1. Dessler, Cole, Goodman, and Sutherland
In-Class Edition
Management of Human Resources
Second Canadian Edition 11
Chapter Eleven
Fair Treatment: The Foundation of Effective Employee Relations
© 2007 Pearson Education Canada

2. Strategic Importance of Effective Employee Relations
retaining productive employees
employee motivation
employee commitment to the goals of the
organization

3. Communication Programs
Downward Communication
information about various aspects of the
organization that is initiated by management
and then proceeds down through the hierarchy.

4. Communication Programs
Upward Communication
communication that begins with employees
and proceeds up through the organization
as a way of informing/influencing management

5. Communication Programs
Employee Opinion Surveys
questionnaires to regularly ask employees
their opinions about:
the company
management
work life

6. Fair, Ethical, and Legal Treatment
Management rights: to run the business
Employee rights: from law, contract, hiring
conditions
Statutory rights: from law
Contractual rights: from employment or
union contract

7. Fair, Ethical, and Legal Treatment
Perceived Unfairness
discipline
seniority issues in promotion, transfer, layoffs
job evaluation
work arrangements
overtime
vacation, holidays
incentives

8. Fair, Ethical, and Legal Treatment
Guaranteed Fair Treatment Programs
employer programs aimed at fair treatment
of employees
formal, highly publicized vehicles
employees can appeal any eligible issue

9. Fair, Ethical, and Legal Treatment
Electronic Trespassing and Employee Privacy
employee right to privacy vs. employer right to
know
employers concerned with time wastage,
abuse of company property
electronic monitoring easy, inexpensive;
legal if balanced with employee rights

10. Fair and Ethical Discipline
Fairness in Discipline—Three Foundations
Rules and
regulations
System of
progressive
penalties
An appeals
process

11. Fair and Ethical Discipline
Fairness in Disciplinary Discussions
take a counselling approach
exhibit positive non-verbal demeanour
provide employee some process/outcome control
provide a clear explanation of the problem
ensure discussion is held in private
ensure that discipline is non-arbitrary/consistent

12. Fair and Ethical Discipline
Discipline without Punishment
1. Issue oral reminder
2. Issue formal written reminder
3. Provide one-day paid decision leave
4a. Purge suspension from file if no further
incidents for one year
4b. Dismissal if behaviour is repeated

13. Managing Dismissals Grounds for Dismissal unsatisfactory performance
misconduct
lack of qualifications for the job
changed requirements of (or elimination of)
the job

14. Managing Dismissals Insubordination (1 of 2)
direct disregard for superior’s authority
refusal to obey orders
deliberate defiance of company rules
public criticism of superior

15. Managing Dismissals Insubordination (2 of 2)
blatant disregard for reasonable instructions
contemptuous display of disrespect
disregard for chain of command
action to undermine superior

16. Managing Dismissals Employment Contract in writing or implied
employment for indefinite period unless
otherwise stated
termination requires reasonable notice
termination for just cause does not require notice

17. Managing Dismissals Wrongful Dismissal
employee can allege wrongful dismissal if:
notice is not provided
notice is not considered reasonable

18. Constructive Dismissal
Managing Dismissals
Constructive Dismissal
unilateral changes in employment contract,
unacceptable to employee
demotion
forced early retirement
forced transfer
reduction in pay/benefits
changes in job duties/responsibilities

19. Managing Dismissals Dismissal Procedures
provide warnings before termination (final
warning in writing)
prepare a checklist of company property to
be accounted for
change security codes and locks
for mass dismissal, prepare news release
decide beforehand how to inform coworkers

20. Termination Interviews
Managing Dismissals
Termination Interviews
Step 6. Identify next step for employee
Step 5. Review severance package
Step 4. Listen
Step 3. Describe the situation
Step 2. Get to the point
Step 1. Plan the interview carefully

21. Outplacement Counselling
Managing Dismissals
Outplacement Counselling
training and counselling for a terminated
employee
includes self-appraisal and job-search skills

22. Managing Separations: Layoffs and Retirement
Alternatives to Layoffs
voluntary reduction in pay plan
voluntary time off
contingent employees

23. Managing Separations: Downsizing and Mergers
dramatical reduction of employees
downsizing often happens during mergers
and acquisitions
appropriate communication is critical
manage emotional reactions

24. Managing Separations: Layoffs and Retirement
Pre-retirement Counselling
Lifestyle goals
Financial planning
Relationship issues
Health issues