All employees has rights that are based on laws, company employment polices and traditions. Employees also have rights that support their authority.
- Managerial perspective:
- Developing and enforcing polices that inform employees of their rights and responsibilities.
- Making managers aware of employees rights and managers obligations to employees.
- Acting as an employee advocate specially in cases where a supervisor misunderstands or disregards discipline policy.
But managers are the only perdons that truly can make a difference. Managers who act with respecto into their employees are more likely to have employees with higher levels or moral and job satisfaction than managers who ignore this rights.
- Statuory rights: This rights are protected by specific law enacted by goverment, a key rights of employees is protection from discriminatory or protection for unsafe or unhealthy working conditions.
- Contractual rights: Based on the law of contracts. A contract is a legally binding promise between two or more component parties. Both employers and employees have the right and obligations to each other when they enter into a contract. Some industries have standard contract provision to protect their interest more fully.Some times employers and employees enter in to a contract even though no formal contract exist, in this case the employer and the employee are said to have entered into an implied contract.
- Other rights: Employees often expect certain other rihts in addition to statutory and contract rights, these include a right to to ethical treatment and limited rights to free speech and privacy (employees expect to be treated fairly and ethically in return for providing their employer with a fair and reasonable amount of work )
- Take actions that develop trust, such as sharing useful information and making good on commitments.
- Act consistently so that employees are not surprised by unexpected management actions or decisions.
- Be truhtfull and avoid withe lies and actions designed to manipulate others by giving a certain false impression.
- Demonstrate integrity by keeping confidence and showing concern for others.
- Meet with employees to discuss and define what is expected of them.
- Ensure that employees are treated equitably, giving equilaty rewards for similant performance and avoiding actual or apparent special treatment of favorites.
- Demonstrate respecte toward employees, showing openly that they care about employees and recognize their strenghts and contributions.
- Limited right to privacy: The right to privacy protects people from unreasonable or unwarranted intrusions into their personal affairs.
- Limited right to free speech: This is about most importantly in the right to privacy.
- Management rights: The right to run the business and to retain any profits that result. Management rights include the right to manage the workface and the rights to hire promote, assign, discipline and discgarge employees.
- Progressive discipline: The most commonly uesed form, consist of a series of management interventions that gives employeesoportunity to correct their behaviour before being discharged(warning steps)
- Verbal warning: An employee who commits a minor violation receives a verbal warning from the supervisor and is told that if this problem continues within a specific time, period.
- Written warning: The employee violates the same rule within the specified time period and now receives a written warning by his supervisor.
- Discharge: The employee violates the rule one more time within the specified time period and is discharged.
- Basics standards of discipline:
- Communication of rules and performance criteria
- Documentation of the facts
- Consistent response to rule violations
- The just cause standard of discipline
- Notifications
- Reasonable rule
- Investigation before the discipline
- Fair investigation
- Prrof of guilt
- Absence of discrimination
- Reasonable penalty
