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