:

The concept of LR is the maintenance of harmonious relationship between employees and the management.

Answer 9

Policies and Practices for Communication

Question 10

Basic Rights of Employees and Employers

Answer 10

Equal Opportunities for All

Security of Tenure

Work Days and Work Hours

Wage and Wage-Related Benefits

Safe Working Conditions

Rest Days and Holidays

Leave

Right to Self-Organization and Collective Bargaining

Worker’s Participation and Tripartism

Social Legislation

Question 11

Basic Rights of Employees and Employers:

Must be treated fairly and given work opportunities regardless of gender, race, religion, among others.

Answer 11

Equal Opportunities for All

Question 12

Basic Rights of Employees and Employers:

No employees can be dismissed from work without due process.

Answer 12

Security of Tenure

Question 13

Basic Rights of Employees and Employers:

8 hours in a day and 6 days in a week in any excess overtime pay must be given.

Answer 13

Work Days and Work Hours

Question 14

Basic Rights of Employees and Employers:

Entitlement to fair salaries, wages and other benefits as mandated by law.

Answer 14

Wage and Wage-Related Benefits

Question 15

Basic Rights of Employees and Employers:

With appropriate seat, spaces, lighting and ventilation, adequate passageways, exits, fire-fighting equipment, separate facilities for men and women, medical supplies and first-aid kits.

Answer 15

Safe Working Conditions

Question 16

Basic Rights of Employees and Employers:

Day off from work; and pays for holidays.

Answer 16

Rest Days and Holidays

Question 17

Basic Rights of Employees and Employers:

Government-mandated by leave benefits.

Answer 17

Leave

Question 18

Basic Rights of Employees and Employers:

Has the right to join in any legitimate worker’s association or union of his/her choice free from any interference by the employer.

Answer 18

Right to Self-Organization and Collective Bargaining

Question 19

Basic Rights of Employees and Employers:

Partnership between employees, employers and the government.

Answer 19

Worker’s Participation and Tripartism

Question 20

Basic Rights of Employees and Employers:

Social security benefits provided to workers like pensions, assistance or allowances.

Answer 20

Social Legislation

Question 21

Rights of Employers or Firms

Answer 21

Closure of Business

Transfer of Workers

Hire and Fire

Impose Employee Discipline

Issue Rules and Regulations

Management Prerogatives

Question 22

To build a positive workforce and a conductive workplace where all employees commit themselves to maintaining good relations with each other and with the top management.

Answer 22

Employee Policies

Question 23

Employee Policies by Guest, Brown, et al., (2008)

Answer 23

Union Recognition

Collective Bargaining

Procedure on Grievance Handling and Discipline

Communication Policies

Terms and Conditions of Employment

Employee Handbook

Question 24

Pertains to how much “say” employees have regarding matters that concern them and the organization.

Answer 24

Employee Voice

Question 25

A 2-way dialogue, and employees are given the opportunity to be involved in problem-solving and grievance procedures.

Answer 25

Employee Voice

Question 28

Forms of Employee Voice by Boxall and Purcell, (2003)

Answer 28

Little Voice Some 2-way 2-way plus A lot Veto Power Substantial

Question 28

Forms of Employee Voice by Boxall and Purcell, (2003): Minimal "say"

Answer 28

Little Voice

Question 28

Forms of Employee Voice by Boxall and Purcell, (2003): Suggestions

Answer 28

Some

Question 29

Forms of Employee Voice by Boxall and Purcell, (2003): Can be consulted in the decision-making process.

Answer 29

2-way

Question 30

Forms of Employee Voice by Boxall and Purcell, (2003): Can be consulted in the making and implementation of a decision.

Answer 30

2-way plus

Question 31

Forms of Employee Voice by Boxall and Purcell, (2003): Employees have the right to delay a particular decision.

Answer 31

A lot

Question 32

Forms of Employee Voice by Boxall and Purcell, (2003): The power to reject or refuse to enforce a decision.

Answer 32

Veto Power

Question 33

Forms of Employee Voice by Boxall and Purcell, (2003): An equal "say" as the management in the decision-making process.

Answer 33

Substantial

Question 34

Includes labor unions and collective bargaining agreement.

Answer 34

PRACTICES

Question 35

Any union or associations organized for the purpose of collective bargaining in relation to the employees' conditions of employment.

Answer 35

LO

Question 36

Different Kinds of LO

Answer 36

Independent Legitimate Company Union Federation and National Union Trade Associations

Question 37

Different Kinds of LO: Without any affiliation to a national federation.

Answer 37

Independent

Question 38

Different Kinds of LO: Registered with the Bureau of Labor Relations.

Answer 38

Legitimate

Question 39

Different Kinds of LO: Dominated, controlled, influenced and manipulated by the employer.

Answer 39

Company Union

Question 40

Different Kinds of LO: Group of unions in an industry of a particular area.

Answer 40

Federation and National Union

Question 41

Different Kinds of LO: Self-employed individuals, rural workers and those without any definite employers or company affiliations.

Answer 41

Trade Associations

Question 42

Types of Individuals who are Eligible to join of form Labor Organizations

Answer 42

Rank-and-File Employees Supervisory Employees Government Employees Employees of Government Corporations Aliens with Valid Employment Permits in the Philippines

Question 43

Personnel Not Eligible to Join LOs

Answer 43

Managerial Employees Subversives - engaged in rebellious activities Employees of Cooperatives Exempted Employees (Accounting Personnel, Secretaries)

Question 44

Enable workers to bargain more persuasively for the improvement of their working conditions.

Answer 44

Collective Bargaining

Question 45

Done through friendly and fair dialogue to achieved industrial peace and harmony.

Answer 45

Collective Bargaining

Question 46

With 5-year duration or effectivity.

Answer 46

Collective Bargaining Agreements

Question 47

Provisions of the CBA shall be renegotiated not later than 3 years after its execution.

Answer 47

Collective Bargaining Agreements

Question 48

Violates the rights of the employees to resort to self-organization based on the Philippine Constitution.

Answer 48

Unfair Labor Practice

Question 49

Temporary employee work stoppage.

Answer 49

Strike

Question 50

Requirements for a Strike

Answer 50

1. Notice of strike filed ay DOLE 2. Must be supported by the majority of the members of the union 3. Non-compliance with the requirements for a valid strike will render it illegal

Question 51

Forms of Strike: Workers not abandoning their work areas only reducing normal work output.

Answer 51

Slow-down

Question 51

Forms of Strike

Answer 51

1. Legal Strike 2. Illegal Strike 3. Economic Strike 4. Slow-down 5. Wildcat Strike 6. Sit-down Strike

Question 52

Forms of Strike: Without formal filing of the required notice of strike and without approval of a majority of the union members.

Answer 52

Wildcat Strike

Question 53

Forms of Strike: When workers stop working but do not leave their respective work areas.

Answer 53

Sit-down Strike

Question 54

"It is very important for a company to impose discipline among its employees. Any infractions committed by employees should be dealt with according to its gravity."

Answer 54

PREVENTION

Question 55

Acceptable employee behavior.

Answer 55

Employee Code of Conduct

Question 56

Common Contents of an Employee Code of Conduct

Answer 56

1. Prohibition of illegal activities such as gambling, smoking or drinking 2. Prohibition of discrimination 3. Sexual harassment 4. Dress code and appearance 5. Punctuality and absenteeism 6. Procedures for sick and emergency leaves 7. Sanctions for each violation

Question 57

OBJECTIVES of having an Employee Code of Conduct

Answer 57

1. Maintain peace and harmony among employees. 2. Avoid litigation and lawsuits for wrong decisions on suspension, termination and etc. 3. Promote teamwork and transparency on all levels of the company's organizational structure.

Question 59

Enables employees to confirm to established standards of performance and behaviors.

Answer 59

Employee Discipline

Question 60

Usually a procedure that corrects or punishes an employee when one of the rules of the company is violated.

Answer 60

Employee Discipline

Question 61

COMMON EMPLOYEE VIOLATIONS

Answer 61

Personal Habits - tardiness, absenteeism, abuse Incompetence Misconduct

Question 63

Positive Discipline Approach

Answer 63

1. Identify the problem 2. Analyze the severity or seriousness of the problem 3. Discuss the problem or issue 4. Document the discussion 5. Follow-up on the correction

Question 64

Negative Discipline Approach

Answer 64

Focuses on punishment Includes demotion, suspension and termination Used in severe forms of employee violations such as physical violence, sexual harassment, theft and the like

Question 64

General Steps in the Disciplinary Process

Answer 64

1. Identify the employee who committed the violation. 2. Identify the violation committed. 3. Consult the department head/immediate supervisor and make an initial assessment of the violation. 4. Set a meeting with the department head/immediate supervisor. 5. Set a meeting with the department head/immediate supervisor and the employee. 6. Accord the employee due process. 7. Plan and discuss the corrective action with the department head or immediate supervisor.

Question 64

Important right and it encompasses all the other rights of employees.

Answer 64

Due Process

Question 65

Provides an objective investigation of the case.

Answer 65

Due Process

Question 66

Equally allows the management to impose appropriate disciplinary action and progressive discipline on an erring employee.

Answer 66

Due Process

Question 67

Progressive Discipline

Answer 67

1. Oral Reprimand 2.Written Reprimand 3. Final Written Warning or Suspension 4. Termination

Question 68

Hot-Stove Rule Characteristics

Answer 68

1. Immediate 2. Consistent 3. Impersonal 4. Early warning and notice