CHAPTER 7 EMPLOYEE RELATIONS - PowerPoint PPT Presentation

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CHAPTER 7 EMPLOYEE RELATIONS

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Title: CHAPTER 7 EMPLOYEE RELATIONS


1
CHAPTER 7EMPLOYEE RELATIONS
2
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

3
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

4
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 unions constitution
  • The important criterion for a union to be
    registered is its intended member

5
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

6
TYPES OF UNIONS
  • National and regional unions
  • In-house unions
  • Employers associations

7
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

8
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

9
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

10
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

11
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

12
INDUSTRIAL ACTION
  • Picket
  • Strike
  • Lockout

13
SETTLEMENT OF INDUSTRIAL DISPUTES
  • Conciliation
  • Arbitration

14
EMPLOYMENT LAWS
  • Employment Act
  • Industrial Relations Act

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

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

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

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

19
CHAPTER 8SAFETY AND HEALTH
20
ACCIDENTS AT WORK
  • Financial costs
  • Losses of output
  • Lowered morale
  • Negative publicity

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

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

23
ENSURING A SAFE WORKPLACE
  • Safety policies
  • A statement of organizations commitment
  • An explanation of whos responsible
  • A description of procedures
  • Safety programmes
  • Commitment from all employees
  • Officer in-charge of safety

24
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

25
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
  • Report serious accidents to DOSH

26
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

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

28
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
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