obligations,contracts,disciplineandgrievancehandling(英文版)(參考版)
2025-01-19 23:52本頁(yè)面
【正文】 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 issue Chris Jarvis 28 HRM 演講完畢，謝謝觀看！ 。m OK, You39。 Chris Jarvis 1 HRM Obligations, Contracts, Discipline and Grievance Handling Chris Jarvis 2 HRM Background ? contract central to ErEe relationship ?(offer, acceptance, consideration) negotiated/agreed ?plus mon law/statutory regulation ?socioecon. exchange openended unlike mercial contracts ?job contracts managerial power/authority ? an equal balance in service relationship? ? subordination to reasonable legitimate authority ? employer determines anisation of work and standards (reasonable) ? delivery of performance, motivation + loyalty, mitment ?mon law duties of employer employee ? Express and implied terms (general obligations) Chris Jarvis 3 HRM ? express or implied, verbal or in writing ? “usually concluded orally by people who rarely think out still more rarely express, any terms” 1940 ? subject to statutory regulation ?Changes to the Contract? ? mutual consent? ? within scope of effortreward relationship? ? within employer’s (reasonable) operational discretion? ?Vicarious liability Negligence ? employer liable for negligent/wrongful acts omissions of employee in course of employment. Formation of contract of employment Chris Jarvis 4 HRM Employment Rights Act 1996 ? Consolidated earlier Acts repealed in whole or in part ?Unaffected ? Equal Pay Act 1970 ? Sex Discrimination Act 1975 ? Race Relations Act 1976 ? Transfer of Undertaking (Protection of Employment) Regulations 1981 ? Disability Discrimination Act 1995 Chris Jarvis 5 HRM RIGHTS AT WORK? ? be clear on what is expected of you? ?know how your manager sees your performance? ?get on with your job in your own ways, once constraints objectives have been agreed? ?make mistakes occasionally? ?have a say/veto in who works for you? ?expect work of a certain standard from your staff? ?criticise performance when it falls below an agreed standard? ?be consulted about decisions which affect you? ?take decisions on matters which affect your department? ?refuse unreasonable requests? Chris Jarvis 6 HRM Employer obligations to
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