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27 Cards in this Set
- Front
- Back
Strategic Importance of Effective Employee Relations
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For competitive advantage, employees must be motivated and engaged in pursuing organizational goals
Ensure employees are treated ethically, fairly, and legally |
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Employee Engagement
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A positive, fulfilling, work-related state of mind characterized by vigour, dedication, and absorption
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Outcomes of Engagement
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employees’ highest productivity
best ideas genuine commitment to the success of the organization improvements in service quality, customer satisfaction, and long-term financial results serves the individual, fulfilling a basic human need to be connected to worthwhile endeavours and make a significant contribution engagement is good for the company and good for the employee |
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What does Employee Rights guarantee?
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Guarantees fair treatment from employers, particularly regarding an employee’s right to privacy.
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Pathological Contract
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expectations of a fair exchange of employment obligations between an employee and employer
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Job Expectancy Rights
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Employees expect certain rights associated with fair and equitable employment, including:
- Privacy - Just cause disciplinary and discharge procedures |
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What is employee concern with employee monitoring?
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employees are concerned with privacy—their control over information about themselves and their freedom from unjustifiable interference in their personal life
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Personal Information Protection and Electronic Documents Act (PIPEDA)
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governs the collection, use, and disclosure of personal information across Canada, including employers’ collection and dissemination of personal information about employees
employers must obtain consent from employees whenever personal information is collected, used, or disclosed (ie. when they want to monitor) |
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How to Effective Communicate to employees
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suggestion programs
employee opinion surveys communication from management |
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What does pre-retirement counselling
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counselling provided to employees some months (or even years) before retirement, which covers such matters as benefits advice, second careers, and so on
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Baby Boomers affect on retirement
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- longstanding trend to early retirement will change
- late retirement will be promoted to help ease labour shortage - joint retirement issues for dual-career couples will increase - flexibility in retirement arrangements will increase dramatically |
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Discipline
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a procedure intended to correct an employee’s behaviour because a rule or procedure has been violated
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Dismissal
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involuntary termination of an employee’s employment
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Due Process
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Employers should outline and adhere to proper rules and procedures for disciplinary actions and give employees the opportunity to respond to allegations
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Hot Stove Rule
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Rule of discipline that can be compared with a hot stove in that it gives warning, is effective immediately, is enforced consistently, and applies to all employees in an impersonal and unbiased way.
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Progressive Discipline
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Application of corrective measures by increasing degrees.
Employees always know where they stand regarding offences. Employees know what improvement is expected of them. Employees understand what will happen next if improvement is not made. |
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Layoff
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the temporary withdrawal of employment to workers for economic or business reasons (often in a unionized environment).
May be recalled back to the workplace. |
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Downsizing
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process of permanently reducing, usually dramatically, the number of people employed by the firm
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Group termination laws
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laws that require an employer to provide more notice in the event that an employer decides to terminate a group of employees
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Reasonable Notice (Terminating Not For Cause
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When an employer does not have just cause for dismissal “reasonable notice” or compensation in lieu of notice is required
Considers employee’s age, length of service, salary, occupational status, labour market conditions |
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Just Cause for Dismissal
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Includes any act by the employee that could have serious negative effects on the organization or its reputation
Example: incompetent work performance or employee misconduct e.g. theft, fraud, dishonesty |
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Constructive Dismissal
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Changing an employee’s working conditions such that compensation, status or prestige is reduced.
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Wrongful Dismissal
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an employee dismissal that does not comply with the law or does not comply with a written or implied contractual arrangement
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To Dismiss for Just Cause employers must show...
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The employer must document and prove serious misconduct or incompetence on the part of the employee
Requirements to dismiss: Reasonable performance standards Reasonable time for improvement training offered for improvement Evidence / documentation of warnings Documents of continual failure to perform Consistency between employees in similar situations Follow termination procedures |
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Employee Conduct Outside the Workplace
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Organizations that want to discipline employees for off-duty misconduct must establish a clear relationship between the misconduct and its negative effect on other employees or the organization.
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Termination Interview
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The interview in which an employee is informed of the fact that he or she has been dismissed
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Guidelines for Termination Interview
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Step 1: Plan the Interview
Step 2: Get to the Point Step 3: Describe the Situation Step 4: Listen Step 5: Review All Elements of the Severance Package Step 6: Identify the Next Step |