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business > human resource management function - employee relations chapter6 > Flashcards

human resource management function - employee relations chapter6 Flashcards

1
Q

employee relations

A

refers to the total interaction that occurs between an employer and an employee - regarding the establishment of conditions of employment

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2
Q

employer

A
  • exercises control over employees
  • has responsibility for payment of wages
  • holds the power to dismiss employees
  • HR manager will deal with legal responsibilities in relation to employee relations
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3
Q

employee

A 
is a worker under an employees control 
- the location of the workplace 
- the way in which the work is performed
- the degree of supervision involved 
demand more
- challenging/interesting work 
- independence at their workplace
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4
Q

trade unions

A

organizations formed by employees in an industry, trade or occupation to represent them in efforts to improve wages and the working conditions of their members

unions:
- act as spokespeople to media
- campaign for better pay & conditions
- take action for safer workplaces
for:
- increase wages
- safer conditions
- parental leave
- annual leave
- superannuation/pensions

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5
Q

employer associations

A

organisations that represent and assist employer groups
3 types (IPP)
1. industry associations - employers from same industry
2. professional associations - members of professions
3. peak bodies - employers from varied industries
role:
- represent employers during collective bargaining - wages, working conditions, making of awards
- advise employers of their rights and obligations

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6
Q

log of claims

A

list of demands made by workers against their employer. demands cover specific wages and conditions.

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7
Q

award

A

legally binding agreement that sets out minimum wages and conditions for a group of employees

incl: 10 national standards providing safety net of basic conditions
- all reviewed by fair work

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8
Q

collective bargaining

A

determining the terms and conditions of employment through direct negotiation between unions and employees

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9
Q

wage indexation

A

process whereby wage increased are given by a tribunal in national wage cases, in line with increases in the cost of living

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10
Q

enterprise bargaining

A

process of directly negotiating wages and employment conditions between employers and employees at the enterprise level

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11
Q

conciliation

A

occurs when a third party participates in the resolution of a dispute and attempts to help resolve the differences through discussion

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12
Q

arbitration

A

occurs when a ‘judge’ or a panel of ‘judges’ hears both arguments in a dispute in a more formal court like setting and determines the outcome

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13
Q

collective agreement/enterprise agreement

A

a negotiated agreement between an employer and a union or a group of employees

  • must incl. - nominal expiry date
  • procedures for settling any disputes that might arise in the implementation of agreement
  • terms that allow for individual flexibility
  • provisions for consultation with employees on major workplace change
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14
Q

common law individual contract

A

covers those employees who are not under any award or collective/enterprise agreements

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15
Q

strike

A

occurs when employees withdraw their labour for a period of time in pursuit of improvements in their employment conditions

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16
Q

lockout

A

occurs when employers close the workplace for a period of time as a mens of applying pressure to employees during a period of industrial conflict

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17
Q

green bans

A

bans imposed by trade unions on any development that is considered harmful to the environment or an area of historical significance

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18
Q

protected industrial action

A

action taken by either party to a dispute that has been approved by the fair work commission
- is considered to be a legitimate tactic in pursuit of claims in a new enterprise agreement and will usually occur during the process of negotiating that new agreement

19
Q

unprotected industrial action

A

action that has not been approved by the fair work commission

20
Q

negotiation

A

method of resolving disputes whereby discussions between the parties result in compromise and a formal or informal agreement about a dispute

21
Q

mediation

A

confidential discussion of issues in a non threatening environment in the presence of a neutral, objective third party. many organizations now specify mediation as a first step in their dispute resolution

22
Q

conflict and dispute resolution/grievance procedure

A

provides an orderly system whereby the employee and employer can resolve matters relating to complaints about wages, hours, working conditions or disciplinary action.
- if cannot be resolved, conciliation or arbitration may need to take place

23
Q

linking employee relations to business objectives and strategies

A

good relationship between employer and employees = happy/satisfied employees = increase productivity & motivation = easier to achieve organizational objectives

24
Q

6 major players in Australian employee relations - three e’s 2 t’s 1 f e.e.e.t.t.f

A
  • employee
  • employer
  • employer associates
  • trade unions
  • the government
  • fair work australia
25
Q

the government

A

government has streamlined process of making arrangements in the workplace
key roles:
- legislator - pass laws that provide legal framework for employee relations
- employer - government employees over 30% of us workforce
- economic manager - ensures wages of not lead to inflation
- administer of government policies - implement legislation: publishing information/guidelines/ providing employers, employees, representatives

26
Q

fair work australia

A

established by the fair work act of 2009, one stop shop for info and advice on workplace issues
power to carry out a range of functions relating to:
- safety net of minimum wages/conditions
- dispute resolution
- industrial action
- enterprise bargaining
- termination of employment

27
Q

centralized system

A

awards and working conditions were determined by a central body relating to an industry

  • conciliation
  • arbitration
  • awards
28
Q

advantages of centralized system

A
  • time effective
  • allows for transferability
  • high degree of government control
29
Q

disadvantages of centralized system

A
  • lack of productivity
  • industrial disputes
  • lack of flexibility
30
Q

decentralized system

A

employees and employers at each individual workplace determine their level of pay and working conditions

  • collective agreement
  • collective bargaining
  • aus workplace agreement
31
Q

advantages of decentralized system

A
  • increased flexibility
  • better communication
  • improved working conditions
32
Q

disadvantages of decentralized system

A
  • inequality
  • time consuming
  • limited union involvement
33
Q

similarities between centralized & decentralized systems

A
  • final outcome, agreement about wages/conditions
  • both will identify pay, holidays, benefits
  • final document will need to be approved by fair work as
  • aim to create a process that will assist in resolving disputes
34
Q

differences between centralized & decentralized systems

A
  • centralized system: result outcome applicable to all employees in a particular industry. decentralized: result outcome will only apply to people who work in a particular business
  • centralized agreement: negotiated central location input from number of stakeholders, incl. employee and employers. enterprise agreements: negotiated workplace level involved employees in one business
  • centralized: result creation of an award. decentralized: result collective agreement or individual agreement
35
Q

common forms of industrial action

A
  • strike
  • boycott
  • passive resistance
  • lockout
36
Q

methods for resolution of conflict ( M.A.N.C)

A
  • mediation
  • arbitration
  • negotiation
  • conciliation
37
Q

role or HR manager under decentralized approach

A
  • negotiate with employees and/or representatives on employee relations issues e.g. establishment of collective agreements
    they must:
  • be aware of all relevant awards & legal requirements
  • ensure that all relevant info is available to employee representatives
  • report back to fair work aus
38
Q

management styles

A

consultative and participative - result positive employee relations: employees will gain trust and support from managers
autocratic - likely to result in conflict between employees and management: employees will lose motivation

39
Q

management skills

A

communication skills: helps build trust, support positive negotiation & help with timely resolution of disputes
problem solving skills: helps avoid unnecessary conflict
negotiation skills: negotiations must be organized, occur at a certain time, managers must have skills needed for negotiating agreements with employees

40
Q

linking employee relations to business objectives and strategy

A

profit and profitability - wages to high; cost business, wages to low; reduce employee motivation. since productivity usually leads to increased profitability, relating wages to productivity can create a strong link between employee relations and business objectives
customer and staff satisfaction - clear indication of business performance, satisfaction can influence the way staff relate to customers
improving quality - healthy conflict free workplace can contribute to willingness of employees, can assist in the objective of improving market share
acting ethnically - ethical business will be open and honest, business objective of being recognized as ethical org can assist in negotiation
social responsibility - willing to negotiate working arrangements can assist business that has social responsibility as one of it objectives

41
Q

government and government organizations

A
  • legislator
  • employer
  • economic manager
  • administer of government policies on employee relations
  • representative of Australia in the international arena
42
Q

10 national employment standards

A
  1. max weekly hours of reg work
  2. right to request flexible work arrangements
  3. parental leave & related entitlements
  4. annual leave
  5. personal, carers and compassionate leave
  6. community service leave
  7. long service leave
  8. public holidays
  9. notice of termination and redundancy pay
  10. provision of a fair work info statement
43
Q

negotiating employment agreements

A
  • be aware of all awards and legal requirements
  • ensure all info is available employee representatives
  • consult widely
  • keep an open mind
  • keep the big picture in mind
  • exercise care with the wording of the agreement
  • lodge the agreement
44
Q

conflict

A
  • strike
  • lockout
  • picket lines
  • work bans
  • work to rule
  • absenteeism, vandalism and sabotage

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