EMPLOYEE RELATIONS
MANAGEMENT
Employee Relations Management
Ø is an art which effectively monitors and
manages the relation between individuals either
of the same team or from different teams
Employee Relationship Management Various Activities
❖ Transparency in communication is of utmost importance for a healthy
employee relationship management
❖ Encourage group activities at the workplace
❖ Assign challenging work to your team members so that they feel
motivated to deliver their level best
❖ The concept of workstations and cubicles must be promoted rather than
closed cabins
❖ The employees must be motivated to avoid politics and blame games at
work
❖ Superiors or the team leaders must not act pricy and try to
dominate their team members.
❖ Partialities must be avoided for a better employee
relationship.
Grievance Handling
✓ is the management of employee dissatisfaction or
complaints (e.g. favouritism, workplace harassment,
or wage cuts)
✓ By establishing formal grievance handling
procedures, you provide a safe environment for
your employees to raise their concerns
Li s t o f l ea d i ng c a us es o f E mp l o yee Gri ev a nc es :
1 . U n d e s i ra b l e w o r k i n g c o n d i t i o n s i n p h y s i c a l t e r m s
2.Changes without prior notice
3.Poor employee relations
4.Improper wage adjustments
5. Dissatisfacto ry office policies in case of:
o
Promotion
o
Demotion
o
Tra n s f e r
o
Discharge
o
Leaves
o
Overtime
6.Violation of laws
7 . I n a d e q u a t e s a f e t y, h e a l t h , a n d w e l f a r e a m e n i t i e s
8.Labor-management hostility
9. Incidences of workplace favoritism and nepotism
10.Lack of organizational discipline
8 E ffective Step s T o Hand le Emp loyee Grievances
1. Create the system
2. Acknowledge the grievance
3. Investigate
4. Hold the formal meeting
5. Take your decision and act accordingly
6. Appeal process:
7.
Review the situation
8. Uproot the main cause of grievance
Employee Discipline
➢
is the r egulation and modulation of human activities to
produce a controlled performance
➢ I t is to encourage employees to confirm to established
standards of job performance and to behave sensibly and
safely at work
➢ Should be viewed as a condition within an organization
w hereby Employees know what is expected of them in terms
of the organization's rules, Standards and policies and what
the consequences are of infraction
Termination
❖ Art. 283 of the Labor Code states that an employee can be
terminated due to business reasons such as installation of
labor-saving devices; redundancy; retrenchment (reduction
of costs) to prevent losses; or the closing or cessation of
operations.
❖ For termination of employment based on health reasons,
employers are allowed to terminate employees found
suffering from any disease and whose continued
employment is prohibited by law or is prejudicial to his
health as w ell as to the health of his co -workers (Art. 284,
Labor Code)
❖ The employer must obtain from a competent public health
authority a certification that the employee’s disease is of
such a nature and at such a stage that it can no longer be
cured w ithin a period of six (6) months even with medical
attention.
Voluntary Resignation
❖ is the type of termination strengthened by the provisions of
Art. 285 of the Labor Code which recognizes two kinds of
termination an employee can initiate – without just cause
and w ith just cause
❖ The employee must give a one (1) month advance written
notice for resignation “resignation letter ” to the employer
to enable them to look for a replacement and prevent
work disruption. If the employee fails to provide a
resignation letter, he or she runs the risk of incurring
liability for damages.
❖ I t should be noted that employees who voluntarily resign
from work are not entitled to separation pay.
❖ The Labor Code only grant separation pay to those who
were dismissed from service not due to their own fault or
negligence but for reasons that are beyond their control,
i.e. business closure, cessation of operation, retrenchment
(reduction of costs) to prevent losses
Sexual Harassment
❖ As generally understood by the public, sexual harassment is any
unwanted sexual attention. This attention can be verbal, visual, gestural,
or physical and can range from a sexist remark to sexual assault. Under
Republic Act No. 7877 (The AntiSexual Harassment Act of 1995), the
harasser’s intention is irrelevant. The victim’s perception of the situation
as wanted or unwanted determines whether or not it is sexual
harassment.
❖ Sexual Harassment under RA 7877 must be work, education or trainingrelated
❖ Work, education or training-related sexual harassment is committed by an
employer, employee, manager, supervisor, agent of the employer, teacher,
instructor, professor, coach, trainor, or any other person who, having
authority, influence or moral ascendancy * over another in a work or
training or education environment, demands, requests or otherwise
requires any sexual favor from the other, regardless of whether the
demand, request or requirement for submission is accepted by the object
of said Act.
❖ Republic Act No. 7877 provides the penalty of imprisonment of not less
than one (1) month nor more than six (6) months or fine of not less than
ten thousand pesos (P10,000) nor more than twenty thousand pesos
(P20,000) or both at the discretion of the court.
Work-Related Sexual Harassment – how it is committed (RA 7877)
✓ By any person who, having authority, influence or moral
ascendancy over another demands, requests or otherwise requires
sexual favor from the other; and The sexual favor is made as a
condition in the following instances:
❑ In the hiring or in the employment, reemployment or continued
employment of the said individual; and
❑ or in granting said individual favorable compensation, terms,
conditions, promotions or privilege; or
Work-Related Sexual Harassment – how it is committed (RA 7877)
✓ The refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in any way would
discriminate, deprive or diminish employment opportunities or
otherwise adversely affect said offended party
✓ The demand, request, or requirement for sexual favor would (a)
impair the offended party’s rights or privileges under existing labor
laws or (b) results in an intimidating, hostile, or offensive
environment for the offended party.
Duties of the Employer under RA 7877
❖ Prevent or deter the commission of acts of sexual harassment
❖ Provide the procedures for resolution, settlement, or prosecution of acts
of sexual harassment through:
✓ Guidelines on Proper Decorum in the Workplace
✓ Procedures for the investigation of sexual harassment cases and the
administrative sanctions for those cases in consultation with and jointly
approved by the employees, through their duly designated
representatives.
❖ Create a Committee on Decorum and Investigation (CODI)* who shall
conduct the investigation of alleged cases constituting sexual harassment.
❖ Disseminate/post a copy of RA 7877 for the information of all concerned.
* composed of at least one (1) representative each from the management,
the union, if any, the employer from the supervising rank, and from the rank
and file employees
THANK YOU!