Managing Careers and Fair Treatment Chapter 9 Managing Careers and Fair Treatment The Building Blocks of fairness Building Two Way Communications Employee Discipline and Privacy Managing Dismissals Managing Careers from Hiring to Retirement

Introduction Levi Strauss

The Building Blocks of Fairness Why Treat Employees Fairly?

Building Two Way Communications Engagement – Explanation – Expectation Clarity Speak Up Programs What is Your Opinion Top Down Programs

Employee Discipline and Privacy Handling Grievances The FedEx Guaranteed fair Treatment Program Management Review Officer Complaints Executive Appeals Review Fairness in Disciplining A Set of Clear Rules A System of Progressive Penalties Appealing Process

Employee Discipline and Privacy Discipline Without Punishment Issue an oral reminder A formal written reminder within six weeks if another incident arise Give a paid one day decision making leave Remove the one day suspension from personal file if no incidents arise within one year Electronic Trespassing and Employee Privacy.

Managing Dismissals Grounds for Dismissals Unsatisfactory Performance Misconduct Lack of Qualifications for the Job Changed Requirement or Elimination of the Job Avoiding Wrongful Discharge Suits Follow Employment Policies and Dispute Resolution Procedures Lay the Groundwork

Managing Dismissals The Termination Interview Guide Lines for the Termination Interview Plan the Interview Carefully Get to the Point Describe the Situation Listen Review All Elements of Severance Package Identifying Next Step Outplacement Counseling Exit Interviews

Managing Careers: From Hiring to Retirement Managing the Early Steps in the Career Management Process Managing Promotions and Transfers Managing Promotions and Transfers: Making Promotions decisions: Decisions 1: Is Seniority or Competence the rule?. Decisions 2: How is Competence measures?. Decisions 3: Is the process formal or informal?. Decisions 4: Vertical Horizontal, or other?. Career Planning and the Web: Developmental Activities. Career-Oriented Appraisals. Job Posting Systems. Adjusting to Downsizing and Mergers: Avoid reality shock Provide challenging initial jobs. Provide realistic previews in recruiting. Be demanding. Provide periodic job rotation. Do career – oriented performance appraisals. Career Planning and the Web Layoffs and the Plant Closing Law Adjusting to Downsizing and Mergers Retirement