dessler, cole, goodman, and sutherland in-class edition management of human resources second...
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![Page 1: Dessler, Cole, Goodman, and Sutherland In-Class Edition Management of Human Resources Second Canadian Edition Chapter Eleven Fair Treatment: The Foundation](https://reader030.vdocuments.site/reader030/viewer/2022032703/56649d055503460f949d8afa/html5/thumbnails/1.jpg)
Dessler, Cole, Goodman, and SutherlandIn-Class Edition
Management of Human ResourcesSecond Canadian Edition
Chapter Eleven
Fair Treatment: The Foundation of Effective Employee Relations
© 2007 Pearson Education Canada 11-1
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© 2007 Pearson Education Canada 11-2
Strategic Importance of Effective Employee Relations
–retaining productive employees
–employee motivation
– employee commitment to the goals of the
organization
–retaining productive employees
–employee motivation
– employee commitment to the goals of the
organization
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© 2007 Pearson Education Canada 11-3
Communication Programs
Downward Communication
–information about various aspects of the
organization that is initiated by management
and then proceeds down through the hierarchy.
Downward Communication
–information about various aspects of the
organization that is initiated by management
and then proceeds down through the hierarchy.
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© 2007 Pearson Education Canada 11-4
Communication Programs
Upward Communication
–communication that begins with employees
and proceeds up through the organization
as a way of informing/influencing management
Upward Communication
–communication that begins with employees
and proceeds up through the organization
as a way of informing/influencing management
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© 2007 Pearson Education Canada 11-5
Communication Programs
Employee Opinion Surveys
–questionnaires to regularly ask employees
their opinions about:
• the company
• management
• work life
Employee Opinion Surveys
–questionnaires to regularly ask employees
their opinions about:
• the company
• management
• work life
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© 2007 Pearson Education Canada 11-6
Fair, Ethical, and Legal Treatment
Management rights: to run the business
Employee rights: from law, contract, hiring
conditions
Statutory rights: from law
Contractual rights: from employment or
union contract
Management rights: to run the business
Employee rights: from law, contract, hiring
conditions
Statutory rights: from law
Contractual rights: from employment or
union contract
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© 2007 Pearson Education Canada 11-7
Fair, Ethical, and Legal Treatment
–discipline
–seniority issues in promotion, transfer, layoffs
–job evaluation
–work arrangements
–overtime
–vacation, holidays
–incentives
–discipline
–seniority issues in promotion, transfer, layoffs
–job evaluation
–work arrangements
–overtime
–vacation, holidays
–incentives
Perceived Unfairness
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© 2007 Pearson Education Canada 11-8
Fair, Ethical, and Legal Treatment
Guaranteed Fair Treatment Programs
–employer programs aimed at fair treatment
of employees
–formal, highly publicized vehicles
–employees can appeal any eligible issue
Guaranteed Fair Treatment Programs
–employer programs aimed at fair treatment
of employees
–formal, highly publicized vehicles
–employees can appeal any eligible issue
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© 2007 Pearson Education Canada 11-9
Fair, Ethical, and Legal Treatment
–employee right to privacy vs. employer right to
know
–employers concerned with time wastage,
abuse of company property
–electronic monitoring easy, inexpensive;
legal if balanced with employee rights
–employee right to privacy vs. employer right to
know
–employers concerned with time wastage,
abuse of company property
–electronic monitoring easy, inexpensive;
legal if balanced with employee rights
Electronic Trespassing and Employee Privacy
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© 2007 Pearson Education Canada 11-10
Fair and Ethical Discipline
Rules and
regulations
Rules and
regulations
Fairness in Discipline—Three Foundations
System of
progressive
penalties
System of
progressive
penalties
An appeals
process
An appeals
process
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© 2007 Pearson Education Canada 11-11
Fair and Ethical Discipline
–take a counselling approach
–exhibit positive non-verbal demeanour
–provide employee some process/outcome control
–provide a clear explanation of the problem
–ensure discussion is held in private
–ensure that discipline is non-arbitrary/consistent
–take a counselling approach
–exhibit positive non-verbal demeanour
–provide employee some process/outcome control
–provide a clear explanation of the problem
–ensure discussion is held in private
–ensure that discipline is non-arbitrary/consistent
Fairness in Disciplinary Discussions
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© 2007 Pearson Education Canada 11-12
Fair and Ethical Discipline
1. Issue oral reminder
2. Issue formal written reminder
3. Provide one-day paid decision leave
4a. Purge suspension from file if no further
incidents for one year
4b. Dismissal if behaviour is repeated
1. Issue oral reminder
2. Issue formal written reminder
3. Provide one-day paid decision leave
4a. Purge suspension from file if no further
incidents for one year
4b. Dismissal if behaviour is repeated
Discipline without Punishment
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© 2007 Pearson Education Canada 11-13
Managing Dismissals
–unsatisfactory performance
–misconduct
–lack of qualifications for the job
–changed requirements of (or elimination of)
the job
–unsatisfactory performance
–misconduct
–lack of qualifications for the job
–changed requirements of (or elimination of)
the job
Grounds for Dismissal
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© 2007 Pearson Education Canada 11-14
Managing Dismissals
–direct disregard for superior’s authority
–refusal to obey orders
–deliberate defiance of company rules
–public criticism of superior
–direct disregard for superior’s authority
–refusal to obey orders
–deliberate defiance of company rules
–public criticism of superior
Insubordination (1 of 2)
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© 2007 Pearson Education Canada 11-15
Managing Dismissals
–blatant disregard for reasonable instructions
–contemptuous display of disrespect
–disregard for chain of command
–action to undermine superior
–blatant disregard for reasonable instructions
–contemptuous display of disrespect
–disregard for chain of command
–action to undermine superior
Insubordination (2 of 2)
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© 2007 Pearson Education Canada 11-16
Managing Dismissals
–in writing or implied
–employment for indefinite period unless
otherwise stated
–termination requires reasonable notice
–termination for just cause does not require notice
–in writing or implied
–employment for indefinite period unless
otherwise stated
–termination requires reasonable notice
–termination for just cause does not require notice
Employment Contract
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© 2007 Pearson Education Canada 11-17
Managing Dismissals
–employee can allege wrongful dismissal if:
• notice is not provided
• notice is not considered reasonable
–employee can allege wrongful dismissal if:
• notice is not provided
• notice is not considered reasonable
Wrongful Dismissal
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© 2007 Pearson Education Canada 11-18
Managing Dismissals
–unilateral changes in employment contract,
unacceptable to employee• demotion• forced early retirement• forced transfer• reduction in pay/benefits• changes in job duties/responsibilities
–unilateral changes in employment contract,
unacceptable to employee• demotion• forced early retirement• forced transfer• reduction in pay/benefits• changes in job duties/responsibilities
Constructive Dismissal
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© 2007 Pearson Education Canada 11-19
Managing Dismissals
–provide warnings before termination (final
warning in writing)
–prepare a checklist of company property to
be accounted for
–change security codes and locks
–for mass dismissal, prepare news release
–decide beforehand how to inform coworkers
–provide warnings before termination (final
warning in writing)
–prepare a checklist of company property to
be accounted for
–change security codes and locks
–for mass dismissal, prepare news release
–decide beforehand how to inform coworkers
Dismissal Procedures
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© 2007 Pearson Education Canada 11-20
Managing Dismissals
Termination Interviews
Step 6. Identify next step for employeeStep 6. Identify next step for employee
Step 5. Review severance packageStep 5. Review severance package
Step 4. ListenStep 4. Listen
Step 3. Describe the situationStep 3. Describe the situation
Step 2. Get to the pointStep 2. Get to the point
Step 1. Plan the interview carefullyStep 1. Plan the interview carefully
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© 2007 Pearson Education Canada 11-21
Managing Dismissals
Outplacement Counselling
–training and counselling for a terminated
employee
–includes self-appraisal and job-search skills
–training and counselling for a terminated
employee
–includes self-appraisal and job-search skills
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© 2007 Pearson Education Canada 11-22
Managing Separations: Layoffs and Retirement
Alternatives to Layoffs
–voluntary reduction in pay plan
–voluntary time off
–contingent employees
–voluntary reduction in pay plan
–voluntary time off
–contingent employees
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© 2007 Pearson Education Canada 11-23
Managing Separations: Downsizing and Mergers
– dramatical reduction of employees
– downsizing often happens during mergers
and acquisitions
– appropriate communication is critical
– manage emotional reactions
– dramatical reduction of employees
– downsizing often happens during mergers
and acquisitions
– appropriate communication is critical
– manage emotional reactions
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© 2007 Pearson Education Canada 11-24
Managing Separations: Layoffs and Retirement
Pre-retirement Counselling
Lifestyle goalsLifestyle goals
Financial planningFinancial planning
Relationship issuesRelationship issues
Health issuesHealth issues