HRM 499 Grantham University Labor Relations Management Capstone

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Business Finance

HRM 499

Grantham University

HRM

Description

Write a paper focusing on discipline, employee rights, and labor relations in your organization.

  • Are there clearly spelled-out formal procedures within the organization for handling discipline cases? What are they?
  • What are the policies regarding employee violence or use of controlled substances in the workplace?
  • What restrictions does the organization impose on employee free speech, surfing the internet, and unhealthy behavior (smoking or drug use) on or off the job?
  • Describe your EEO and Affirmative Action policies.
  • What methods and procedures are available for resolving employee complaints and grievances?
  • (A labor union exists in your organization). Describe the situation and relationship between the union and management. What effect has the union had upon organizational decision making, efficiency, productivity, and the administration of HR practices and policies.
  • What has been the relationship between management and union leaders (e.g., cooperative, neutral, cold, hostile)?
  • Are all employees unionized? If not, what challenges has that presented?
  • What suggestions would you make for minimizing employee grievances and improving the labor relations climate?
  • To what degree and how does the organization support a goal of diversity in the workplace? Explain.
  • Are employee cultural differences considered?
  • What measures are in place to ensure compliance with EEO and Affirmative Action policies?

Requirements:

  • Write between 1000 – 1,500 words using Microsoft Word in APA format (only the body of the paper counts towards the word requirement)
  • Use font size 12 and 1” margins.
  • Include cover page and reference page.
  • At least 80% of your paper must be original content/writing.
  • No more than 20% of your content/information may come from references.
Cite all reference material (data, dates, graphs, quotes,

paraphrased words, values, etc.) in the paper and list on a reference

page in APA style

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Explanation & Answer

Hi, I have uploaded the final work.In case of any corrections or revision kindly let me know ASAP!Thanks!

Running head: LABOR RELATIONS

1

Labor Relations
Student’s Name
Institution
Course
Professor
Date

LABOR RELATIONS

2

Labor Relations
The formal procedure for disciplinary action
The organization has spelled-out formal disciplinary procedures for handling discipline
cases. If any of the employees fail to meet the expected and well-laid-out code of conduct, the
staff handbook indicates the procedures that will be taken. The first step is understanding the
problem, in which facts are established. The employee’s side of the story is also listened to. In
this stage, the employer or supervisor can solve the issue with the employee personally, by
giving an informal warning, thus avoiding the disciplinary process. The problem can be solved
by having a simple conversation with the employee and following it up with a letter of agreed
points. Following the disciplinary process, the issue will be analyzed as either gross misconduct
or just inappropriate behavior.
If the employer or supervisor has tried solving the issue informally with no luck, the
second step is taken. In this step, the employee is notified immediately of the disciplinary
procedure. The employee should be told the actions to take, what he or she is entitled to during
the disciplinary procedure. The employer must ensure to remain fair and not to use their power to
their favor. Throughout the disciplinary procedure, the employer should consider the wellbeing
and mental health of the employee affected. Thorough investigations are then conducted to
establish all the facts of misconduct conducted by the employee. All notes and evidence are
collected. If the charge is gross misconduct, the employee may be suspended to allow for the
investigations.
The third process involves inviting the employee to the disciplinary hearing. The
employee should be given ample time to prepare his or her argument. Evidence, alleged
misconduct, dates, and time, as well as all the evidence, should be provided for review. The

LABOR RELATIONS

3

employee has the right to view and respond to the evidence accordingly. The employee has the
right to present his or her evidence. If the matter is gross misconduct...


Anonymous
Excellent resource! Really helped me get the gist of things.

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