Essay on Effective Employee and Labor Relations

Occupational Health of Effective Employee and Labor Relations

Occupational safety and health legislation is actually an inevitable aspect of every organization and this is due to the fact that only time a worker will be performing his duties is when the worker is in his utmost health. This has increased to the fact that an employee will be performing his duties to the full only when he ensured that even in the event of an accident, he will be cared for exceptionally. It can be said that one of the most significant things that should be provided by an employer to all his workers is safety even at a site where there is a very low chance of accidents. At all sites where heavy machinery is being utilized, it is certain that the risk level is higher due to the mechanical movements of parts of such equipment and thus for a worker who will be operating or monitoring such kind of machinery will be exposed to different kinds of accidents. In such a case, it should be understood that the safety level which will be offered will be much more than that of a specific site where normal tools are being utilized. On the basis of above, it can be understood now that the level of Health and Safety protection will be significant at present due to the mechanization of manufacturing industry and the possibility of accidents which might take place at a certain place (Dickson-Swift, Fox, Marshall, Welch, & Willis, 2014).

A change in workstation can increase the productivity of employees but it is misleading to conclude that it also changes outcomes in the improvement of occupational safety and health legislation. New machinery and policies can certainly be harmful for employees. For example, a machine that is causing too much noise should be replaced by the one which is quiet. With a proper change in the organization and the right legislation can increase the efficiency of all employees. When employees and employers know that they are safe and will be taken care of accordingly even when they are working at a dangerous, they will be able to perform up to their utmost. Actually, there is now a recognition that workplaces with proper legislation result in increased productivity and efficiency of workers and employers including expected results and more job satisfaction. Actually, there are four factors which describe the link between employees and productivity in terms of proper safety and health legislation. First one is the necessity of innovative ways for reducing high rates of injuries at the workplace. The second one is the pressure for reducing economic and social costs for illness and injury. The third one is to increase productivity without making labor work harder. The fourth one is to provide employees with good conditions of working as a way of recruiting skilled workers.

At the moment, managers are forced to focus more on establishing proper safety and health rules. The reason is that employees, similar to other resources, need care and maintenance for maximizing their productivity. It would be wrong to say that safety and health should not be perceived as a separate responsibility or function. It should be viewed as a broader initiative with the aim of improving competitiveness, profitability, and productivity of an organization.

Work-Life Balance in the Workplace and  Effective Employee and Labor Relations

            In most of the organizations, the balance between life and work is not considered as important as it should be, which results in low employee satisfaction and it also interrupts the flow of work. As employees, we are working both for the sake of the firm and for ourselves as well. However, in most of cases, managers are unable to understand this perspective because what they require from employees is profit and nothing else. Employees are viewed as resources just like other equipment which will be beneficial in producing revenue for the firm. Sometimes, not each and every organization is viewing the issue from the same point of view.

            For us, employees are not just resources but they are the part of firm itself. We believe that productivity results from employee satisfaction and that is the core of our work. In fact, we keep this in mind whenever we wake a decision which concerns employees. And we know that if revenue is produced by the organization then it is due to our employees. If our workers are satisfied then we know that we will be able to achieve success (Shagvaliyeva & Yazdanifard, 2014).

Common work-life issues and its Effective Employee and Labor Relations

First Issue: The most important issue is that employees don’t get enough time to spend with their families because of the strict schedules of their work. Other than not being able to go to family trips, parents are unable to see-off their children at schools. We knew that this issue was quite common among workers and we devised a solution for it. At the firm, there are flexible working hours for all employees. For instance, if the timing is 8:30 am then we allow workers to come within 8:30 to 9:30 am without any type of deduction or penalty. This gives workers the opportunity to leave see-off their children before arriving at the workplace. Furthermore, this lenience is provided without prolonging the office timings. We allow workers to think about their family as much as they think about the organization. With this facility, bachelors can enjoy another hour of sleeping or just exercising. They can spend this hour however they want without having to worry about reaching the workplace right on time (Dickson-Swift, Fox, Marshall, Welch, & Willis, 2014).

Second Issue: The next issue is that senior workers are often called to the workplace even when they are enjoying a holiday. And sometimes, even their holidays are limited due to the workload. Although this is common within organizations, what makes it depressing is that they are not even provided with a significant amount for this kind of compensation. Then again, the case is not the same with our firm. Even though there are times when work increases and we have to call senior workers, we make sure to provide them with the compensation which they cannot deny. For instance, coming on a holiday can be equal to the wage of almost three days. This way, employees are able to benefit from working on a holiday as well (Geldenhuys, Laba, & Venter, 2014).

Third Issue: The third issue is that employees don’t get enough holidays from the workplace. Even when there is not enough work at the firm, they are forced to come and still work. Employees are not satisfied by it and it shows in how they are working. Unlike them, we have some established rules which we follow regardless of work situations. There are some months when the work is comparatively low and that is when we give holidays to all our employees. In the form of teams, employees are given days off when they don’t have to work or even worry about it. This helps them in keeping employees spend quality time with their family. During this period, they can easily do what they couldn’t easily do like going on a vacation.

Fourth Issue: The last issue is that sometimes, the budget of employees is not covered even after doing a job. The face a financial crisis which makes them feel conflicted even when they try to be productive. In order to resolve this issue, we provide employees with the opportunity of meeting our standards and get a bonus. All employees who meet our requirements are selected for a bonus. The bonus is equal to the quarter of their monthly wage. This amount helps them in covering extra necessities and expenses.

Labour-management Relations

Handling grievance in a fair manner is important for you. Following are five steps that you should follow:

Informal Action: If the grievance is not major, you should be having a discussion with the worker for seeing if it can be resolved or not. In most of the cases, a discussion is all that is required for preventing an issue from increasing and becoming something drastic.

You must be keeping a paper trail of all the stages of this procedure, including the resolution that has been agreed. If it is serious, or the employee is feeling that it is not resolved properly, you should be dealing with the complaint under the formal procedure, and asking the worker for putting his grievance in a written form.

Investigation: After receiving the grievance, you should be carrying out an investigation as soon as possible. In most of the cases, it is a simple process of finding the necessary facts. If it doesn’t involve other employees, then they should not be informed and offered an opportunity for providing their own evidence.

The process of investigation will rely on some specific case conditions. Overall, the objective of this investigation is all about establishing grievance’s full facts before making a decision.

Grievance Meeting: After carrying out an investigation, you should be holding a meeting with the worker so that he has the chance of explaining the complaint. You should ask the worker how he thinks about it and how it should be resolved.

The worker should be provided with the statutory right for being accompanied by another person at the meeting of grievance.

Decision: With the consideration of the evidence, you should choose whether to reject or uphold the grievance. The decision has to be communicated to the worker in a written form.

If you hold the grievance, you should tell the worker what action is proposed by it and how it will be implemented. The worker should be provided with the appeal right by the letter.

Appeal: With the rejection of appeal, you should be prepared for it. Now, it is your duty to handle this because this requires seniority now (Belwal & Belwal, 2014).

Most of the appeal hearings are in the form of a simple review but they can take a rehearing form as well if the primary stage was flawed procedurally. Once the hearing is completed, you should inform its outcome to the worker (Jackson, 2014).

If I am being honest with you then I would say that there is no need for you to take a serious action. Informal action is the best way of handling the situation. This is not such a big issue and it doesn’t need you to take any action that can result in further conflict. So, you should start a discussion and tell him to be patient. I am sure if you are patient with him then it will work and tell him that this is a trivial issue. Wait for a few days and then he can get the holidays which he deserves. It happens that you have planned everything with the family and then you get to know that you cannot get the holidays which you deserve. Indeed, the impact can be quite depressing but it can happen and it is not that unusual.

First of all, you should tell your worker to be calm and sit as you have a discussion with him. What is most important here is that you should be honest with your worker and don’t make up things that don’t really exist. For instance, don’t tell him that the junior worker is coming back in four days when he will be taking a week for arriving back. This will destroy the relationship that exists between you. Tell him the truth and let him know that as soon as he comes back, he would be able to go on a vacation.

Termination of Effective Employee and Labor Relations

Following are the things which I will need before the process of termination:

·         Record of mistakes

·         Record of all times when the employee was unable to meet expectations

·         Record of misconduct

·         Record of improvement

·         A resignation letter

·         Informing the HR department

·         Notifying the network administrator

·         Termination of online accounts

·         Disabling access to company property and buildings

·         Reviewing signed agreements

·         Issuing the final paycheck

·         Hosting a farewell party

Script of Effective Employee and Labor Relations

Once the employee is seated, I will have a seat in front of him. And I will find suitable documents which I had assembled beforehand.

            As I told you before, I was going to terminate you in the upcoming time. Actually, this is the day when you and this organization part ways. A few months before, as it has been stated on this document, we had a meeting about your performance. I told you that even though you were doing well for starters but your communication was lacking. And I had also told you how you could improve your interaction and communication skills. Moreover, I had told you that if you see something being done in a wrong manner then you should suggest the right way to your colleagues. However, I have been recording your progress and a few months have passed since then.

            I haven’t found any improvement ever since then and it would not be wrong to say that you haven’t been meeting my requirements for a while now. Every project is either later or you are not caring about the equipment that is under your area. I can offer you more salary and I have offered you incentives as well when they were necessary. And they don’t matter much to me because you deserved. What I mean to say is that I prefer productivity over salary or wage. Promise me good work and I will offer you more. It is just as simple as that and yet you have been disappointing me.

            I don’t think that you are suitable for working here anymore. I am not going to deduct a portion from your paycheck or anything but if I want I can let you know about all the mistakes that you have made and eliminate a portion of it. However, I am not going to do it because you have had a relationship with this firm.

            However, there is one thing that you should always keep in mind. Whenever you are doing something, you should make sure that you are doing it in a well-manner because it will make you succeed. Good luck with your upcoming life.

Summary of Effective Employee and Labor Relations

            Throughout this course, I have come to understand some of the most important aspects of human resource. I have come to know the significance of job descriptions in the context of business and I have also come to know that they can be quite helpful in getting the right talent. Moving on, I have come to understand how a suitable and effective talent development plan can help organizations in flourishing and making employees satisfied. I have come to recognize the fact employee benefits package can play an important role in satisfying workers. Lastly, I have come to know that work-life balance has a crucial role to play in promoting a healthy organizational culture and ensuring that the organization achieves success. Overall, I can easily say that I have developed a better understanding of some key concepts which are included in human resource.

References of Effective Employee and Labor Relations

Belwal, S., & Belwal, R. (2014). Work-Life Balance, Family-Friendly Policies and Quality of Work Life Issues: Studying Employers’ Perspectives of Working Women in Oman. Journal of International Women’s Studies, 15(1), 96-117.

Dickson-Swift, V., Fox, C., Marshall, K., Welch, N., & Willis, J. (2014). What really improves employee health and wellbeing Findings from regional Australian workplaces. International Journal of Workplace Health Management, 7(3), 138-155.

Geldenhuys, M., Laba, K., & Venter, C. M. (2014). Meaningful work, work engagement and organisational commitment. SA Journal of Industrial Psychology, 40(1), 1-10.

Jackson, L. (2014). The work engagement and job performance relationship: Exploring the mediating effect of trait emotional intelligence.

Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work-Life Balance. American Journal of Industrial and Business Management, 4, 20-23.