Chapter 9: Disciplinary systems and termination of service - Coggle Diagram
Chapter 9: Disciplinary systems and termination of service
Must be fair and just.
know the rules, what they can do and they cannot do
when employees behave in an unacceptable manner,they are punished.
they purpose of punishment is to change the employee's behaviour.
to sent a warning to other employees that unacceptable behaviour will not be tolarate.
written warning (s)
suspension without pay
demotion or downgrading
Employers transfer employees :
to fill vacancies for experienced workers
to solve people problems
to provide training to employees
Employees may request transfers :
for personal, non-work related reasons
to have an opportunity to learn
to overcome boredom
PROMOTION OF EMPLOYEES
promotion is reassignment of an employee to a job at a higher level in the organization
promotion opportunities motivate employees, providing the promotion system, providing the promotion system is perceived as being fair and transparent.
Criteria for Promotion
Effect of Unresolved grievances :
resignation of employees
high accident rate
high rate of illness
complaints from customers
Grievance handling requires
understanding of rights of employees and employers
Workers who are regularly absent from work without permission granted in advanced cause problems
Employers must have systems in place to reduce unauthorized absences
have clear procedures
take disciplinary action, when nesessary
Employers may encourage full attandance by offering incentives
THE INDUSTRIAL RELATIONS ACT AND TERMINATION OF EMPLOYMENT
File request for reinstatement at the nearest Department of Industrial Relations (IR)
Attend a conciliation meeting with the ex-employer, called for by the Department of IR.
The employer may agree to withdraw their claim/ the employer may agree to reinstate the employee
4.Where no agreement is reached, the Director-General of Industrial Relations will inform the Minister of Human Resources who will decide whether or not to refer the dispute to Industrial Court.
If the dispute is refferred to Industrial Court, an arbitration hearing will be held
The Industrial Court will decide whether the employee was dismissed with or without just cause or excuse
fixed- term contract expire at the end of the agreed time period
fixed-term contract are acceptable to the Industrial Court if they are for genuine business reasons
Employees have the right to resign without assigning any reasons
Prior to resigning, an employee must give notice to the employer as required by his contract of employment.
REDUNDANCY AND RETRENCHMENT
Mergers and acquisitions
changes in technology