Workplace Policies and Procedures

This solved assignment covers various aspects of workplace policies and procedures, including policy review processes, the importance of confidentiality and privacy (Privacy Act 1968), principles of natural justice in conflict resolution, and effective negotiation strategies. It also delves into the roles of organizations like Fair Work Commission and relevant unions. The assignment emphasizes understanding legal frameworks, ethical conduct, and best practices for managing workplace issues.

Running head: EMPLOYEMENT RELATIONS
Employment Relations
Name of the Student
Name of the University
Author Note

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Part A
1.
Workplace conflict is a kind of problems which should be eliminated by the managers as soon as
it has been identified within a work place. The few measures of eliminating workplace conflicts
are as follows
Providing training on conflict resolution- the negative effect of a conflict can be reduced by
training employees on how to successfully resolve conflicts. The training also provides
confidence to the employees that they can successfully resolve personal and professional
conflicts.
Providing training on communication skills – enhanced communication skills in the employees
would ensure that there is no misunderstanding and therefore a conflict situation may be
identified and addressed accordingly.
Developing positive work relationship in the workplace- a positive workplace relationship would
ensure that there are less conflict in the workplace and the employees work in harmony
Implementation of activities for team building- developing a strong team spirit within the
workplace can considerable reduce the chances of a conflict
Building well established communication channels- conflicts can only be addressed through
proper communication and therefore strong communication channels may help eliminate
conflicts within the workplace.
Having in place established ways of resolving conflicts such as mediation and negotiation may
also eliminate conflicts within a workplace.

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2.
Methods of facilitating successful outcome from conflicts within a workplace
Right Timing- conflicts are often created unnecessarily within the workplace. It is good to avoid
small conflicts but leaders who avoid conflicts all the time may regret it latter. When it goes to
managing conflict timing is the primary issue is timing. The best time which the mangers may
choose to take an action is when they have concrete evidence that the actions of the employees
may have an adverse effect on the others. This can facilitate best outcome from a conflict.
Knowing the situation
The conflicts can take a bad shape and result in adverse outcomes of the managers does not have
proper knowledge about the situation. Knowing the limitations and boundaries of the employees
would help the managers achieve successful outcome from the conflict.
Respecting difference
Everyone has a different culture and knowing and respecting such differences is a key for
achieving a successful outcome from a conflict resolution process. Addressing the cultural aspect
of the parties to the conflict can help the managers understand the party in a better way and
therefore more effectively resolve the conflict.
Confronting the tension
It is the duty of all leaders to confront the tension head on in any conflict situation. The conflict
has to be confronted before the situation goes out of hand.
3.

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How to seek input from those having grievances in the work place
 The input can be made by obtaining proper suggestions from the employees who are in a
conflict situation.
 The input can be taken by showing interest in knowing about what the employees feel
about the situation. This can be done by creating a culture of honest and open
communication.
 Attention has to be provided to those employee who have a non verbal nature.
 Feedback may also be obtained from those who are not in a conflict situation in relation
to the problem
 A defensive approach has to be avoided at all cost while seeking such inputs
 Those who are facing grievances in a work place can be consulted individually and
therefore they can provide their own views in relation to the problem.
 Employee input helps the managers to effectively address the conflict situation , the
employees who have facing problems within the work place can be asked questions in
relation to the issue collectively so that a precise understanding of the issue is gained by
the managers.
Part B
1
Difference between operational and strategic plan
Strategy plan is used to define the strategy of the organization. It is the kind of plan which is
initiated before actions. On the other hand as the name denotes operations mean actions.
When planning is done to make strategies for the purpose of achieving the goals of the

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organization it is called operational planning. Strategic planning may include various
activities like making decisions and formulating strategies for the organization. on the other
had operation planning includes when and what kind of actions must the organization take
according to the situation.
2.
Employees have to be provided that they are major stakeholders of the organization in the
process of planning. They have to be notified that the better the plan the better would be the
performance of the organization. In addition where the organization performs good it would
positively reflect on the rewards received by the employees.
3.
The four important roles fulfilled by the position of the manager includes
Establishing harmonious organization culture
Having conflict elimination strategies in place
Effectively resolving disputes between employees
Motivating the employees through rewards and recognitions
4.
Key Performance Indicators (KPIs) assist the employees to enhance their performance. All
organizations want employee satisfaction, excellent customer services and healthy
competition in the workplace. KPIs set the parameter in relation to the most critical aspects

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for organization success and therefore the employees can use them as a guide to enhance
performance.
5.
a. T
b. T
c. T
d. T
e. T
F. T
6.
Law of Negligence under Torts
The situation is governed by Common law principles of negligence and the Civil Liability
Acts of the respective states.
The Fair Work Act 2009 (Cth) deal with awards and conditions in the workplace
The Privacy Act 1968 (Cth) deals with storage and accessibility of employee information
The Anti-Discrimination law deal with equal payments and treatment in the workplace. They
are dealt with by the Fair Work Act 2009,The Australian Human Rights Commission Act
1986 (Cth) and Discrimination Acts of states.

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7
While setting workplace objectives the goals should be identified as Key Performance
Indicators and targets for employees.
8
Job description sets out clear expectations of the company from the employee
It clearly identifies the role of the employee in the company
All legal bases are covered through the job description
Roles, responsibilities and boundaries of the employee are kept clear.
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1. Defining the policy
2. Gathering information and making recommendations
3. Debate, input and discussion at directors level
4. Drafting policy
5. Circulation for confirmation of content
6. Revision
7. Final policy review
8. Approval by directors
9. Notifying the employees
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Role description
The role of the assistant is to assist the manager in performing the duties of a employment
relation manager. The role includes filing and updating employee files, effectively recording all
employees and ensuring updating the policy and procedure manual. The skills required for the
jobs are adaptability and effectively addressing situations.
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The name of policy
The name of the policy should clearly be a able to represent the nature of the policy
The scope of the policy should clearly provide that to what extent and on whom and when
the policy may be applied.
The reason and purpose of the policy has to be made in consideration of the issue which it
seeks to address.
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Contingency planning is essential and important with respect to the development of
employee relation policy and strategies because it would provide a platform for addressing
any hazards or risk which may originate out of employee relation policy and strategies. The
polices and strategies are at a risk of not working out in certain situation and for such
situation specific contingency planning is required.
13 Seven topics to be introduced in induction meetings
1. Brief introduction and tour of the workplace

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2. Details regarding company policy and procedures
3. Details regarding compensation and benefits
4. Details regarding attendance and leave
5. Details regarding employee conducting
6. Details regarding security and safety
7. Details regarding training required
14.
The process of bringing in staff to the organization is called the induction program. The program
provides an introduction to the employee with respect to the workplace and sets them up to their
roles. The terms and conditions of the employment are covered in the process. The process has to
be conducted by Human Resource Managers or Employee Relation Mangers. The process must
be conducted on the first day of employment in a very friendly manner.
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In order to ensure that all participants have understood the induction program the managers have
to conduct a feedback program with the newly inducted employees. The program must include a
question and answer round through which it can be accessed that to what extent have the
employees gained from the induction program. This may also include putting the employees
under specific situations and accessing their conduct.
16
Policies and procedures within the organization ensure that the organization functions ethically,
efficiently and legally. There are several changes in the Macro environment of the organization

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these include changes to applicable legislations, market conditions and trends in management.
therefore it is necessary to review the existing polices and procedures in accordance with the
changes in the macro environment to ensure that compliance with the existing requirements are
met.
17
It is important to involve others in the process of reviewing policies and procedures of the
organization. This is because the knowledge of various points of views of the individual would
help the policy drafter address all significant issues which the policy intends to address. This
would also make the employee more involved and enhance their compliance with the policies.
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1. The evidence of the fact that the employee has indulged in a breach of policy or
procedure of the organization is required before the disciplinary review is conducted
2. A note of the prior warnings provided to the employee with respect to his behavior has to
be made by before the review is conducted
3. The past performance of the employee has to be documented before conducting the
review
19
Fair work Act 2009 has the objective of ensuring proper rights and obligations are provided to
the employees and employers in the workplace. The legislation seeks to enhance the working
conditions in a work place. It deals with provisions of sham contracting through which

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employers label employees as independent contractor in order to avoid obligations. The
legislation also deals with unfair dismissal within the workplace.
The Work Health and Safety Act 2001 has the objective of providing a safe workplace and
working conditions to the employees. It sets out the obligations of the employees and the
employer towards maintaining safety and health in the workplace.
20
People who are involved in policy review are
1. Managers
2. Directors
3. Stakeholders
4. Employees
5. Consumers
21
 The risk which is associated with change in the macro environment
 The time frame in which the policy review has to be conducted
 The priority of the policy to be reviewed and the risk of non compliance
22.
The method used to track changes in policy is CHCCS301A
23
The six steps of rapport building are

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1. Using the name of the other person the way it has been provided by it
2. Active listening and addressing issue
3. Giving proper feedback
4. Given timely work
5. Giving without expecting anything in return
6. Seeking feedback
24
The Privacy Act 1968 governs confidentiality and privacy in the organizations operating in
Australia.
25
Natural justice is a technical term which supports un biased decision making and giving all
parties involved in a conflict a fair chance of hearing. The concept of natural justice not only
maintains the confidence of the employees with respect to a conflict but also other employees
who are not directly affected by the decisions. The concept ensures both the parties to the dispute
are provided with a fair decision.
26
The information obtained from the employees have to be kept confidential and not disclosed to
any other without the consent of the employees. In case of any complaint made by the employees
the name of the complainant has to be kept anonymous to ensure they do not face discrimination
in workplace.
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The information can be attained from the Fair Work commission
28
10 rules of effective negotiation are
1. Ensuring that there is a bargaining zone
2. It has to be remembered that power comprises of information and alternativeness
3. Have knowledge about the objective of the other side
4. Don’t depict any form of rush
5. Always prefer to be in a win-win situation but change preference according to needs and
not wants
6. Explain boundaries and restrictions
7. Diffuse and avoid ego
8. Listen more and take less
9. Remember organization objectives
10. Never disclose the bottom line
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A. F
B. F
C. T
30.

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PCBU under the Work Health and Safety Act stands for “person conducting a business or
undertaking”
31.
The employees gave to be provided with adequate chance to justify their position in relation to a
disciplinary action. It is the duty of the employer to allow the employee to be accompanied by a
third person in any form of action taken against the employee by the organization. The employer
must give the employee a chance to rectify the mistake.
32
a
1. Australian Manufacturing Workers Union- Manufacturing Workers
2. Construction Forestry Mining and Energy Union- Construction Forestry Mining and
Energy
3. Australasian Meat Industry Employees Union- Meat Industry
4. Australian Maritime Officers Union- Maritime Officers
b WISE employment Australia
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1. Properly defining the problem
2. Accessing the root of the problem
3. Taking contaminant action
4. Defining the scope
5. Planning a corrective action

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6. Implementing the corrective action
34
A gross misconduct is defined as an improper or unacceptable behavior which is very serious in
nature and is done by a employee. An employee can be terminated on spot because of gross
misconduct known as summary dismissals. Gross misconduct may include actions such as theft,
fraud or dishonesty, offensive behavior such as bulling, fighting and harassment, damage to
company property, serious breach in health and safety rules, coming to work intoxicated or
buying or selling drugs in a workplace.