Relationships in the Workplace | Policies | Human Resources | Vanderbilt University
Institution policies pertaining to Employee Relations. Need a dating or fraternization policy for an employee-oriented workplace? Here's a sample This Dating Policy Prohibits Certain Relationships Among Coworkers . Employer's Responsibility to Breast Feeding Moms. Employee relations may be defined as those policies and practices which is committed to maintaining non-racial conditions of employment.
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Please note that some of our resources are for members only. What is employee relations?
It reflects the increasing individualisation of the employment relationship following the rise of individual workplace rights and the decline in trade union reach and influence.
Our report Managing employee relations in difficult times concluded that the trade union relationship remains an issue in many workplaces but is not widely seen as problematic. Trade union influence is still an everyday reality for some organisations, particularly in the public sector, but continues to decline across the wider economy. The report also found that, in line with the growing focus on individual relationships, there's an increasing emphasis on helping line managers establish trust-based relationships with employees.
Employee relations policy
In our Trade unions podcastwe chat to trade union and employee relations experts about the current trade union landscape and HR's role in maintaining good relationships with unions, employees and the business.
From a peak of 12 million-plus, union membership has fallen to around 7 million today.
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Between andthe coverage of collective agreements contracted from over three-quarters to under a third of the employed workforce. The shift in the coverage and content of collective bargaining has been reflected in a dramatic reduction in industrial action since The number of working days lost due to labour disputes in wascompared within These figures represent a huge reduction since the s and other periods in labour history, and are below the levels in many other industrialised countries.
The meaning of employee relations to employers Our research has led to some broad conclusions: Employee relations can be seen as a skill-set and lens through which to manage workplace relationships and practice, rather than as a management function or well-defined area of activity.
Despite well-publicised instances of industrial action, the employee relations embraces the relationship with individual employees as well as collective relations at work.
Employee relations policy | Human Resources
Employee relations skills and competencies are still seen by employers as critical to achieving enhanced levels of employee involvement, commitment and engagement. The state of the employment relationship The Workplace Employment Relations Study WERS found that, somewhat surprisingly, despite one-third of employees having had their wages frozen and their workload increase because of the recession, three-quarters of employees remained satisfied with their work.
A key issue for employers is whether they are equipping their managers with the skills to manage relationships effectively on a collective and individual basis.
However, our research report Real-life leaders: There is clearly a need for more organisations to provide better training for line managers in this area to improve the state of employment relations in organisations. Our report Power dynamics in work and employment relationships examines the complexities of power in the employment relationship and provides a firm basis from which to understand, assess and improve how employees can best shape their working lives.
Exploring seven key dimensions, it proposes a dynamic framework to describe the shifting sands of employee relations. However, this shift has not entirely displaced the collective dimension. Employers should recognise the links between the way in which collective consultation and workplace conflict are managed, and levels of employee commitment.
These can broadly be subdivided into those concerning the relationship between employers and individual employees, and those which concern collective relationships. Our Brexit hub has more on what the implications might be for employment law.
Individuals Contract law and the terms of the contract of employment are at the heart of individual employee relations. Where staff members choose to have a trade union represent them, the University will make arrangements for recognition, collective bargaining and dispute resolution.
All staff members have the right to join the representative body of their choice, but this does not mean that the University will recognise all such bodies for collective bargaining or other purposes.
What Is an Employer-Employee Relationship?
Moreover, while acknowledging that the membership policy of the representative body is the prerogative of its members, the University is committed to maintaining non-racial conditions of employment.
Staff members have the right not to belong to a representative body.
The University Council will not therefore agree to membership of a representative body becoming a condition of service or appointment.
The UCT Employees' Union representing, at present, all staff in payclasses 6 - 12, excluding certain management positions.
Employee Relations Policies : Human Resources
The Academics' Union representing, at present, all academic staff. University management will seek to protect staff members from being coerced into membership of any association against their wishes, or from being coerced in any way as a result of their non-membership of any association.
Collective bargaining The University Council will recognise a representative body for the purposes of collective bargaining on behalf of staff members in a defined common interest group the bargaining unit where the majority of staff members in the bargaining unit demonstrate their wish to have that body represent them. Such recognition shall be formalised in a recognition or procedural agreement with the representative body. This agreement shall include details of the following: The bargaining unit - definition of the common interest group.
Procedures - how negotiations, disputes, grievances, disciplinary matters etc. Recognition and procedural agreements between the University and the NEHAWUthe recognition agreement was revoked in and a new recognition agreement concluded in Recognition and procedural agreements between the University and the UCT Employees' Union were signed in and respectively.
Recognition and procedural agreements between the University and the Academics' Union were signed in Communication and consultation The University Council recognises the importance of open communication and joint consultation between management and staff. It therefore encourages the exchange of information, ideas and views about matters of mutual interest and concern through both formal and informal channels.
Informal systems The University Council encourages informal communication and consultation at all levels.