Employer / Employee Relations

Question 1

Redundancy

Answer 1

A form of dismissal that happens when employers need to reduce their workforce and so a position no longer exists.

Question 2

Dismissal

Answer 2

Termination of the contract of employment of an employee, often as a result of a disciplinary procedure.

Question 3

Unfair dismissal

Answer 3

Where an employee is dismissed without a valid reason or the employer fails to follow the proper procedures.

Question 4

Fair dismissal

Answer 4

Where an employee is dismissed with a valid reason and the employer follows the proper procedures.

Question 5

Gross misconduct

Answer 5

Unacceptable or improper behaviour of a very serious kind
Eg - an employee physically assaulting a customer

Question 6

Gross negligence

Answer 6

Serious lack of care to their duties or other people
Eg - a theme park manager allows a ride to remain open when he knows there is a safety fault

Question 7

Incapacity

Answer 7

The physical or mental inability to do something
Eg - being too ill to work

Question 8

Capability

Answer 8

Repeated inability to do the work required

Question 9

Fair reasons for dismissal

Answer 9

Gross misconduct
Gross negligence
Repeated poor conduct
Incapacity
Capability
Redundancy
‘Some other substantial reason’

Question 10

Unfair reasons for dismissal

Answer 10

Pregnancy
Whistleblowing
Trade union membership
Discrimination

Question 11

Whistleblowing

Answer 11

If an employee has evidence of ‘reasonably believes’ that malpractice in an organisation is occurring, he or she can bring it to the attention of someone in authority without fear of retribution

Question 12

Grievance

Answer 12

A grievance exists when an employee has a concern, complaint, or problem

Question 13

Employment tribunal

Answer 13

A special sort of court dealing only with employment law; for example an employee’s claim for unfair dismissal.

Question 14

Impacts to businesses of employee tribunals

Answer 14

Time to prepare
HR staff costs
Legal costs
Compensation costs (if applicable)
Possible reputation damage
Possible changes to practices

Question 15

Employer / employee relations

Answer 15

The relationship between workers and managers

Question 16

Benefits of positive employer / employee relations

Answer 16

Better communication leads to efficiency in production
Low absenteeism as workers want to come to work
High staff retention

Question 17

Negative impacts of poor employer / employee relations

Answer 17

Difficulty dealing with change
More difficult for workers to come to managers about grievances
Damaging reputation of the business due to tribunal cases (sometimes)

Question 18

Written statement of employment particulars / contract of employment

Answer 18

A document containing a summary of the main terms of employment, such as pay and working hours.

Question 19

The Equality Act 2010

Answer 19

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society.

Question 20

Employee participation

Answer 20

Employees have the ability to participate in the decision making process at work

Question 21

What is employee participation also known as?

Answer 21

Industrial democracy

Question 22

Benefits of employee participation

Answer 22

Increased levels of motivation
Better communication
Improved quality of decision making
Complying with the law
Reduced labour turnover
Fewer days lost
The ability to manage change more effectively

Question 23

Works councils

Answer 23

A formal meeting of managers and employee representatives to discuss pay and working conditions and to negotiate on issues such as changes in working practices

Question 24

Trade union

Answer 24

An organised association of workers often in a particular industry

Question 25

What is the role of a trade union?

Answer 25

To represent union members with the problems they face at work, by providing support and advice.

Question 26

Collective bargaining

Answer 26

The official process by which trade union negotiate with employers, on behalf of their members

Question 27

Benefits of trade unionism to an employer

Answer 27

Negotiating with trade unions (ideally a single union) saves time and costs rather than dealing with all employees individually
Employee morale and motivation may be improved if they know that their interests are being protected by a union
The trade union can be a supportive partner in helping a business undergo significant change

Question 28

Disadvantages to businesses with employees as union members

Answer 28

Change may take longer to implement
Wage costs may rise if pay rises are successfully negotiated
Competitiveness may decrease if prices have to rise as a result of improving terms and conditions of employment

Question 29

Industrial action

Answer 29

The measures that a union can take to put pressure on management in a dispute in order to make them change their mind about a decision

Question 30

Examples of industrial action

Answer 30

Strikes
Work to rule
Overtime ban
Go slow

Question 31

Strike

Answer 31

Where employees refuse to work for the employer

Question 32

Work to rule

Answer 32

Employees do exactly what is stated in their contract and no more; there is no ‘goodwill’ towards the employer

Question 33

Overtime ban

Answer 33

Where employees refuse to work overtime

Question 34

Go slow

Answer 34

Where employees perform their duties but aim to reduce the productivity and efficiency of them.