Employee Relations Flashcards
Positive Employee Relations
If employers maintain positive employee relationships within the organisation it can lead to a motivated workforce.
Other benefits may include:
- The organisation will have a positive image for treating staff well.
This may lead to a higher standard of employee applying to work
for the business.
- Disputes between employees and employers are less likely because
employees feel they have been consulted.
- Implementing changes in the business is easier for management as
employees will be more flexible.
- Employees will be more committed to the organisation resulting in
the business being more likely to meet its objectives.
Poor Employee Relations
Workers and managers do not always work in harmony.
These groups sometimes have different aims. This can lead to conflict and trouble occurring in the workplace.
Poor employee relations can lead to:
- workers not co-operating
- industrial action
- a bad reputation for the organisation
Company Policies and Procedures
Can be put in place to support employee relations. These can include policies on:
- grievance
- absenteeism
- discipline
- dismissal
- redundancy
Grievance
Grievances are complaints that have been raised by employees.
A grievance procedure sets out the processes that an employee should go through if they are unhappy with something that has happened in their workplace such as disagreements or problems with working conditions.
Grievance procedures usually involve the human resources department and trade union representatives.
Companies that deal effectively with grievances may have better employee relations.
Absenteeism
A high level of absenteeism within an organisation can be a sign of poor employee relations. High absenteeism can reduce the output of a business and incur extra costs.
Companies need to have an absence/attendance policy in place to manage staff absence and deal with any issues that are preventing a member of staff from attending their work.
Discipline
All companies have a discipline procedure that they will use if an employee is not following the rules of conduct required by the organisation.
Discipline procedures often cover absenteeism, conduct, behaviour and performance. Sanctions that are used during discipline procedures are:
- verbal warning
- formal written warning
- final written warning
- suspension
- demotion
- dismissal
Dismissal
When an employee’s contract is terminated and they no longer work for the company.
This is usually the last stage of any disciplinary procedure and may occur due to an employee not following company policy or procedure.
Dismissal should only happen once all formal discipline procedures have been completed.
Redundancy
When an organisation no longer requires the job role that is being carried out by an employee.
The employee is given a redundancy payment and a period of notice in which they can look for a new job.
Redundancies are usually a last resort for companies needing to cut costs as they can generate bad publicity and demotivation within the workforce.
Trade Unions
Organisations which support and represent employees.
Employees can join a union to enable them to have a collective voice. Employees pay an annual subscription to have the trade union negotiate on their behalf.
Trade unions have certain aims:
- to advance the interest of their workers
- to achieve the best working conditions for their members
- negotiate pay deals for their members
- attend grievance and disciplinary hearings in support of their
members
- provide members with legal advice and financial advice
Trade unions operate a system called collective bargaining. This is based on the idea that many people speaking with one voice can achieve better results than a solitary employee who could be easily ignored.
Employers’ Associations
The owners’ and managers’ version of trade unions, these groups often represent employers during any negotiation with the unions.
As with trade unions, employers’ associations are a way for employers to speak as one voice to promote the economic or social interests of their members.
Advisory, Conciliation and Arbitration Service (ACAS)
Created with the aim of improving employee relations between employers and workers.
It is involved in disputes or disagreements between the differing parties.
ACAS often ends up as an arbitrator in such disputes. This means they assess the dispute and come to an independent resolution which the employers and workers decide to agree with.
ACAS can also provide information, advice and training to organisations to help improve employee relations and to stop issues arising.
Works Councils
Made up of employees and managers that come together to discuss factors that may impact the business. Work councils can be used to promote discussion between managers and employees or to set up policies and procedures that are then implemented in the business. Due to employees being involved in decisions and policy making they may be less resistant to change.
Consultative Committees
Similar to works councils and are set up to discuss issues that will affect the business. These committees are made up of employees and managers but may also involve other stakeholders such as customers or members of the local community.
Worker Director
An employee that is elected to sit on the board of directors to represent the interests of the workers. This can lead to employees feeling they have some representation and influence in the decision making process.
