1. CHAPTER 7 EMPLOYEE RELATIONS

2. UNDERSTANDING EMPLOYEE RELATIONS
Good employee relations involve providing fair and consistent treatment to all employees
To foster good employee relations, managers must listen to and understand what employees are saying and experiencing

3. UNDERSTANDING EMPLOYEE RELATIONS
Effective employee relations require cooperation between managers and employee relations representatives
ERR will try to ensure that company policies and procedures are followed and advise both supervisors and employees on specific employee relations problems

4. TRADE UNIONS A group of seven or more workers can form a trade union
Application for registration with DG of Trade Unions
The application form must be signed by all members
Send together with the union’s constitution
The important criterion for a union to be registered is its intended member

5. TRADE UNIONS
All workers above 16 years have the right to join an appropriate union
Workers between 16 and 21 have lesser rights to participate in union activities
Specified groups of workers are restricted from joining trade unions

6. TYPES OF UNIONS National and regional unions In-house unions
Employer’s associations

7. ROLE OF TRADE UNIONS Protect their members’ right
Will take action to stop such unfair practices
Advise members on their right
Encouraging government to pass legislation
Introduce policies
Three-pronged approach:
Individual employers
National issues
Individual members

8. COLLECTIVE BARGAINING
The process whereby employers and employees negotiate over the terms and conditions on employment
Union is required by law to gain formal recognition from the employer before any negotiation can be made

9. COLLECTIVE BARGAINING
One of the main functions of trade unions
The best method of regulating the terms and conditions of employment
Once an agreement is reached between the two parties, there will be no discrimination between them

10. COLLECTIVE BARGAINING
May be carried out between an individual employer and a trade union of employees
Or between the union of employees and the union of employers
This process is regulated by the Industrial Relation Act

11. COLLECTIVE AGREEMENTS
Written agreement between an employer and a trade union relating to terms and conditions of employment
Agreement must specify their duration, not less than three years
Must be deposited with Industrial Court
Most agreements include clauses on wages, working hours and other benefits to be given to the workers

12. INDUSTRIAL ACTION
Picket
Strike
Lockout

13. SETTLEMENT OF INDUSTRIAL DISPUTES
Conciliation
Arbitration

14. EMPLOYMENT LAWS
Employment Act
Industrial Relations Act

15. DISCIPLINE Penalties in a disciplinary system Oral warning
First written warning
Final written warning
Suspension without pay
Suspension of increment
Demotion or downgrading
Dismissal

16. EMPLOYEE PROBLEMS Transfer Promotion of employees Grievance handling
Absenteeism of workers

17. TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT
Role of Industrial Court
Resignation
Expiry of fixed-term contract
Retirement
Redundancy and retrenchment

18. TERMINATION OF EMPLOYEE’S CONTRACT OF EMPLOYMENT
Dismissal of misconduct
Dismissal for poor performance
Frustration of contract
Termination of probationers
Constructive dismissal

19. CHAPTER 8 SAFETY AND HEALTH

20. ACCIDENTS AT WORK Financial costs Losses of output Lowered morale
Negative publicity

21. TYPES OF ACCIDENTS
Near miss
Non-fatal
Fatal

22. CAUSES OF ACCIDENTS
Technical causes
Human causes
Environmental causes

23. ENSURING A SAFE WORKPLACE
Safety policies
A statement of organization’s commitment
An explanation of who’s responsible
A description of procedures
Safety programmes
Commitment from all employees
Officer in-charge of safety

24. ENSURING A SAFE WORKPLACE
Safety programmes
Record keeping
Safety training
Safety and healthy living campaigns
Incentive and reward schemes
Provision of personal protective equipment
Disciplinary system

25. OCCUPATIONAL SAFETY AND HEALTH ACT
Ensure the safety of all employees and any other person at the workplace
Draft and disseminate a safety policy
Appoint a safety committee
Appoint a dedicated, qualified safety and health officer
Provide appropriate training, supervision and information
Report serious accidents to DOSH

26. SEXUAL HARASSMENT
An unwanted conduct of a sexual nature having the effect of verbal, non-verbal, visual, psychological or physical harassment
Not acceptable behaviour and any employee found guilty of such conduct will be punished

27. IMPROVING EMPLOYEES’ HEALTH
Wellness programmes
Stress management
Reducing drug and alcohol related problems

28. EMPLOYEE ASSISTANCE PROGRAMS
Programs designed to help employees whose job performance is suffering because of physical, mental or emotional problems
Four steps involve:
Identify troubled employee
EAP counseling
Solve the problem
Depend on the outcome of the treatment