Music HR Basics is a series of short courses designed to highlight what you need to know about a particular human resource management topic. In today's HR Basics, we explore employee rights affecting the employment relationship and the appropriate management of those rights. Employee rights are the powers and privileges derived from the law and tradition within the context of the employment relationship. Employees have some basic rights as citizens, but those rights are influenced by human resource policies and rules that an employer establishes. However, there are now a multitude of laws and employee rights that affect the employer-employee relationship. Rights are offset by responsibilities, which are obligations to certain tasks and duties. Employment is a reciprocal relationship in that both the employer and the employee have rights and obligations. The reciprocal nature of rights and responsibilities suggests that each party in the employment relationship should ideally regard the other as having rights and should treat others' rights with respect. Human resource professionals must help create a work environment that honors fairness, protects individual privacy, and treats all workers with dignity and respect while at the same time allowing the business to succeed. Employers have an obligation to recognize and respect the rights of employees through appropriate management practices. Employee rights are the powers and privileges within the employment relationship, while rights management is about the planning, organizing, leading, and controlling of these rights. Let's first explore employee rights as the powers and privileges within the employment relationship. At the core of the employment relationship are six concepts related to employee rights. They include contractual rights, employment at-will, just cause, due process, organizational justice, and alternative dispute resolution. When individuals become employees, they take on both employment rights and responsibilities. Those obligations can be spelled out formally in a written employment...
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Disciplinary action in hrm Form: What You Should Know
What is the progressive discipline policy? The progressive discipline policy is an internal document (i.e., manual, web-based) that sets out progressiveĀ How many days will an employee be placed on administrative leave? The six-month policy is based on the length of time for which the employee engaged in actions deemed appropriate by theĀ What is the six-month policy? It applies to those employees who have been found in violation of the Policy for 10 or more calendar days. The six-Ā Restructure of Employee Disciplinarian ā PIPĀ This Policy applies to all employees in all areas of employment. The process has three sections: the PIP review process, the management investigationĀ How is the process of PIP review and management investigation conducted? This is a confidential, employee-managed process that reviews all substantiated performance concerns and determines whether a personnel action is appropriate.Ā Who has the right to review the written management investigation? The employee whose findings are based on the review will be the subject ofĀ How is a summary management investigation conducted? Summary Management Investigations are performed by the Director of Human Resources (DHR) to determine whether an employee isĀ What is the process for a summary management investigation? The DHR is responsible for conducting a detailed, confidential, and expedited managementĀ What is the difference between a summary management investigation and a formal investigation? The DHR can conduct both a summary management investigation and a formalĀ How is the process for a summary management investigation conducted? This will be documented in the written management investigation.Ā How are the management investigations conducted? The DHR conducts a detailed, individual investigation and will complete the case in no more than 90 days.
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