✔️ [Org] Employee Relations Flashcards
(33 cards)
HR’s role in policies and procedures
- Supports the development of policies by the organization’s leaders. Some policies, such as discipline and discharge, are driven by the organization’s culture, and the role of HR may be to help leaders apply the organization’s values to employment issues and determine policy positions.
- Facilitates development of procedures by other departments. Some departments assume the responsibility for many of their own department-level policies and procedures, while others will request HR support to develop consistent and thorough policies and procedures.
- Supports communication of policies throughout the organization. HR needs to ensure that managers are clear about the intent and/or specific terms of the policies and how to communicate and enforce them. As warranted, HR should provide related training for managers.
- Managers and supervisors should receive training on the organization’s policies and procedures, especially regarding the handling of conflict and discipline and development opportunities—perhaps by being mentored by experienced managers and supervisors.
Various forms of collective employee concerted activities taken to protest work conditions or employer actions.
Collective employee actions intend to interfere with an employer’s ability to fulfill its commercial interests.
Lockouts happen when the employer shuts down it’s operations to prevent employees from working
Industrial Action
Process that provides an orderly way to resolve the inevitable differences of opinion in regard to the union contract that develop during the life of the agreement.
Orderly way to resolve differences of opinion.
Grievance Procedure
Group of workers who coordinate their activities to achieve common goals in their relationship with an employer or group of employers; also called labor union.
Members elect representatives to interact with management. In some countries, trade unions may include managers and professionals as well as skilled and unskilled workers.
Labor Union or Trade Union
Agreement that requires specific contractors to accept certain conditions in project contracts, such as paying a fair wage and contributing to health insurance, pension, and training funds.
Project Labor Agreement: (PLA)
violation of the employee rights as defined in a country’s labor statues
Unfair Labor Practice (ULP)
Employees desire for increased wages and better benefits and working conditions
Economic Grievances
Form of corrective discipline that implements increasingly severe penalties for employees. Focuses on positive punishment
Constructive discipline aka progressive discipline
negative punishment is removing something of value (no promo)
Situation in which workers slow processes by performing tasks exactly to specifications or according to job or task descriptions.
Work-to-rule
Refusal by workers to work; also refusal by workers to leave their workstations, making it impossible for the employer to use replacement workers.
Sit down strike
Method of nonbinding dispute resolution by which a neutral third party tries to help disputing parties reach a mutually agreeable decision; also called conciliation.
Mediation
Method of dispute resolution by which disputing parties agree to be bound by the decision of one or more impartial persons to whom they submit their dispute for final determination.
Arbitration
Method of dispute resolution by which disputing parties agree to be bound by the decision of one or more impartial persons to whom they submit their dispute for final determination.
Arbitration
X is the right of workers to join (or not join) an organization of their choosing without prior authorization by their employer.
an individual worker to unite with other workers to promote desired employment conditions as a group?
Freedom of association
refers to the collaboration of governments, employers, and unions in developing contracts and resolving disputes. This is a common feature in some countries and an occasional feature in others
Tripartism
Action taken in support of another union that is striking the employer.
Sympathy Strike
Action of an employer to shut down operations to prevent employees from working.
Lockout
Positioning of employees at a place of work targeted for the action for the purpose of protest.
Picketing
Attempt by a union to influence an employer by putting pressure on another employer, for example, a supplier.
Secondary action
Umbrella term for the various approaches and techniques, other than litigation, that can be used to resolve a dispute.
Alternative dispute resolution (ADR)
Broad statement that reflects an organization’s philosophy, objectives, or standards concerning a particular set of management or employee activities.
Policy
“Freedom of Association and Protection of the Right to Organize,” prohibiting interference from public authorities and the requirement of authorization by employers
“Right to Organize and Collective Bargaining,” protecting workers from retaliation and obligating employers to negotiate with unions
“Forced Labor,” prohibiting forced and compulsory labor, except for military service, prison, and emergencies (for example, war, natural disaster)
“Abolition of Forced Labor,” prohibiting forced labor as a means of political coercion or punishment, retaliation for strikes, workforce mobilization, labor discipline, and discrimination
“Minimum Age,” prohibiting the hiring of children too young to have completed compulsory schooling and limiting employment in hazardous work to those 18 and over
“Worst Forms of Child Labor,” prohibiting any work likely to be harmful to the health, safety, and morals of children
“Equal Remuneration,” requiring equal pay and benefits for men and women
“Discrimination,” prohibiting discrimination in hiring, training, and working conditions and requiring employers to promote equality of opportunity and treatment
ILO eight core labor standards:
trade union bb
🔐 A Labor Union or Trade Union is a group of workers who coordinate their activities to achieve common goals (for example, better wages, hours, or working conditions; job security; training) in their relationship with an employer or group of employers. Members elect representatives to interact with management. In some countries, trade unions may include managers and professionals as well as skilled and unskilled workers.
HR’s role is not necessarily to develop workplace policies or procedures. In some instances, HR ….
- Supports the development of policies by the organization’s leaders. Some policies, such as discipline and discharge, are driven by the organization’s culture, and the role of HR may be to help leaders apply the organization’s values to employment issues and determine policy positions.
- Facilitates development of procedures by other departments. Some departments assume the responsibility for many of their own department-level policies and procedures, while others will request HR support to develop consistent and thorough policies and procedures.
- Supports communication of policies throughout the organization. HR needs to ensure that managers are clear about the intent and/or specific terms of the policies and how to communicate and enforce them. As warranted, HR should provide related training for managers.
- Managers and supervisors should receive training on the organization’s policies and procedures, especially regarding the handling of conflict and discipline and development opportunities—perhaps by being mentored by experienced managers and supervisors.
