Employment Relationship Problem Policy/PG's Flashcards Preview

Insp CPK: #2 Staff Management 1 > Employment Relationship Problem Policy/PG's > Flashcards

Flashcards in Employment Relationship Problem Policy/PG's Deck (16)
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1
Q

What does the ‘Employment Relationship Problem Policy’ detail? (2)

Clue: POR, GE

A
  • processes, obligaitons and responsibilities of commissioner and employees
  • comissioner’s commitment to act as a ‘good employer’
2
Q

What does the ‘Employment Relationship Problem Policy’ NOT apply? (3)

Clue: IC, RP, HRA

A
  • Independant contractors
  • has other review or resolution process
  • claim under Human Rights act
3
Q

What four principles apply to all employment relationship problems?

Clue: Good faith, DI ,R, PR

A
  • Both act in ‘Good Faith’
  • Dialogue & exhange relevant info (consider mediation)
  • Employee’s righ to representation
  • Primary parites initially responsible for resolution

unless

  1. relate to action/inaction of supervisor
  2. other reason that requires more senior person
4
Q

What is a dispute?

Clue: “a dispute about the…..”

A

-a dispute about the interpretation, application or operation of an employment agreement

5
Q

What is an ‘Employment Relationship Problem?

Clue: “a PG, D or OP …..”

A

-a personal grieviance, dispute or other problem relating to or arising out of an employment relationship

6
Q

Good faith behaviour includes what seven things?

Clue:

  • provide..,
  • not…,
  • listen,
  • consider…,
  • be…,
  • take…,
  • limit…
A
  • providing information
  • not misleading or decieving
  • listeneing to points of view
  • consider matters raised (change position?)
  • be repectful and constructive
  • take steps to resolve and in timely manner
  • limit to only those involved
7
Q

What is the definition of a ‘Personal Grieviance?’

Clue: “…employee has been:” (5) DDDHD

A

A claim that the employee has been:

  • unjustifiably dismissed
  • subject to disadvantaged
  • discriminated against
  • sexually/racially harassed
  • subject to duress (union or not?)
8
Q

What are the five steps in the process of resolving employment relationship problems?

Clue: RP, D if not resoved: PG, M, FP

A
  • employee raises problem with manager
  • parties engage informal dialogue (good faith)

if not resoved may:

  • may take to another manager or raise PG
  • either may refer to mediation
  • may seek more formal process (ERA, HR Commission)
9
Q

How does an employee raise an Employment Relationship Problem?

A

-either in verbally or in writing

(can use Notification of ERP as a guide)

10
Q

When must a Personal grievence be raised?

A

within 90-days

  • from the ‘action’ causing PG

or

  • from the time the employee became aware of it
  • (which ever is later)*
11
Q

Who needs to be notified of the personal Grievence once recieved by the recieving manager? (2)

A
  • a notification and details to be sent to EPM/HRM
  • EPM/HRM must then send copy to Employment Relations-PNHQ with memo of outlining situation
12
Q

How is it antisipated that most Employment Relationship problems and PG’s are resoved?

A

Though an informal discussion

13
Q

What must the receiving manager do before meeting with an employee who has raises a PG in the first instance?

A

-they must liase with the EPM/HRM for advice and assistance before meeting with employee

14
Q

When meeting with the employee (asap), what is the informal dicussion designed to identify? (4)

Clue: nature, aspects, responses, timeframes

A
  • nature of problem
  • aspect that can be resolve immediately
  • responses from recieving manager (proposals for managing or resolving)
  • Timeframes to respond if time required
15
Q

If an employment relationship problem cant be resolved to the satisfaction of an employee, what four things can they decide to do? (4)

Clue: NFA, Discuss, M, Invoke…

A
  • No Further action
  • discuss with another manager
  • mediation
  • invoke PG or Human rights complaint
16
Q

What can an employee do if an employment relationship problem has not been resoved by mediation?

A

Lodge a statment of problem with the Employment Relations Authority who may investigate adn issue a determination.