債務、合同、紀律和申訴處理-資料下載頁
2024-10-19 11:08本頁面
【正文】 mally ? away from workplace confidential ? Aide memoir time, reason, what was municated, next step, response. Feedback, staff appraisal? Normal supervision. Separation of roles (controller/friend?) Company Policy Framework 3 Chris Jarvis 22 HRM Reasonableness and sufficient reason Employer must act reasonably ?in all the circumstances ?in treating the reason as a sufficient and valid reason ?circumstances incl. employer size amp。 resources Reasonableness depends on ?HOW the dismissal was carried out and ?if employer acted reasonably leading up to the decision . warning, chance to improve, considered for alternative work (redundancy)? Qualifiers for small firms? Chris Jarvis 23 HRM Fairness test ? sufficient reason based on equity + substantial merits? ?multiple reasons what are the principal ones! ?Burden of proof neutral but balance weighs on employer ?ET is NOT an arbitrator cannot substitute own views of “reasonable” for the employer’s ?What would a reasonable employer have done in the circumstances ? the right course of action to adopt? ? A representative band of employers ? Was it fair? ? teacher slaps child’s legs? ? refusal to work 3 months of Sundays? Chris Jarvis 24 HRM Disciplinary Interview ? Calling/invitation ?Advanced warning ?Importance of evidence ?Defendant39。s rights – law amp。 natural justice ?Equitable procedures ?Formal, systematic interview ?Neutral, calm, measured ?Representation ?Corrective versus punitive action ?Interview tension and reaction – the afront ?Recording, munication and confirmation Chris Jarvis 25 HRM Disciplinary Handling Beyond the Interview ? Constructive dismissal ?Appeals ?Intraanisational bargaining amp。 authorisation ?Managerial powerlessness ?Consistency of supervision and munication ?The trust/separation puzzle Chris Jarvis 26 HRM Complaint/Grievance Interviews ? Moan, gripe, plaint ?Grievance a formal plaint made by an employee against a colleague or the anisation ?Problems of formal policy and procedure ?Problem perception, information and power/status ?I39。m OK, You39。re not OK. Now I39。ve got you, you SOS ?Neutral processing. ?Rescue the managers and establish KARMA Chris Jarvis 27 HRM Complaint/Grievance Interviews ? Verifying the claim rights ?Importance of shared, agreed information ?Safeguards in procedure ?Formality of the interviews ?Recognising the person perception of self and acting on the problem ?Equity – the plainant and the plained about – the discrimination issu
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