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Employment Relations Practice Assignment

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Added on  2020-04-13

Employment Relations Practice Assignment

   Added on 2020-04-13

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Running head: EMPLOYMENT RELATIONS PRACTICEEmployment Relations PracticeName of the Student:Name of the University:Author note:
Employment Relations Practice Assignment_1
1EMPLOYMENT RELATIONS PRACTICEAnswer 1For best industrial practice, it is very important to understand the agreements betweenthe employees and employers, as it may affect the organization in a huge manner. Theseagreements assist in outlining the organizational terms and conditions to the employees. Theindustrial agreement is not applicable on the awards and remuneration of the employees.However, the basic pay rate mentioned in the agreement will not be less. There award systemmay modify on the basis of their skills and abilities. The registered agreements are applicableuntil they are replaced or terminated. If the employees are not provided with proper awardsand recognitions, it may mar the progress of the organization and also hamper its businessstructure (Purcell 2014). Employees must be protected from unlawful or unfair means of termination. Theymust be provided with workplace safety and security and it is the duty of the organization toensure the wellbeing of both the employer and employee. If an employee faces any issue withthe policies and procedures of the organization, he/she must feel free to refer the complaint inan appropriate manner, to the higher authorities. Following the complaint, a meeting must bearranged within seven days of working, where the matter needs to be discussed openly. Inaddition to this, the employees must be protected from discrimination, workplace bullyingand other ill practices. The agreements must include matters like; flexible working hours, safeworking conditions, conflict resolution processes, pay rates, overtime benefits and others. Ifan organization lacks all these, it will prove to be disadvantageous for the company itself(Saundry, McArdle and Thomas 2013).The first stageemployee grievanceprocedure states thatif any employee ishaving any issues,In the second stage,a meeting will bearranged in a similarmanner and thedecision will beIn the third stage, asper the instructions, ameeting will beconducted withinseven days and theIf the issue is still notresolved,theemployee can refer totherightscommission, labor
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2EMPLOYMENT RELATIONS PRACTICEhe/she can apply tothe management.This includes;intellectual disability,mental and physicalstress and more.Taking the matterinto consideration, ameeting will beconducted and thedecision must beconveyed withinseven working days.A representative orcolleague mayaccompany theemployee. If theagreement does notreach in the firststage, the matter canbe conveyed to thesenior department.conveyed to theemployee withinseven days ofworking. If thematter is not clearedin the second stage,it can be referred tothe human resourcedepartment of theorganization or thethird stage.matter will bediscussed.relationscommission, laborcourt and equalitytribunal that is thefourth stage. If anemployeeisterminated in anunjustified manner,he/she can take helpof legal procedures.However, there are several disciplinary procedures which exist in this context. If anemployee’s work or attendance or conduct is falling below the standards of the workplace, anoral warning must be given at the first stage. The warning will be removed after six months,after observing his/her performance level. In the second stage, if the employee still does notimprove a written and formal warning must be given to him/her by the senior department.Written warning is more impactful and if the employee fails to improve himself/herself, thesenior management team can take actions against him/her. However, it can be removed afternine months of continuous observation and keeping a track of his/her performance level(Hse.ie 2017).Even after this, if the employee fails to improve himself/herself a final writtenwarning must be given by the higher authorities of the workplace, in the third stage. Thiswill extend up to a period of twelve months or more, based on the circumstances. The finalwritten warning will give a brief detail of the issues created by the employee (Gauri 2013).
Employment Relations Practice Assignment_3

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