DIMARANAN, JAYVEE R.

AB PSYCHOLOGY III
I/O Psychology

“Workplace Due Process: Perspective and Nuance of Theory and Practice”

WEBINAR REVIEW

I. SUMMARY
The webinar is titled “Workplace Due Process: Perspective and Nuance of Theory and
Practice” This aims to provide knowledge for Human Resource practitioners to discern theory
from practice of maintaining a healthy workplace for unions, employees and management to
harmoniously co-exist. This webinar bridges the gap between theory and actual practices
applied in the workplace. There are three main concepts introduced, namely: Basic Concepts
about the Employment Relations, Management Prerogatives & Obligations; Dispute
Management & Workplace Due Process; and lastly, Costs of Disputes and the Need for
Transparent and Fair Company Code of Discipline.
Employment relationship involves an employee and employer. The test of employer and
employee relationship can be done through (SWaDC) Selection and engagement of the
employee, payment of wages, power of dismissal. Not only established through written
agreements, but must be voluntary either verbal and other media too. According to Atty.
Rebecca, exercising the right to control the employee’s conduct is the most important. It is not
limited to achieving the goal but also the manner of working towards fulfilling it. She added that
there are arrangements far more complex because technology allowed the ease of interaction
for businesses, but it doesn’t mean that these people shouldn’t be covered by the law. Next, the
speaker discussed the management prerogatives. The rights and privileges of decisions and
actions flowing can be categorized into operational and personal aspect. This is when the
contract necessary. The employer and employees would settle with a mutual agreement that
would merge their goals, needs and interests. Employees must be treated justly and humanely
aside from being compensated in compliance with the law. Both sides have their rights and
obligations that are required to be fulfilled.
The second main concept is about Dispute Management and Workplace Due Process. This
centers on enforcement of disciplinary actions. There levels for different cases or violations
committed by the workers. Grounds for termination should be well established. Labor standards
established by Department of Labor and Employment (DOLE) must be abided by organizations.
Labor Relations includes the relationship built by employer and employee, the mechanism by
which their terms are negotiated, the interactions and processes on how the rights are
exercised, how agreement is established, and how the workplace relationship progress.
However, the speaker emphasized that preventing dispute is better than having to resolve it.
This is where Dispute Prevention comes in. The HR Management is concerned with the
mechanisms where employees can safely voice out their problems and their issues addressed
by the higher-ups through management level devices such as complaint boxes, review boards
and open-door policies. It is important that workers feel heard and understood for them to feel
assured that they matter. It would also help in attaining job satisfaction. Better working
conditions, company climate, and company culture can prevent conflicts to occur. Psychological
approach such as reinforcements or reward-punishment system is commonly used to motivate
employees also to redirect those with non-conforming or deviant attitude and behavior.
The HR must set good examples for their work environment. HR Managers and Staff imposes
the Transparent and Fair Code Company Code of Discipline. The HR must act in accordance of
the law and the Code of Conduct of company. But if workers still do not comply despite setting
an example, there is a second stage which is called “Workplace Dispute Resolution Mechanism
with HR/Lawyer Approach”. The challenge that comes along with it is the occurrent changing of
employees. Because the commitment level of parties varies, consistent setting of Code of
Discipline by the Grievance Committee is a tedious task. A third-party intervention will take part
in an unbiased settlement of the dispute if the disagreement cannot be solved within the
organization. The third stage may involve neutralized 3rd party at DOLE Regional Office or
other authorities. If still not settled, the Fourth stage plays its role, the Adjudication process. Big
disputes may end up in the court of Appeals.
The speaker noted that the HR/lawyer approach is only necessary if there are legal processes
needed for trials which implies that dispute prevention really is better than having to go through
all the tedious process of resolving conflicts that occurred. The seven tests of just cause were
discussed before question-and-answer forum.

II. RELEVANCE IN PSYCHOLOGY

People are involved in the workplace, that simply implies the importance of psychology. The
study of Psychology includes cognitive processes, personality, behavior, and more that people
of the organization have. Relationships from various people in an organization are formed. It is
the HR’s duty to sustain harmony among employees while driving them to fulfill their roles. The
webinar’s importance in Psychology is that there are certain approaches that are quite effective
in understanding the perspective of workers in accordance to what is mandated by the law. HR
exists to appease the opposing sides and help procure a mutual understanding. They also help
in creating more meaningful relationships that is also a big factor in making the employees stay
in the company. Simply speaking, employees are human beings. Each human being has rights.
Also, as human beings, they possess emotions and behavior. Psychology plays a part in
company’s rules and regulations by saying that their employees are human beings. HR
practitioners and managers must practice empathy to understand their employees better,
however everything must be in accordance to the right process mandated by the law.

III. PERSONAL IMPLICATIONS

Humane working environments deviating to the "typical work culture” amazes me in top notch
level. Employers who consider they're not as machineries but rather human beings is what this
world needs. However, laws are set for harmony and order. The seminar bridged the gap
between acts of humanity and the law that is often perceived as harsh. And HR practitioners
who act this way has my highest salute.
It is easy to hear the plea of the people, understand and give feedback. But acting upon the
problem is another task. To treat people fairly is a good thing but to treat them humanely is
another thing that HR practitioners master as HR practitioners are often faced with disputes that
may result to an employee to be unemployed. I admire how the HR can held onto the law,
weighing the good and bad while acting decisively for the good of the situation where most
people does not even know what to do.
The HR mediates between the employer and the employees. As an HR practitioner, you serve
the employees by treating them human while developing and training them, but you also work
for the interests of the company. Therefore, I agree that dispute prevention is better than
resolution. If an organization has a healthy workplace with good climate and culture, the
employee wouldn’t have complaints and is less likely to commit violations. If prevention failed,
and an employee may face sanctions or termination, then due process should be practiced until
they arrive at a humane but objective verdict.
Also, the topic is timely as Human Rights Day was the day the seminar was presented. I am
happy about it. The topic reminds us that everyone in an organization has rights.

IV. RECOMMENDATION, COMMENTS AND SUGGESTIONS

The speaker is knowledgeable with the topic given and her experiences and words speak for
herself. She was able to address concepts to non-professionals clearly. It successfully delivered
the information we wanted to know. The webinar contained insights that is not often discussed
in webinars about the same topic that I attended.
I suggest ice breakers or simple raffle games embedded on the talk to make it more engaging
for the audience. Finding sponsors for simple merchandizes as prices would help.