INTERNAL EMPLOYEE RELATIONS. Internal Employees Relations Defined Human resource activities associated with movement of employees within firm after they.

INTERNAL EMPLOYEE RELATIONS

Internal Employees Relations Defined

• Human resource activities associated with movement of employees within firm after they become organizational members.

Internal Employee Relations Activities

• Promotions• Transfer

• Demotions• Resignation• Discharge

• Layoff• Retirement• Discipline

• Disciplinary actions

How employers can protect themselves

• They not provide the statements suggesting job security or permanent employment

• Clearly defining worker’s duties

• Conducting realistic performance appraisals on a regular basis.

• A person should not be employed without a signed acknowledgment of the at- will disclaimer

Discipline and disciplinary action

• Discipline- state of employee self-control and orderly conduct

• Disciplinary action- invokes penalty against employee who fails to meet the establishment standards.

Effective disciplinary action

• Address employee’s wrongful behavior

• Should not be applied haphazardly

• Not usually management’s initial response to a problem

• Normally, there are more positive ways of convincing employees to follow to company policies.

The disciplinary action process

Disciplinary Action

• Word discipline comes from word discipline

• Translated from Latin, it means, to teach

• Intent of disciplinary action should be to ensure recipient sees disciplinary action as learning process

Approaches to disciplinary action• Hot stove rule

• Progressive disciplinary action

• Disciplinary action without punishment

Hot stove rule

• Burns immediately

• Provides warning

• Gives consistent punishment

• Burns impersonally

Progressive disciplinary action

• Ensure minimum penalty appropriate to offense is imposed

• Model developed in response to Employment Act 1955

• Involves answering series of questions about severity of offense

Suggested guidelines for disciplinary actions • Offences Requiring First, An Oral Warning, Second, A Written

Warning, And Third, Termination- Negligence in the performance of duties- Un authorized absence from job- Inefficiency in the performance of jobs• Offences Requiring A Written Warning, And The Termination- Sleeping on the job- Failure to report to work one of two days in a row without notification- Negligent use of property• Offences Requiring Immediate Termination - Theft- Fighting on the job- Falsifying time card- Failure to report to work three days in a row without notification

Disciplinary action without punishment

• Process of giving worker time off with pay to think about whether he or she wants to follows the rules and continue working to the company

• Employee violets rule, manager issues oral reminder

• Repetition brings written reminder

Problems in administration of disciplinary action

• Lack of training

• Fear

• Guilt

• Loss of frienship

Disciplinary Action Advice

• Managers often avoid disciplinary action, even when it is in company’s best interest.

• Proper time and place to administer disciplinary action

• Many supervisors may be to lenient early in disciplinary action process and too strict later