Employment Relationship Problem Policy/PG's Flashcards
What does the ‘Employment Relationship Problem Policy’ detail? (2)
Clue: POR, GE
- processes, obligaitons and responsibilities of commissioner and employees
- comissioner’s commitment to act as a ‘good employer’
What does the ‘Employment Relationship Problem Policy’ NOT apply? (3)
Clue: IC, RP, HRA
- Independant contractors
- has other review or resolution process
- claim under Human Rights act
What four principles apply to all employment relationship problems?
Clue: Good faith, DI ,R, PR
- Both act in ‘Good Faith’
- Dialogue & exhange relevant info (consider mediation)
- Employee’s righ to representation
- Primary parites initially responsible for resolution
unless
- relate to action/inaction of supervisor
- other reason that requires more senior person
What is a dispute?
Clue: “a dispute about the…..”
-a dispute about the interpretation, application or operation of an employment agreement
What is an ‘Employment Relationship Problem?
Clue: “a PG, D or OP …..”
-a personal grieviance, dispute or other problem relating to or arising out of an employment relationship
Good faith behaviour includes what seven things?
Clue:
- provide..,
- not…,
- listen,
- consider…,
- be…,
- take…,
- limit…
- 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
What is the definition of a ‘Personal Grieviance?’
Clue: “…employee has been:” (5) DDDHD
A claim that the employee has been:
- unjustifiably dismissed
- subject to disadvantaged
- discriminated against
- sexually/racially harassed
- subject to duress (union or not?)
What are the five steps in the process of resolving employment relationship problems?
Clue: RP, D if not resoved: PG, M, FP
- 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)
How does an employee raise an Employment Relationship Problem?
-either in verbally or in writing
(can use Notification of ERP as a guide)
When must a Personal grievence be raised?
within 90-days
- from the ‘action’ causing PG
or
- from the time the employee became aware of it
- (which ever is later)*
Who needs to be notified of the personal Grievence once recieved by the recieving manager? (2)
- 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
How is it antisipated that most Employment Relationship problems and PG’s are resoved?
Though an informal discussion
What must the receiving manager do before meeting with an employee who has raises a PG in the first instance?
-they must liase with the EPM/HRM for advice and assistance before meeting with employee
When meeting with the employee (asap), what is the informal dicussion designed to identify? (4)
Clue: nature, aspects, responses, timeframes
- nature of problem
- aspect that can be resolve immediately
- responses from recieving manager (proposals for managing or resolving)
- Timeframes to respond if time required
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…
- No Further action
- discuss with another manager
- mediation
- invoke PG or Human rights complaint
