Chapt

erEi
ght
:

I
ntegr
ati
onandMai
ntenance

8.
1.Respect
ingEmpl
oyeeRi
ght
sandManagi
ngDi
sci
pli
ne
Justasempl
oyeesar
egi
vencer
tai
nri
ght
stheyal
so hav
eanumberofr
esponsi
bil
i
ties,
r
egar
dlessoft
hei
rpl
aceofwor
k.I
fanempl
oyeenotmeett
her
esponsi
bil
i
tiesofhi
sorher
posi
ti
on,an HR managerneeds t
o under
stand how t
o ef
fect
ivel
y and dev
elopment
all
y
di
sci
pli
net
hatempl
oyee.

8.
1.1Empl
oyeeRi
ght
s
Ar
ighti
stheabi
l
ityt
oengagei
nconductt
hati
spr
otect
edbyl
aworsoci
alsanct
ion,
freef
rom
i
nter
fer
encebyanot
herpar
ty(
suchasanempl
oyer
).Forexampl
e,empl
oyeeshav
ethel
egal
r
ightt
ofor
m auni
on.I
tisi
l
legalf
oranempl
oyert
odi
scour
ageempl
oyeesf
rom exer
cisi
ng
t
hei
rri
ghtt
ofor
m auni
onbywi
thhol
dingpayi
ncr
easesf
rom t
hosewhosuppor
ttheuni
on.The
t
hreedi
ff
erentcat
egor
iesofempl
oyeer
ight
sthatmanager
smustconsi
derar
e:(
1)st
atut
ory
r
ight
s,(
2)cont
ract
ual
right
s,and(
3)ot
herr
ight
s.
1.St
atut
oryRi
ght
s
Empl
oyees’
stat
utor
yri
ght
sar
epr
otect
edbyspeci
fi
clawsenact
edbygov
ernment
.Empl
oyees’
keyst
atut
oryr
ighti
spr
otect
ionf
rom di
scr
imi
nat
ionbasedonr
ace,
sex,
rel
i
gion,
nat
ional
ori
gin,
age,handi
cap,orot
herpr
otect
ed st
atus undert
he l
aw and ot
herequalempl
oyment
oppor
tuni
tyl
aws.
St
atut
oryRi
ght
s Cont
ract
ualRi
ght
s Ot
herRi
ght
s
Pr
otect
ion f
rom Empl
oymentcont
ract Et
hical
treat
ment
di
scr
imi
nat
ion Uni
oncont
ract Pr
ivacy(
li
mit
ed)
Saf
ewor
kingcondi
ti
ons I
mpl
i
ed cont
ract
s/empl
oyment Fr
ee speech
Ri
ghtt
ofor
m uni
ons pol
i
cies (
li
mit
ed)
2.Cont
ract
ualRi
ght
s
Cont
ract
ualr
ight
sar
ebasedont
hel
aw ofcont
ract
s.Acont
racti
sal
egal
l
ybi
ndi
ngpr
omi
se
bet
weent
woormor
ecompet
entpar
ti
es.Abr
eachofcont
ract
,inwhi
choneoft
hepar
ti
esdoes
notper
for
m hi
sorherpr
omi
seddut
ytot
heot
herpar
ty,
issubj
ectt
olegal
remedy
.
Bot
hempl
oyer
sandempl
oyeeshav
eri
ght
sandobl
i
gat
ionst
oeachot
herwhent
heyent
eri
nto

1
a cont
ract
.An empl
oymentcont
ractspel
l
s outexpl
i
cit
lyt
he t
erms oft
he empl
oyment
r
elat
ionshi
pforbot
hempl
oyeeandempl
oyer
.
I
ngener
al,suchcont
ract
sst
atet
hatt
heempl
oyeei
sexpect
edt
owor
kcompet
ent
lyov
era
st
ipul
atedper
iodoft
imeandt
hatt
heempl
oyeri
sexpect
edt
opr
ovi
deamut
ual
l
yagr
eedupon
amountofpay
,aswel
lasspeci
fi
cwor
kingcondi
ti
ons,
overt
hist
imeper
iod

8.
1.2ManagementRi
ght
s
Ther
ight
soft
heempl
oyer
,usual
l
ycal
l
edmanagementr
ight
s,canbesummedupast
her
ight
s
t
orunt
hebusi
nessandt
oret
ainanypr
ofi
tst
hatr
esul
t.Managementr
ight
sincl
udet
her
ightt
o
managet
hewor
kfor
ceand t
her
ight
sto hi
re,pr
omot
e,assi
gn,di
sci
pli
ne,and di
schar
ge
empl
oyees.Management
’sr
ightt
o di
rectt
he wor
kfor
ce i
s moder
ated by t
he r
ightof
empl
oyees(
atl
eastt
hosewhohav
enotsi
gnedanempl
oymentcont
ract
)toqui
tthei
rjobsat
anyt
ime.Thus,
iti
sinmanagement
’si
nter
estt
otr
eatempl
oyeesf
air
ly.
Managementr
ight
sar
einf
luencedbyt
her
ight
sofgr
oupswhohav
eani
nter
esti
ndeci
sions
madei
nthewor
kpl
ace.Forexampl
e,manager
shav
ether
ightt
ohi
ret
heempl
oyeest
heywi
sh
t
ohi
re,butt
hisr
ighti
saf
fect
edbyequalempl
oymentoppor
tuni
tyl
awst
hatpr
eventt
he
empl
oyerf
rom di
scr
imi
nat
ingont
hebasi
sofcer
tai
nappl
i
cantchar
act
eri
sti
cs(
age,r
ace,sex,
andsoon)
.Fur
ther
mor
e,manager
shav
ether
ightt
osetpayl
evel
sfort
hei
rempl
oyees,
butt
he
pr
esenceofauni
onl
aborcont
ractwi
thapaypr
ovi
sionr
equi
resmanager
stopayempl
oyees
accor
dingt
othecont
ract
’st
erms.
Managementr
ight
sar
eof
tent
ermedr
esi
dualr
ight
sbecauset
heyper
tai
ntot
her
emai
ning
r
ight
sthatar
enotaf
fect
edbycont
ract
sorl
awst
hatr
epr
esentt
hei
nter
est
sofempl
oyeesor
ot
herpar
ti
es(
suchasauni
on)
.Accor
dingt
other
esi
dualr
ight
sper
spect
ive,manager
shav
e
t
her
ightt
omakedeci
sionst
hataf
fectt
hebusi
nessandt
hewor
kfor
ceexceptwher
eli
mit
edby
l
awsorcont
ractpr
ovi
si
ons.Oneoft
hemosti
mpor
tantempl
oyerr
ight
sisempl
oymentatwi
l
l.
Empl
oyer
shav
elongusedempl
oymentatwi
l
l,acommon-
lawr
ule,t
oasser
tthei
rri
ghtt
oend
t
hei
rempl
oymentr
elat
ionshi
pwi
thanempl
oyeeatanyt
imef
oranycause.Empl
oymentatwi
l
l
canbeapar
ti
cul
arl
yimpor
tantmanagementr
ighti
nsmal
lbusi
ness,wher
eal
ow-
per
for
ming
empl
oyeecanmaket
hedi
ff
erencebet
weenaheal
thypr
ofi
tandanunheal
thyl
oss.

8.
1.3Di
sci
pli
ningEmpl
oyees
Di
sci
pli
nar
yAct
ion

Di
sci
pli
nei
sanact
iont
akenagai
nstanempl
oyeewhohasv
iol
atedanor
gani
zat
ionalr
uleor
2
whoseper
for
mancehasdet
eri
orat
edt
othepoi
ntwher
ecor
rect
iveact
ioni
sneeded.Rat
her
t
hananendbyi
tsel
f,di
sci
pli
neshoul
dbev
iewedasal
ear
ningoppor
tuni
tyf
ort
heempl
oyees
andasadev
icet
oimpr
ovepr
oduct
ivi
tyandhumanr
elat
ions.

a)CausesofDi
sci
pli
nar
yAct
ions

 Poor j
ob per
for
mance or conduct t
hat negat
ivel
y af
fect
s an empl
oyee’
sjob
per
for
mance.Absent
eei
sm,i
nsubor
dinat
ion,andnegl
i
gencear
eexampl
esofbehav
ior
s
t
hatl
eadt
odi
sci
pli
nar
yact
ions.

 Act
ionst
hati
ndi
cat
epoorci
ti
zenshi
p.Exampl
esi
ncl
udef
ight
ingont
hej
obort
hef
tof
companypr
oper
ty.

b)Di
sci
pli
nePr
ocess

i
)Est
abl
i
sh per
for
mance r
equi
rement
s and wor
krul
es.Per
for
mance r
equi
rement
s ar
e
nor
mal
l
yest
abl
i
shedt
hrought
heper
for
manceappr
aisalpr
ocess.Wor
krul
esshoul
dbe
r
elev
antt
othesuccessf
ulper
for
manceoft
hej
ob.Becausei
mpl
ement
ati
onofwor
krul
es
par
ti
all
ydependsont
heempl
oyee’
swi
l
li
ngnesst
oacceptt
hem,per
iodi
crev
iew oft
hei
r
appl
i
cabi
l
ityi
sessent
ial
.Inaddi
ti
on,i
tisof
tendesi
rabl
etosol
i
citempl
oyeei
nputei
ther
di
rect
lyori
ndi
rect
lywhenest
abl
i
shi
ngwor
krul
es.

i
i
)Communi
cat
etheper
for
mancer
equi
rement
sandwor
krul
est
oempl
oyees.Thi
sisnor
mal
l
y
handl
edt
hroughor
ient
ati
onandper
for
manceappr
aisalpr
ocess.Ani
ndi
vi
dualwhoi
shi
red
r
ecei
vesamanualt
hatdescr
ibest
hewor
krul
esandpol
i
ciesoft
heor
gani
zat
ion.TheHRD
ort
henew empl
oyee’
ssuper
visorexpl
ainst
hesewor
krul
esand pol
i
ciest
othenew
empl
oyee dur
ing t
he or
ient
ati
on. I
n uni
oni
zed or
gani
zat
ions,wor
krul
es and t
he
cor
respondi
ngdi
sci
pli
nar
yact
ionsf
ori
nfr
act
ionsar
epar
toft
hel
abourcont
ract
.Bul
l
eti
n
boar
ds,companynewsl
ett
ers,andmemosar
eal
sousedt
ocommuni
cat
ewor
krul
es.On
anycase,managementbear
sther
esponsi
bil
i
tyf
orcl
ear
lycommuni
cat
ingal
lwor
krul
est
o
empl
oyees.

i
i
i)Appl
ythecor
rect
iveact
ion(
disci
pli
ne)
,whennecessar
y.Cor
rect
iveact
ioni
sneededwhen
3
 anempl
oyee’
swor
kper
for
mancei
sbel
ow expect
ati
onsorwhenv
iol
ati
onsofwor
krul
es
hav
eoccur
red.

Empl
oyeedi
sci
pli
nei
sat
oolt
hatmanager
srel
yont
ocommuni
cat
etoempl
oyeest
hatt
hey
needt
ochangeabehav
ior
.Forexampl
e,someempl
oyeesar
ehabi
tual
l
ylat
etowor
k,i
gnor
e
saf
etypr
ocedur
es,negl
ectt
hedet
ail
srequi
redf
ort
hei
rjob,actr
udet
ocust
omer
s,orengage
i
nunpr
ofessi
onalconductwi
thcowor
ker
s.Empl
oyeedi
sci
pli
neent
ail
scommuni
cat
ingt
he
unaccept
abi
l
ityofsuchbehav
ioral
ongwi
thawar
ningt
hatspeci
fi
cact
ionswi
l
lfol
l
ow i
fthe
empl
oyeedoesnotchanget
hebehav
ior
.
Empl
oyeedi
sci
pli
nei
susual
l
yper
for
medbysuper
visor
s,buti
nsel
f-
managedwor
kteams
empl
oyeedi
sci
pli
nemaybeat
eam r
esponsi
bil
i
ty.
Empl
oyeeandempl
oyerr
ight
smaycomei
ntoconf
li
ctov
ert
hei
ssueofempl
oyeedi
sci
pli
ne.
Somet
imes empl
oyees bel
i
evet
heyar
e bei
ng di
sci
pli
ned unf
air
ly.I
n such si
tuat
ions,a
company
’sHRst
affmayhel
psor
toutdi
sput
edr
ight
s.Thi
sHRcont
ri
but
ioni
spar
ti
cul
arl
y
v
aluabl
ebecausei
tcanenabl
etheempl
oyeeandt
hesuper
visort
omai
ntai
nanef
fect
ive
wor
kingr
elat
ionshi
p.
Twodi
ff
erentappr
oachest
oempl
oyeedi
sci
pli
near
ewi
del
yused:(
1)pr
ogr
essi
vedi
sci
pli
ne
and(
2)posi
ti
vedi
sci
pli
ne.I
nbot
htheseappr
oaches,
super
visor
smustdi
scusst
hebehav
iori
n
quest
ionwi
tht
hei
rempl
oyees.Manager
sal
mosti
nvar
iabl
yfi
ndi
tdi
ff
icul
ttoconf
rontan
empl
oyeef
ordi
sci
pli
nar
ypur
poses.Reasonsf
ort
hei
rdi
scomf
ortr
angef
rom notwant
ingt
obe
t
hebear
erofbadnews,t
onotknowi
nghow t
ost
artt
hedi
scussi
on,t
oaf
eart
hatt
he
di
scussi
onwi
l
lgetoutofcont
rol
.
I
.Pr
ogr
essi
veDi
sci
pli
ne:Themostcommonl
yusedf
orm ofdi
sci
pli
ne,pr
ogr
essi
vedi
sci
pli
ne,
consi
stsofaser
iesofmanagementi
nter
vent
ionst
hatgi
vesempl
oyeesoppor
tuni
ti
est
o
cor
rectt
hei
rbehav
iorbef
orebei
ngdi
schar
ged.Pr
ogr
essi
vedi
sci
pli
nepr
ocedur
esar
ewar
ning
st
eps,each ofwhi
ch i
nvol
ves a puni
shmentt
hati
ncr
eases i
n sev
eri
tyt
he l
ongert
he
undesi
rabl
ebehav
ior
sper
sist
.Ift
heempl
oyeef
ail
stor
espondt
othesepr
ogr
essi
vewar
nings,
t
heempl
oyeri
sjust
if
iedi
ndi
schar
gingt
hei
ndi
vi
dual
.
Pr
ogr
essi
vedi
sci
pli
nesy
stemsusual
l
yhav
ethr
eet
ofi
vest
eps,
alt
houghaf
our
-st
epsy
stem i
s
t
hemostcommon.Mi
norv
iol
ati
onsofcompanypol
i
cyi
nvol
veusi
ngal
lthest
epsi
nthe
pr
ogr
essi
ve di
sci
pli
ne pr
ocedur
e.Ser
ious v
iol
ati
ons,somet
imes r
efer
red t
o as gr
oss
mi
sconduct
,canr
esul
tint
heel
i
minat
ionofsev
eralst
epsandsomet
imesev
enbegi
natt
he
l
astst
ep,whi
chi
sdi
schar
ge.Exampl
esofgr
ossmi
sconductar
eassaul
ti
ngasuper
visorand
4
f
alsi
fyi
ngempl
oymentr
ecor
ds.Howev
er,mostappl
i
cat
ionsofdi
sci
pli
nei
nvol
vemi
norr
ule
i
nfr
act
ionsl
i
kev
iol
ati
ngadr
esscode,smoki
ngatani
nappr
opr
iat
eti
meorpl
ace,orbei
ng
habi
tual
l
ylat
e.
Tabl
e1Cat
egor
iesofEmpl
oyeeMi
sconduct
Mi
norVi
olat
ions Ser
iousVi
olat
ions
 Absent
eei
sm  Dr
uguseatwor
k
 Dr
esscodev
iol
ati
on  Thef
t
 Smoki
ngr
ulev
iol
ati
on  Di
shonest
y
 I
ncompet
ence  Phy
sical assaul
t upon a
 Saf
etyr
ulev
iol
ati
on super
visor
 Sl
eepi
ngont
hej
ob  Sabot
age of company
 Hor
sepl
ay oper
ati
ons

 Tar
diness
Af
our
-st
eppr
ogr
essi
vedi
sci
pli
nepr
ocedur
eincl
udest
hef
oll
owi
ngst
eps
1.Ver
balwar
ning:Anempl
oyeewhocommi
tsami
norv
iol
ati
onr
ecei
vesav
erbalwar
ning
f
rom t
hesuper
visorandi
stol
dthati
fthi
spr
obl
em cont
inueswi
thi
naspeci
fi
cti
meper
iod,
har
sher puni
shment wi
l
lfol
l
ow. The super
visor pr
ovi
des cl
ear expect
ati
ons f
or
i
mpr
ovement
.
2.Wr
it
tenwar
ning:Theempl
oyeev
iol
atest
hesamer
ulewi
thi
nthespeci
fi
edt
imeper
iodand
nowr
ecei
vesawr
it
tenwar
ningf
rom t
hesuper
visor
.Thi
swar
ninggoesi
ntot
heempl
oyee’
s
r
ecor
ds.Theempl
oyeei
stol
dthatf
ail
uret
ocor
rectt
hev
iol
ati
onwi
thi
nacer
tai
nti
me
per
iodwi
l
lresul
tinmor
esev
eret
reat
ment
.
3.Suspensi
on:Theempl
oyeest
il
lfai
l
stor
espondt
owar
ningsandagai
nvi
olat
est
hewor
k
r
ule.Theempl
oyeei
snowsuspendedf
rom empl
oymentwi
thoutpayf
oraspeci
fi
camount
oft
ime.Heorsher
ecei
vesaf
inalwar
ningf
rom t
hesuper
visor
,indi
cat
ingt
hatdi
schar
ge
wi
l
lfol
l
owuponv
iol
ati
ngt
her
ulewi
thi
naspeci
fi
edt
imeper
iod.
4.Di
schar
ge:Theempl
oyeev
iol
atest
her
uleonemor
eti
mewi
thi
nthespeci
fi
edt
imeper
iod
andi
sdi
schar
ged.
Fori
nfr
act
ionst
hatf
allbet
weent
hecat
egor
iesofmi
norv
iol
ati
onandser
iousv
iol
ati
on,
oneor
t
wost
epsi
nthepr
ocedur
ear
eski
pped.Thesei
nfr
act
ionsar
eusual
l
yhandl
edbysuper
visor
s,
whogi
vet
heempl
oyeesanoppor
tuni
tyt
ocor
rectt
hebehav
iorbef
oredi
schar
gingt
hem.For
exampl
e,t
woempl
oyeesgeti
ntoaf
ist
fi
ghtatwor
k,butt
her
ear
emi
ti
gat
ingci
rcumst
ances
5
(
one empl
oyee v
erbal
l
y at
tacked t
he ot
her
).I
nthi
s si
tuat
ion,bot
h empl
oyees may be
suspendedwi
th­outpayandwar
nedt
hatanot
hersuchv
iol
ati
onwi
l
lresul
tindi
schar
ge.
I
I.Posi
ti
veDi
sci
pli
ne:Theemphasi
sonpuni
shmenti
npr
ogr
essi
vedi
sci
pli
nemayencour
age
empl
oyeest
odecei
vet
hei
rsuper
visorr
athert
hancor
rectt
hei
ract
ions.Toav
oidt
hisout
come,
some compani
es hav
erepl
aced pr
ogr
essi
ve di
sci
pli
ne wi
th posi
ti
ve di
sci
pli
ne,whi
ch
encour
agesempl
oyeest
omoni
tort
hei
rownbehav
ior
sandassumer
esponsi
bil
i
tyf
ort
hei
r
act
ions.
Posi
ti
vedi
sci
pli
nei
ssi
mil
art
opr
ogr
essi
vedi
sci
pli
nei
nthati
ttoousesaser
iesofst
epst
hat
i
ncr
easei
nur
gencyandsev
eri
tyunt
ilt
hel
astst
ep,whi
chi
sdi
schar
ge.Howev
er,posi
ti
ve
di
sci
pli
ner
epl
acest
hepuni
shmentusedi
npr
ogr
essi
vedi
sci
pli
newi
thcounsel
i
ngsessi
ons
bet
weenempl
oyeeandsuper
visor
.Thesesessi
onsf
ocusonget
ti
ngt
heempl
oyeet
olear
n
f
rom pastmi
stakesandi
nit
iat
eapl
ant
omakeaposi
ti
vechangei
nbehav
ior
.Rat
hert
han
dependi
ngont
hreat
sandpuni
shment
s,t
hesuper
visorusescounsel
i
ngski
l
lst
omot
ivat
ethe
empl
oyeet
ochange.Rat
hert
hanpl
aci
ngbl
ameont
heempl
oyee,t
hesuper
visoremphasi
zes
col
l
abor
ati
vepr
obl
em sol
vi
ng.I
nshor
t,posi
ti
vedi
sci
pli
neal
ter
sthesuper
visor
’sr
olef
rom
adv
ersar
ytocounsel
or.
Af
our
-st
ep posi
ti
ve di
sci
pli
ne pr
ocedur
e st
art
swi
thaf
ir
stcounsel
i
ng sessi
on bet
ween
empl
oyeeandsuper
visort
hatendswi
thav
erbalsol
uti
ont
hati
saccept
abl
etobot
hpar
ti
es.I
f
t
hissol
uti
ondoesnotwor
k,t
hesuper
visorandempl
oyeemeetagai
ntodi
scusswhyi
tfai
l
ed
andt
odev
elopanew pl
anandt
imet
abl
etosol
vet
hepr
obl
em.Att
hissecondst
ep,t
henew
agr
eed-
uponsol
uti
ont
othepr
obl
em i
swr
it
tendown.
I
fther
eisst
il
lnoi
mpr
ovementi
nper
for
mance,t
het
hir
dst
epi
saf
inalwar
ningt
hatt
he
empl
oyeei
satr
iskofbei
ngdi
schar
ged.Rat
hert
hansuspendt
heempl
oyeewi
thoutpay(
as
woul
dhappenunderpr
ogr
essi
vedi
sci
pli
ne)
,thi
sthi
rdst
epgi
vest
heempl
oyeesomet
imet
o
ev
aluat
ehi
sorhersi
tuat
ionandcomeupwi
thanew sol
uti
on.I
ndoi
ngso,t
heempl
oyeei
s
encour
agedt
oexami
newhyear
li
erat
tempt
stoi
mpr
oveper
for
mancedi
dnotwor
k.Some
compani
esev
engi
vet
heempl
oyeea“
deci
sion-
maki
ngdayof
f”wi
thpayt
odev
elopapl
anf
or
i
mpr
ovedper
for
mance.
Fai
l
uret
oimpr
oveper
for
manceaf
tert
hef
inalwar
ningr
esul
tsi
ndi
schar
ge,t
hef
our
thst
epof
t
heposi
ti
vedi
sci
pli
nepr
ocedur
e.I
nci
dent
sofgr
ossmi
sconduct(
suchast
hef
t)ar
etr
eat
edno
di
ff
erent
lyunderaposi
ti
vedi
sci
pli
nepr
ocedur
ethanunderapr
ogr
essi
vedi
sci
pli
nepr
ocedur
e.

6
8.
1.4Admi
nist
eri
ngandManagi
ngDi
sci
pli
ne
Fordi
sci
pli
net
obemostef
fect
ive,i
tmustbet
akenassoonaspossi
blebutwi
thouti
nvol
vi
ng
anemot
ional
,ir
rat
ionaldeci
sion.Anempl
oyeemustbeadv
isedoft
hei
nfr
act
ionsf
ori
ttobe
consi
der
edawar
ning.Theempl
oyeeshoul
dbewar
nedaboutt
hei
nfr
act
ionandhav
ingt
he
empl
oyeesi
gnsaf
orm acknowl
edgi
ngt
hewar
ning.Fai
l
uret
o war
nanempl
oyeeoft
he
consequencesofr
epeat
edv
iol
ati
onsofawor
kingr
ulei
soner
easonof
tenci
tedf
orov
ert
urni
ng
adi
sci
pli
nar
yact
ion.Consi
stencyi
sakeyel
ementi
ndi
sci
pli
ne.I
nconsi
stencyl
ower
smor
ale,
di
mini
shesr
espectf
ormanagement
,andl
eadst
ogr
iev
ances.St
ri
vi
ngf
orconsi
stencydoes
notmeant
hatpasti
nfr
act
ions,l
engt
hofser
vice,wor
krecor
d,andot
hermi
ti
gat
ingf
act
ors
shoul
dnotbeconsi
der
edwhenappl
yi
ngdi
sci
pli
ne.Howev
er,anempl
oyeeshoul
dbel
i
evet
hat
anyot
herempl
oyeeundert
hesameci
rcumst
anceswoul
drecei
vet
hesamepenal
ty.Si
mil
arl
y,
managementshoul
dtakest
epst
oensur
ethatper
sonal
i
tiesar
enotaf
act
orwhenappl
yi
ng
di
sci
pli
ne.Theempl
oyeeshoul
dper
cei
vet
hatt
hedi
sci
pli
nar
yact
ioni
saconsequenceofwhat
wasdoneandnotcausedbyhi
s/herper
sonal
i
ty.Admi
nist
eri
ngdi
sci
pli
newi
thoutangeror
apol
ogyandt
henr
esumi
ngapl
easantr
elat
ionshi
pai
dsi
nreduci
ngt
henegat
iveef
fect
sof
di
sci
pli
ne.

Managementi
sexpect o use cor
ed t rect
ive orpr
ogr
essi
ve di
sci
pli
newhenev
erpossi
ble.
Cor
rect
ive orpr
ogr
essi
ve di
sci
pli
ne means t
he nor
malsequence ofact
ions t
aken by
managementi
n di
sci
pli
ning an empl
oyee;or
alwar
ning,wr
it
ten war
ning,suspensi
on,and
di
schar
ge.Some of
fenses,howev
er,mayj
ust
if
ydi
schar
ge,such as st
eal
i
ng,st
ri
ki
ng a
cowor
kerormemberofmanagement
,andgr
ossi
nsubor
dinat
ion.Managementmustbeabl
e
t
oensur
ethr
oughi
nvest
igat
iont
hatt
heof
fensewascommi
tt
ed.Asi
nanyl
esserdi
sci
pli
ne,
butev
enmor
eessent
iali
nsuspensi
onanddi
schar
ge,t
heempl
oyeehast
her
ightt
oacar
eful
andi
mpar
ti
ali
nvest
igat
ion.Thi
sinv
olv
esal
l
owi
ngt
heempl
oyeet
ost
atehi
s/hersi
deoft
he
case,gat
herev
idencet
osuppor
tthatsi
de,usual
l
y,quest
ionst
heaccuser
.Forv
eryser
ious
of
fenses,
theempl
oyeemaybesuspendedpendi
ngaf
ull
inv
est
igat
ion.

8.
1.5.Gr
iev
ancePr
ocedur
es
Whenanempl
oyeebel
i
evest
hatt
hel
aboragr
eementhasbeenv
iol
ated,t
heempl
oyeef
il
e
gr
i ance.A gr
ev ievancei
saf
ormalcompl
aintr
egar
dingt
heev
ent
,act
ion,orpr
act
icet
hat
v
iol
ated t
he l
aborcont
r .Gr
act ievance pr
ocedur
eis a sy
stemat
ic means ofr
esol
vi
ng

7
di
sagr
eement
s(deadl
ocks)ov
ert
hecol
l
ect
ivebar
gai
ningagr
eementandpr
ovi
dingassur
ance
t
hatt
het
ermsandcondi
ti
onsagr
eedt
oinnegot
iat
ionsar
epr
oper
lyi
mpl
ement
ed.

Thegr
iev
ancepr
ocedur
eser
vesanumberofpur
poses:

 Todet
ermi
newhet
hert
hel
aborcont
racthasbeenv
iol
ated.Thegr
iev
ancepr
ocedur
eis
desi
gnedt
oset
tl
eal
l
egedcont
ractv
iol
ati
onsi
naf
ri
endl
yandor
der
lyaf
ashi
onas
possi
ble,
bef
oret
heybecomemaj
ori
ssues.

 Pr
event
ingf
utur
egr
iev
ancesf
rom ar
isi
ng,i
mpr
ovi
ngcommuni
cat
ionandcooper
ati
on
bet
weenl
abourandmanagement
,andhel
pingt
oobt
ainabet
tercl
i
mat
eofl
abour
r
elat
ions.

 Hel
pst
ocl
ari
fywhatof
teni
snotcl
eari
nthecont
ract(
i.
e.,def
ini
ngl
awf
ulorunl
awf
ul
conduct
).

Gr
iev
ancepr
ocedur
esgener
all
yest
abl
i
sht
hef
oll
owi
ng:

1)Howt
hegr
iev
ancewi
l
lbei
nit
iat
ed,

2)Thenumberofst
epsi
nthepr
ocess,

3)Whowi
l
lrepr
esenteachpar
ty,
and

4)Thespeci
fi
ednumberofwor
kingday
swi
thi
nthegr
iev
ancemustbet
akent
othenext
st
epi
nhear
ing.

I
nmostcasest
hel
aborcont
ractst
ipul
atest
hatt
heempl
oyee’
sgr
iev
ancebeexpr
essedor
all
y
ori
nwr
it
ingt
oempl
oyee’
simmedi
atesuper
visor
.Expr
essi
ngt
hegr
iev
ancei
nwr
it
tenf
orm has
sev
eraladv
ant
ages.Expr
essi
ngt
hegr
iev
ancewr
it
tenf
ormr
educest
hechancet
hatdi
ff
eri
ng
v
ersi
onsoft
hegr
iev
ancewi
l
lbeci
rcul
ated.

8.
2.LaborRel
ati
onManagement
LaborRel
ati
onsi
sempl
oymentr
elat
ionshi
pbet
weenmanagement
,empl
oyees,
andempl
oyees’
r
epr
esent
ati
vesr
egar
dingcompensat
ion,
disci
pli
ne,
right
sanddut
iesofempl
oyer
s,empl
oyees,
andempl
oyees’
repr
esent
ati
ves,
andsof
ort
h.

8
WhydoEmpl
oyeesJoi
nUni
ons?
A uni
onisanor gani
zat
ionthatrepr
esent
semployees’i
nter
est
stomanagementonsuch
i
ssuesaswage/
salary
,workhour
s,andworki
ngcondi
ti
ons.

Av ar
iet
yoffactorsi
nfl
uenceanemployee’sdesi
retojoi
ntoauni
on.Amongt
hesef
act
ors,
t
hreegener
alreasonshi
ghlyi
nfl
uenceemployeest
ojoi
nunions:

 Dissat
isf
act
ionwitht
hewor
kenv
ironment
,incl
udi
ngwor
kingcondi
ti
ons,
compensat
ion,
andsupervi
sion;

 Adesi
ret
ohav
emor
einf
luencei
naf
fect
ingchangei
nthewor
kenv
ironment
;and

 Empl
oyeebel
i
efsr
egar
dingt
hepot
ent
ial
benef
it
sofuni
ons.

Worker’
sdissat
isf
act i
onwi ththei
rjobsand,i npar t
icul
ar,dissati
sfacti
onwi ththeirwages,
benef
it
s,andsupervisi
onismostr el
atedtothetendencyt ojoi
nt oauni on.Empl oyeeswhoare
di
ssati
sfi
ed wit
ht heirwages,j ob securi
ty,benefits,the treatmentt hey receivefrom
managementandt heirchancesforpr
omot i
onarelikel
yt ovoteforunionr epresent
ation.

Anotherimport
antfactori
ndet er
miningempl oyee’
sinter
estinunionmember shipistheir
per
cepti
onoftheabil
it
yoftheuniontochangethesi t
uati
on.Employ
eeshav ethedesi
retojoi
n
toaunionbecauset heybelievethattherear enoot heropti
onsf oreit
hergaini
ngmor e
i
nfl
uenceatawor kpl
aceorf i
ndi
ngempl oymentelsewhere.Employeesaremuchmor eli
kel
y
toj
oinaunioni
ftheypercei
vethatt
heyhavelit
tl
eornoi nfl
uenceonimportantmatt
ersatwork.

Thet hi
rdcri
ti
calreasonforjoi
ningunionsi
st hatemployeesbeli
evethatunionscanact ual
ly
i
mpr ovecondit
ionsand,inparti
cular
,canhav eani mpactatthei
rownwor kplace.I
ngener al
,
thi
sbeliefi
sdrivenbytheextenttounionsrepresentworker
sinanyindust
ryoroccupation.A
workerwhoper ceiv
esthatunionsaremor elikel
ytohelpsolveprobl
emsi nthewor kpl
acei s
morel i
kel
ytovoteforuni
onizat
ion.

Ther
efor
e,empl
oyeesdeci
det
ojoi
nauni
onf
ort
hedesi
reof
:

 Bet
terwages,
wor
kingcondi
ti
ons,
andj
obsecur
it
y.

 Bet
tercommuni
cat
ionwi
thmanagement
.

 Hi
gherqual
i
tyofmanagementandsuper
visi
on.

 I
ncr
easeddemocr
acyi
nthewor
kpl
ace.

 Oppor
tuni
tyt
obel
ongt
oagr
oupwher
etheycanshar
eexper
iencesandcomr
adeshi
p.

8.
3.Col
lect
iveBar
gai
ning
I
funi
onor
gani
zi
ngr
esul
tsi
ncer
ti
fi
cat
ion,t
henextst
epi
nthel
aborr
elat
ionspr
ocessi
s
9
col
l
ect
ivebar
gai
ningt
hatr
esul
tsi
nal
aborcont
ract
.Col
l
ect
ivebar
gai
ningmeansanegot
iat
ion
madebet
ween empl
oyer
sand wor
ker
sor
gani
zat
ionsort
hei
rrepr
esent
ati
vesconcer
ning
condi
ti
onsofwor
korcol
l
ect
iveagr
eementort
her
enewalandmodi
fi
cat
ionsoft
hecol
l
ect
ive
agr
eement

Col
l
ect
ivebar
gai
ningi
sapr
ocesst
hati
nvol
vest
henegot
iat
ion,dr
aft
ing,admi
nist
rat
ion,and
i
nter
pret
ati
onofawr
it
tenagr
eementbet
weenanempl
oyerandauni
onf
oraspeci
fi
cper
iodof
t
ime.The end r
esul
tofcol
l
ect
ive bar
gai
ning i
s a cont
ractt
hatset
sfor
tht
he j
oint
under
standi
ngoft
hepar
ti
esast
owages,hour
sofwor
k,andot
hert
ermsandcondi
ti
onsof
empl
oyment
.

Col
l
ect
ivebar
gai
ningoccur
swhenr
epr
esent
ati
vesofal
aboruni
onmeetwi
thmanagement
r
epr
esent
ati
vest
odet
ermi
neempl
oyee’
swages/
sal
ari
esandbenef
it
s,t
ocr
eat
eorr
evi
sewor
k
r
ules,
andt
oresol
vedi
sput
esorv
iol
ati
onsofal
aborcont
ract
.

Or
gani
zat
ionsanduni
onsneedt
omai
ntai
nknowl
edgeofbar
gai
ningst
rat
egi
esandgui
del
i
nes
i
nor
dert
osuccessf
ull
yrepr
esentt
hei
rint
erest
s.Knowl
edgeofl
aborr
elat
ionsandcol
l
ect
ive
bar
gai
ningi
simpor
tantf
orHRM speci
ali
stsandgener
almanager
s.Laborr
elat
ionsi
sdi
rect
ly
r
elat
edt
oot
herHRf
unct
ions.Forexampl
e,l
aborr
elat
ionsi
scl
osel
yti
edt
oHRpl
anni
ngsi
nce
t
hel
aborcont
ractgener
all
yst
ipul
atespol
i
ciesandpr
ocedur
esr
elat
edt
opr
omot
ions,
transf
ers,
j
obsecur
it
y,andl
ayof
fs.Recr
uit
mentandsel
ect
ional
sot
iedt
othel
aborr
elat
ions.Thear
eaof
HRwher
eknowl
edgeofcol
l
ect
ivebar
gai
ningi
spr
obabl
ymostcr
it
icali
scompensat
ion,si
nce
al
mostal
laspect
sofwage/
sal
aryandbenef
it
sar
esubj
ectt
onegot
iat
ion.

I
ssuesi
nCol
lect
iveBar
gai
ning

Themaj
ori
ssuesdi
scussedi
ncol
l
ect
ivebar
gai
ningf
all
undert
hef
oll
owi
ngcat
egor
ies:

a)Wage/
sal
ary
-rel
atedi
ssues:t
hesei
ncl
udesuchi
ssuesashowbasewage/
sal
aryr
ates
ar
edet
ermi
ned,cost
-of
-l
iv
ingadj
ust
ment
s,wage/
sal
arydi
ff
erent
ial
s,ov
ert
imer
ates,
wage/
sal
aryadj
ust
ment
s,andt
wo-
ti
erwage/
sal
arysy
stems.

b)Suppl
ement
aryeconomi
cbenef
it
s:Thesei
ncl
udesuchi
ssuesaspensi
onpl
ans,pai
d
v
acat
ions,pai
dhol
i
day
s,heal
thi
nsur
ancepl
ans,di
smi
ssalpay
,andsuppl
ement
ary
unempl
oymentbenef
it
s.

c)I
nst
it
uti
onali
ssues:Theseconsi
stoft
her
ight
sanddut
iesofempl
oyer
s,empl
oyees,
10
 and uni
ons,i
ncl
udi
ng uni
on secur
it
y(i
.e.
,uni
on member
shi
p as a condi
ti
on of
empl
oyment
),check-
offpr
ocedur
es(
i.
e.,
whent
heempl
oyercol
l
ect
sduesbydeduct
ion
f
rom empl
oyee’
spay
checks)
,andqual
i
ty-
of-
wor
kli
fe(
QWL)pr
ogr
ams.

d)
Admi
nist
rat
ivei
ssues:Thesei
ncl
udesuchi
ssuesasseni
ori
ty,empl
oyeedi
sci
pli
neand

di
schar
gepr
ocedur
es,
empl
oyeeheal
thandsaf
ety
,wor
krul
es,
jobsecur
it
y,andt
rai
ning.

Ty
pesofBar
gai
ning
Bar
gai
ning bet
ween l
aborand managementcan t
ake sev
eralf
orms.Thr
ee oft
he most
edi
commonar str
ibut
ive,
int
egr
ati
ve,
andconcessi
onar
ybar
gai
ning.

Di
str
ibut
ive bar
gai
ning i
sthe mostcommon t
ype ofbar
gai
ning and i
nvol
ves zer
o-sum
negot
iat
ion.I
not
herwor
ds,
onesi
dewi
nsandt
heot
hersi
del
oses.Uni
onsmayt
ryt
oconv
ince
managementt
hatt
heywi
l
lst
ri
kei
ftheydon’
tgett
hewages/
sal
aryorwor
kingcondi
ti
onst
hey
desi
re.Management
,int
urn,maybewi
l
li
ngt
otr
ytor
idet
hest
ri
keout
,especi
all
yift
heyhav
e
cr
oss-
tr
ainedot
herwor
ker
sorhav
eext
ernalr
epl
acement
stof
il
linf
ort
hoseonst
ri
ke.I
n
di
str
ibut
ivebar
gai
ning,bot
hpar
ti
eshav
eini
ti
alof
fer
sordemands,t
argetpoi
nts(
e.g.
,desi
red
wage/
sal
aryl
evel
),r
esi
stancepoi
nts(
e.g.
,unaccept
abl
ewage/
sal
aryl
evel
),andset
tl
ement
r
anges(
e.g.
,accept
abl
ewage/
sal
aryl
evel
s).

I
ntegr
ati
vebar
gai
ningi
ssi
mil
art
opr
obl
em-
sol
vi
ngsessi
onsi
nwhi
chbot
hpar
ti
esar
etr
yingt
o
r
eachamut
ual
l
ybenef
ici
alal
ter
nat
ive(
i.
e.,awi
n-wi
nsol
uti
on)
.Bot
htheempl
oyerandt
he
uni
ont
ryt
oresol
vet
heconf
li
ctt
othebenef
itofbot
hpar
ti
es.Forexampl
e,pr
ovi
dingr
etr
aini
ng
oppor
tuni
ti
est
oempl
oyeest
oav
oidhav
ingl
ainof
fwor
ker
s,pl
antsaf
etyandi
ncent
ivepay
sy
stemsar
epr
ogr
amst
hati
nvol
vecol
l
abor
ati
veef
for
tsbet
weenmanagementanduni
on
(
int
egr
ati
vebar
gai
ning)
.Ini
ntegr
ati
vebar
gai
ning,t
heobj
ect
iveofbot
hpar
ti
esi
stof
indt
he
common gr
ound bet
ween t
hem,t
o bui
l
drel
ati
onshi
ps,and t
o el
i
minat
ethe adv
ersar
ial
el
ement
soft
radi
ti
onal
bar
gai
ning.

Concessi
onar
ybar
gai
ningi
nvol
vesauni
on’
sgi
vi
ngbackt
omanagementsomeofwhati
thas
gai
ned i
n pr
evi
ous bar
gai
ning.Usual
l
ysuch a mov
eis pr
ompt
ed byl
aborl
eader
s who
r
ecogni
zet
heneedt
oassi
stempl
oyer
sinr
educi
ngoper
ati
ngcost
sinor
dert
opr
eventl
ayof
fs
and pl
antcl
osi
ngs.Thus,i
tis of
ten economi
c adv
ersi
tyt
hatmot
ivat
es concessi
onar
y

11
bar
gai
ning.

Thedegr
eeoft
rustandcr
edi
bil
i
tybet
weenmanagementandt
heuni
onmayi
nfl
uencet
he
ext
entt
owhi
chconcessi
onar
ybar
gai
ningoccur
s.

Uni
on’
sPoweri
nCol
lect
iveBar
gai
ning
Thebasi
sfort
heuni
on’
spoweri
ncol
l
ect
ivebar
gai
ningi
seconomi
candgener
all
ytakesoneof
t
het
hreef
orms:
str
iki
ngt
heempl
oyer
,pi
cket
ingt
heempl
oyer
,orboy
cot
ti
ngt
heempl
oyer
.

St
ri
kingt
heEmpl
oyer
Onet
oolal
aboruni
oncanuset
omot
ivat
eanempl
oyert
oreachanagr
eementi
stocal
la
st
ri
ke.Ast
ri
kei
sar
efusalont
hepar
tofempl
oyeest
oper
for
mthei
rjobs.St
ri
kesoccurwhen
t
heuni
oni
sunabl
etoobt
ainanof
ferf
rom managementt
hati
saccept
abl
etoi
tsmember
s.
Bef
oreauni
ongoesonst
ri
ke,i
tmustf
ir
stassesst
heconsequencesofast
ri
keandi
ts
member
s’wi
l
li
ngnesst
omaket
hesacr
if
icesandendur
ethehar
dshi
p.I
naddi
ti
on,t
heuni
on
assesseswhet
herornott
heempl
oyercancont
inueoper
ati
onbyusi
ngsuper
visor
yandnon-
st
ri
ki
ngempl
oyees.

Pi
cket
ingt
heEmpl
oyer
Thepi
cketi
susedbyempl
oyeesonst
ri
ket
oadv
ert
iset
hei
rdi
sput
ewi
thmanagementandt
o
di
scour
ageot
her
sfr
om ent
eri
ngorl
eav
ingt
heor
gani
zat
ion’
spr
emi
ses.Pi
cket
ingusual
l
y
t
akespl
aceatt
hepl
antorcompanyent
rances.I
tcanr
esul
tinsev
eref
inanci
all
ossesf
ort
he
f
ir
m andev
ent
ual
l
ycanl
eadt
oashut
downoft
hepl
anti
fempl
oyeesr
efuset
ocr
osst
hepi
cket
l
i
ne.Pi
cketl
i
nes can become v
ery emot
ionalatt
imes,especi
all
y when empl
oyees or
r
epl
acement
sat
temptt
ocr
osst
hem.Thesepeopl
emaybecomet
het
argetofv
erbali
nsul
ts
andsomet
imesev
enphy
sical
viol
ence.
Boy
cot
ti
ngt
heEmpl
oyer
Boy
cot
ti
ngi
nvol
vesr
efusi
ngt
obuyoruset
heempl
oyer
’spr
oduct
sorser
vices.Asani
ncent
ive
t
oempl
oyeest
ohonort
heboy
cot
t,heav
yfi
nesmaybel
evi
edagai
nstuni
onmember
sift
hey
buyoruset
heempl
oyer
’spr
oduct
s/ser
viceswhoi
sthesubj
ectofauni
onboy
cot
t.Theuni
on
hopest
hatt
hegener
alpubl
i
cal
sowi
l
ljoi
ntheboy
cot
ttoputaddi
ti
onalpr
essur
eont
he
empl
oyer
.
Ther
ear
etwot
ypesofboy
cot
ts:t
hepr
imar
yboy
cot
tandt
hesecondar
yboy
cot
t.Thepr
imar
y
boy
cot
tinv
olv
est
her
efusaloft
heuni
ont
oal
l
ow member
stopat
roni
zeabusi
nesswher
e
12
t
her
eisal
abordi
sput
e.I
nmostcases,
pri
mar
yboy
cot
tsar
elegal
.

Asecondar
yboy
cot
tref
erst
otheuni
ont
ryi
ngt
oinducet
hir
dpar
ti
es,suchassuppl
i
ersand
cust
omer
s,t
oref
rai
nfr
om anybusi
nessdeal
i
ngswi
thanempl
oyerwi
thwhom i
thasadi
sput
e.
Thi
sty
peofboy
cot
t,i
nmostcases,
isi
l
legal
.

Empl
oyer
’sPoweri
nCol
lect
iveBar
gai
ning
Empl
oyer
smaycomet
othebar
gai
ningt
abl
ewi
tht
hei
rownbaseofpower
.For
emosti
sthei
r
abi
l
ityt
odet
ermi
nehow t
ousecapi
talwi
thi
ntheor
gani
zat
ion.Thi
senabl
est
hem t
odeci
de
whet
herandwhent
ocl
osedownt
hecl
osedownt
hecompany
,pl
ant
,orcer
tai
noper
ati
ons
wi
thi
nthepl
ant
;tot
ransf
eroper
ati
onst
oanot
herl
ocat
ion;t
osubcont
ractoutcer
tai
njobs.Al
l
t
hesedeci
si
onsmustbemadei
naccor
dancewi
tht
hel
aw.Thi
smeanst
hatmanagementmust
be sur
ethati
ts act
ions ar
e noti
nter
pret
ed byt
he gov
ernmentas at
tempt
ing t
o av
oid
bar
gai
ningwi
tht
heuni
on.Thel
ockouti
sanot
hersour
ceofpowerf
ort
heempl
oyer
.Al
ockout
i
sbasi
cal
l
yashut
ti
ngdownofoper
ati
ons,usual
l
yint
heant
ici
pat
ionofast
ri
ke.Thel
ockout
al
socanbeusedt
ofi
ghtuni
onsl
ow-
downs,damaget
opr
oper
ty,orv
iol
encewi
thi
nthe
or
gani
zat
ionpr
emi
ses.

Chapt
erNi
ne
Pr
omot
ions,
Transf
ersandSepar
ati
on
I
ntr
oduct
ion
Pr
omot
ionbasi
cal
l
yisar
ewar
dforef
fi
ciency
.Iti
sconf
ermentofaddi
ti
onalbenef
it
s,usual
l
yin
t
hef
orm ofhi
gherpay
,forani
ncr
easei
nresponsi
bil
i
tyorski
l
lwhi
chi
sfor
mal
i
zedbyan
i
ncr
easei
nst
atusorr
ank.Yet
,inanot
herway
,pr
omot
ioncanbedef
inedasadv
ancementofan
empl
oyee i
n an or
gani
zat
ion t
o anot
herj
ob,whi
ch commands bet
terpay
/wages,bet
ter
st
atus/
prest
igeand hi
gheroppor
tuni
ti
es/
chal
l
engesand r
esponsi
bil
i
ties,abet
terwor
king
env
ironment
,hour
sofwor
kandf
aci
l
iti
eset
c.
Tr
ansf
eri
sthel
ater
almov
ementofempl
oyeesf
rom oneposi
ti
on,di
vi
sion,depar
tmentoruni
t

13
t
oanot
her
.Gener
all
ytr
ansf
erdoesnoti
nvol
veanysi
gni
fi
cantchangei
ncompensat
ion,
dut
ies
r
esponsi
bil
i
tiesorev
enst
atus.

9.
1Pr
omot
ions
Pr
omot
ionr
efer
stoupwar
dmov
ementofanempl
oyeef
rom cur
rentj
obt
oanot
hert
hati
s
hi
gheri
npay
,responsi
bil
i
tyand/
oror
gani
zat
ionall
evel
.Pr
omot
ionbr
ingsenhancedst
atus,
bet
terpay
,incr
easedr
esponsi
bil
i
tiesandbet
terwor
kingcondi
ti
onst
othepr
omot
ee.Ther
ecan,
ofcour
se,
be‘
drypr
omot
ion’
wher
eaper
soni
smov
edt
oahi
gherl
evelj
obwi
thouti
ncr
easei
n
pay
.Pr
omot
ioni
ssl
i
ght
lydi
ff
erentf
rom upgr
adat
ionwhi
chmeansel
evat
ingt
hepl
aceoft
he
j
obi
ntheor
gani
zat
ionalhi
erar
chy(
abet
tert
it
lei
sgi
vennow)ori
ncl
udi
ngt
hej
obi
nhi
gher
gr
ade(
minorenhancementi
npayi
ntunewi
tht
hel
i
mit
simposedwi
thi
napar
ti
cul
argr
ade)
.A
t
ransf
eri
mpl
i
eshor
izont
almov
ementofanempl
oyeet
oanot
herj
obatt
hesamel
evel
.Ther
eis
noi
ncr
easei
npay
,aut
hor
it
yorst
atus.Hence,i
tcannotactasamot
ivat
ionalt
ool
.Pr
omot
ion,
ont
heot
herhand,hasi
n-bui
l
tmot
ivat
ionalv
alue,asi
tel
evat
est
hest
atusandpowerofan
empl
oyeewi
thi
nanor
gani
zat
ion.

9.
1.1Pur
posesandAdv
ant
agesofPr
omot
ion
Pr
omot
ion,basedei
theronmer
it
ori
ousper
for
manceorcont
inuousser
vice,haspower
ful
mot
ivat
ionalv
alue.I
tfor
cesanempl
oyeet
ousehi
sknowl
edge,ski
l
lsandabi
l
iti
esf
ull
yand
becomeel
i
gibl
eforv
ert
icalgr
owt
h.I
tinspi
resempl
oyeest
ocompet
eandgetaheadofot
her
s.
Thosewhof
allbehi
ndi
nther
acear
eal
somot
ivat
edt
oacqui
ret
her
equi
redski
l
lst
obei
nthe
r
eckoni
ng.Pr
omot
iont
hus,
pav
est
hewayf
orempl
oyeesel
f-
dev
elopment
.
I
tencour
agest
hem t
oremai
nloy
alandcommi
tt
edt
othei
rjobsandt
heor
gani
zat
ion.The
or
gani
zat
ionwoul
dal
sobenef
iti
mmensel
ybecausepeopl
ear
ereadyt
oassumechal
l
engi
ng
r
olesbyi
mpr
ovi
ngt
hei
rski
l
lsconst
ant
ly.I
nter
esti
ntr
aini
nganddev
elopmentpr
ogr
amswoul
d
i
mpr
ove.Theor
gani
zat
ionwoul
dbeabl
etout
il
izet
heski
l
lsandabi
l
iti
esofi
tsper
sonnelmor
e
ef
fect
ivel
y.

9.
1.2BasesofPr
omot
ion
Or
gani
zat
ions adoptdi
ff
erentbases ofpr
omot
ion dependi
ng upon t
hei
rnat
ure,si
ze,

14
management
,et
c.Gener
all
y,t
heymaycombi
net
woormor
ebasesofpr
omot
ion.Thewel
l
-
est
abl
i
shedbasesofpr
omot
ionar
eseni
ori
tyandmer
it
.
I
.Mer
it
-basedpr
omot
ions:Mer
itbasedpr
omot
ionsoccurwhenanempl
oyeei
spr
omot
ed
because ofsuper
iorper
for
mance i
nthe cur
rentj
ob.Mer
ither
e denot
es an i
ndi
vi
dual
'
s
knowl
edge,ski
l
ls,abi
l
iti
esandef
fi
ciencyasmeasur
edf
rom hi
seducat
ionalqual
i
ficat
ions,
exper
ience,t
rai
ningandpastempl
oymentr
ecor
d.Theadv
ant
agesoft
hissy
stem ar
efai
rl
y
obv
ious:
 I
tmot
ivat
esempl
oyeest
owor
khar
d,i
mpr
ovet
hei
rknowl
edge,acqui
renew ski
l
lsand
cont
ri
but
etoor
gani
zat
ional
eff
ici
ency
.
 I
thel
pst
heempl
oyert
ofocusat
tent
ionont
alent
edpeopl
e,r
ecogni
zeandr
ewar
dthei
r
mer
it
ori
ouscont
ri
but
ionsi
nanappr
opr
iat
eway
.
 I
tal
soi
nspi
resot
herempl
oyeest
oimpr
ovet
hei
rst
andar
dsofper
for
mancet
hroughact
ive
par
ti
cipat
ioni
nal
ldev
elopment
ali
nit
iat
ivesunder
takenbyt
heempl
oyer(
trai
ning,
execut
ive
dev
elopment
,et
c.)
Howev
er,
thesy
stem mayf
ail
todel
i
vert
her
esul
ts,
because:
 I
tisnoteasyt
omeasur
emer
it
.Per
sonalpr
ejudi
ces,
biasesanduni
onpr
essur
esmaycome
i
nthewayofpr
omot
ingt
hebestper
for
mer
.
 Wheny
oungempl
oyeesgetaheadofot
herseni
orempl
oyeesi
nanor
gani
zat
ion(
basedon
super
iorper
for
mance)
,fr
ust
rat
ionanddi
scont
ent
mentmayspr
eadamongt
her
anks.They
mayf
eel
insecur
eandmayev
enqui
ttheor
gani
zat
ion.
 Al
so,pastper
for
mance may notguar
ant
ee f
utur
e success ofan empl
oyee.Good
per
for
mancei
nonej
ob(
asaFor
eman,f
orexampl
e)i
snoguar
ant
eeofgoodper
for
mance
i
nanot
her(
asasuper
visor
).

I
I.Seni
ori
ty-
basedpr
omot
ions:Seni
ori
tyr
efer
stot
her
elat
ivel
engt
hofser
vicei
nthesame
or
gani
zat
ion.Pr
omot
inganempl
oyeewhohast
hel
ongestl
engt
hofser
vicei
sof
tenwi
del
y
wel
comedbyuni
onsbecausei
tisf
air
lyobj
ect
ive.I
tiseasyt
omeasur
ethel
engt
hofser
vice
andj
udget
heseni
ori
ty. Ther
eisno scopef
orf
avor
it
ism,di
scr
imi
nat
ionandsubj
ect
ive
j
udgment
.Ev
ery
onei
ssur
eofget
ti
ngt
hesame,oneday
.Inspi
teoft
hesemer
it
s,t
hissy
stem
al
sosuf
fer
sfr
om cer
tai
nli
mit
ati
ons.Theyar
e:
 Theassumpt
iont
hatt
heempl
oyeesl
ear
nmor
ewi
thl
engt
hofser
vicei
snotv
ali
das
empl
oyeesmayl
ear
nupt
oacer
tai
nst
age,
andl
ear
ningcapabi
l
iti
esmaydi
mini
shbey
onda
15
 cer
tai
nage.
 I
tdemot
ivat
est
hey
oungandmor
ecompet
entempl
oyeesandr
esul
tsi
ngr
eat
erempl
oyee
t
urnov
er.
 I
tki
l
lst
hezealandi
nter
estt
odev
elop,
asev
ery
bodywi
l
lbepr
omot
edwi
thoutshowi
ngany
al
l
-roundgr
owt
horpr
omi
se.
 Judgi
ngt
heseni
ori
ty,
thoughi
tseemst
obeeasyi
nat
heor
eti
calsense,
ishi
ghl
ydi
ff
icul
tin
pr
act
iceast
hepr
obl
emsl
i
kej
obseni
ori
ty,companyseni
ori
ty,zonal
/r
egi
onalseni
ori
ty,
ser
vicei
ndi
ff
erentor
gani
zat
ions,exper
ienceasappr
ent
icet
rai
nee,t
rai
nee,r
esear
cher
,
l
engt
hofser
vicenotonl
ybyday
sbutbyhour
sandmi
nut
eswi
l
lcr
opup.

9.
2Tr
ansf
ers
At
ransf
eri
sachangei
njobassi
gnment
.
At
ransf
erhast
obev
iewedasachangei
nassi
gnmenti
nwhi
chanempl
oyeemov
esf
rom one
j
obt
oanot
heri
nthesamel
evelofhi
erar
chy
,requi
ri
ngsi
mil
arski
l
ls,i
nvol
vi
ngappr
oxi
mat
ely
samel
evelofr
esponsi
bil
i
ty,
samest
atusandsamel
evelofpay
.At
ransf
erdoesnoti
mpl
yany
ascendi
ng(
promot
ion)ordescendi
ng(
demot
ion)changei
nst
atusorr
esponsi
bil
i
ty.

9.
2.1Pur
posesofTr
ansf
er
Or
gani
zat
ionsr
esor
ttot
ransf
erswi
thav
iewt
oser
vet
hef
oll
owi
ngpur
poses:
 Tomeett
heor
gani
zat
ionalr
equi
rement
s:Or
gani
zat
ionsmayhav
etot
ransf
erempl
oyees
duet
ochangesi
ntechnol
ogy
,changesi
nvol
umeofpr
oduct
ion,pr
oduct
ionschedul
e,
pr
oductl
i
ne,qual
i
ty ofpr
oduct
s,changes i
nthe j
ob pat
ter
n caused by change i
n
or
gani
zat
ionalst
ruct
ure,f
luct
uat
ionsi
nthemar
ketcondi
ti
onsl
i
kedemandsf
luct
uat
ions,
i
ntr
oduct
ionofnewl
i
nesand/
ordr
oppi
ngofexi
sti
ngl
i
nes.Al
lthesechangesdemandt
he
shi
fti
njobassi
gnment
swi
thav
iewt
opl
acet
her
ightmanont
her
ightj
ob.
 Tosat
isf
ytheempl
oyeeneeds:Empl
oyeesmayneedt
ransf
ersi
nor
dert
osat
isf
ythei
r
desi
ret
owor
kunderaf
ri
endl
ysuper
ior
,inadepar
tment
/regi
onwher
eoppor
tuni
ti
esf
or
adv
ancementar
ebr
ight
,inorneart
hei
rnat
ivepl
aceorpl
aceofi
nter
est
,doi
ngaj
obwher
e
t
hewor
kit
sel
fischal
l
engi
ng,
etc.
 Tout
il
izeempl
oyeesbet
ter
:Anempl
oyeemaybet
ransf
err
edbecausemanagementf
eel
s
t
hathi
sski
l
ls,
exper
ienceandj
obknowl
edgecoul
dbeputt
obet
teruseel
sewher
e.
 Tomaket
heempl
oyeemor
ever
sat
il
e:Empl
oyeesmayber
oll
edov
erdi
ff
erentj
obst
o
expandt
hei
rcapabi
l
iti
es.Jobr
otat
ionmaypr
epar
etheempl
oyeef
ormor
echal
l
engi
ng
16
 assi
gnment
sinf
utur
e.
 Toadj
ustt
hewor
kfor
ce:Wor
kfor
cemaybet
ransf
err
edf
rom apl
antwher
ether
eisl
ess
wor
ktoapl
antwher
ether
eismor
ewor
k.
 Topr
ovi
der
eli
ef:
Transf
ersmaybemadet
ogi
ver
eli
eft
oempl
oyeeswhoar
eov
erbur
dened
ordoi
nghazar
douswor
kforl
ongper
iods.
 Tor
educeconf
li
cts:Wher
eempl
oyeesf
indi
tdi
ff
icul
ttogetal
ongwi
thcol
l
eaguesi
na
par
ti
cul
arsect
ion,depar
tmentorl
ocat
ion– t
heycoul
dbeshi
ft
edt
oanot
herpl
acet
o
r
educeconf
li
cts.
 Topuni
shempl
oyees:Tr
ansf
ersmaybeef
fect
edasdi
sci
pli
nar
ymeasur
es– t
oshi
ft
empl
oyeesi
ndul
gingi
nundesi
rabl
eact
ivi
ti
est
oremot
e,f
ar-
fl
ungar
eas.

9.
2.2Ty
pesofTr
ansf
ers
Tr
ansf
erscanbecl
assi
fi
edt
hus:
Ty
peofTr
ansf
er Descr
ipt
ion

Pr
oduct
iont
ransf
ers Tr
ansf
erscausedduet
ochangesi
npr
oduct
ion.

Repl
acementt
ransf
ers Tr
ansf
erscausedduet
orepl
acementofanempl
oyeewor
kingont
he
samej
obf
oral
ongt
ime.

Rot
ati
ont
ransf
ers Tr
ansf
ersi
nit
iat
edt
oincr
easet
hev
ersat
il
it
yofempl
oyees.

Shi
ftt
ransf
ers Tr
ansf
ersofanempl
oyeef
rom oneshi
ftt
oanot
her
.

Remedi
alt
ransf
ers Tr
ansf
ersi
nit
iat
edt
ocor
rectt
hewr
ongpl
acement
s.

Penal
transf
er Tr
ansf
ersi
nit
iat
ed as a puni
shmentf
ori
n di
sci
pli
nar
y act
ion of
empl
oyees.

17
9.
2.3Benef
it
sandPr
obl
emsofTr
ansf
ers
Asummar
yofbenef
it
sandpr
obl
emsassoci
atedwi
tht
ransf
ersi
sgi
venbel
ow:
Benef
it
s Pr
obl
ems

 I
mpr
oveempl
oyeeski
l
lsot
her
wise  I
nconv
eni
entt
oempl
oyeeswhodo
notwantt
omov
e
 Reducemonot
ony
,bor
edom
 Empl
oyeesmayormaynotf
iti
nthe
 Remedyf
aul
typl
acementdeci
sions
newl
ocat
ion/
depar
tment
 Pr
epar
e t
he empl
oyee f
or chal
l
engi
ng
 Shi
ft
ingofexper
iencedhandsmay
assi
gnment
sinf
utur
e
af
fectpr
oduct
ivi
ty
 St
abi
l
ize changi
ng wor
krequi
rement
sin
 Di
scr
imi
nat
oryt
ransf
ersmayaf
fect
di
ff
erentdepar
tment
s/l
ocat
ions
empl
oyeemor
ale.
 I
mpr
oveempl
oyeesat
isf
act
ionandmor
ale

 I
mpr
oveempl
oyer
-empl
oyeer
elat
ions

Tr
ansf
ershav
etobecar
ri
edouti
nasy
stemat
icway
,wi
thav
iew t
oav
oidal
l
egat
ionsof
di
scr
imi
nat
ionandf
avor
it
ism.Someoft
heabov
eci
tedpr
obl
emsassoci
atedwi
tht
ransf
ers
coul
dbeav
oided,i
for
gani
zat
ionsf
ormul
ateadef
ini
tet
ransf
erpol
i
cy,f
oruseatdi
ff
erent
poi
ntsoft
ime.

9.
3Separ
ati
ons
Separ
ati
onr
efer
stot
hedi
scont
inuat
ionoft
her
elat
ionbet
weenempl
oyee&t
heempl
oyer
.An
empl
oyeesepar
ati
onoccur
swhenanempl
oyeeceasest
obeamemberofanor
gani
zat
ion.I
t
i
sthef
inal
HRM f
unct
ion.Li
keot
herf
unct
ionsi
trequi
respr
epar
ati
on&pl
anni
ng.

Separ
ati
oncanbei
nit
iat
edby

 t
heempl
oyer
sli
kemandat
oryr
eti
rement
;di
smi
ssal
;l
ayof
f
 t
heempl
oyeesl
i
ker
esi
gnat
ion;
vol
unt
aryr
eti
rement
;qui
t

theagreement,
whent
hecont
ractends;ort
heycanal
sobecausedbyt
hingsout
side

18
 t
hewi
l
lofbot
htheempl
oyer&t
heempl
oyee(
acci
dent
s,deat
h)

Causesf
orsepar
ati
on

Causes f
orsepar
ati
on ofempl
oyee f
rom t
he or
gani
zat
ion mai
nlyar
eret
ir
ement
,lay
off
,
di
smi
ssal
,per
manentdi
sabi
l
ity
,resi
gnat
ion,
qui
t,andout
placement
.

9.
3.1Ty
pesofEmpl
oyeeSepar
ati
ons
Empl
oyeesepar
ati
onscanbedi
vi
dedi
ntot
wocat
egor
iest
hatar
evol
unt
aryandi
nvol
unt
ary
separ
ati
ons.Vol
unt
arysepar
ati
onsar
eini
ti
atedbyt
heempl
oyee.I
nvol
unt
arysepar
ati
onsar
e
i
nit
iat
edbyt
heempl
oyer
.Topr
otectt
hemsel
vesagai
nstl
egal
chal
l
engesbyf
ormerempl
oyees,
empl
oyer
smustmanagei
nvol
unt
arysepar
ati
onsv
erycar
eful
l
ywi
thawel
l
-document
edpaper
t
rai
l
.
i
.Vol
unt
arySepar
ati
ons:Vol
unt
arysepar
ati
onsoccurwhenanempl
oyeedeci
des,
forper
sonal
orpr
ofessi
onalr
easons,t
oendt
her
elat
ionshi
pwi
tht
heempl
oyer
.Thedeci
sioncoul
dbe
basedont
heempl
oyeeobt
aini
ngabet
terj
ob,changi
ngcar
eer
s,orwant
ingmor
eti
mef
or
f
ami
l
yorl
eisur
eact
ivi
ti
es.
Thet
wot
ypesofv
olunt
arysepar
ati
onsar
equi
tsandr
eti
rement
s.
 Qui
ts:Thedeci
siont
oqui
tdependson(
1)t
heempl
oyee’
slev
elofdi
ssat
isf
act
ionwi
tht
he
j
oband(
2)t
henumberofat
tract
iveal
ter
nat
ivest
heempl
oyeehasout
sidet
heor
gani
zat
ion.
Theempl
oyeecanbedi
ssat
isf
iedwi
tht
hej
obi
tsel
f,t
hej
obenv
ironment
,orbot
h.
 Ret
ir
ement
s:Ar
eti
rementdi
ff
ersf
rom aqui
tinanumberofr
espect
s.Fi
rst
,ar
eti
rement
usual
l
yoccur
satt
heendofanempl
oyee’
scar
eer
.Aqui
tcanoccuratanyt
ime.Second,
r
eti
rement
s usual
l
yresul
tint
he i
ndi
vi
dualr
ecei
vi
ng r
eti
rementbenef
it
sfr
om t
he
or
gani
zat
ion.Thesemayi
ncl
udear
eti
rementi
ncomesuppl
ement
edwi
thper
sonalsav
ings
andSoci
alSecur
it
ybenef
it
s.Peopl
ewhoqui
tdonotr
ecei
vet
hesebenef
it
s.Fi
nal
l
y,t
he
or
gani
zat
ionnor
mal
l
ypl
ansr
eti
rement
sinadv
ance.HRst
affcanhel
pempl
oyeespl
ant
hei
r
r
eti
rement
,andmanager
scanpl
ani
nadv
ancet
orepl
acer
eti
reesbygr
oomi
ngcur
rent
empl
oyeesorr
ecr
uit
ingnewones.Qui
tsar
emuchmor
edi
ff
icul
ttopl
anf
or.
i
i
. I
nvol
unt
arySepar
ati
ons:Ani
nvol
unt
arysepar
ati
onoccur
swhenmanagementdeci
des
t
oter
minat
eit
srel
ati
onshi
pwi
thanempl
oyeeduet
o(1)economi
cnecessi
tyor(
2)a
poorf
itbet
weent
heempl
oyeeandt
heor
gani
zat
ion.
19
Ther
ear
etwot
ypesofi
nvol
unt
arysepar
ati
ons:
dischar
gesandl
ayof
fs.
 Di
schar
ges:Adi
schar
get
akespl
acewhenmanagementdeci
dest
hatt
her
eisapoorf
it
bet
weenanempl
oyeeand t
heor
gani
zat
ion.Thedi
schar
gei
sar
esul
tofei
therpoor
per
for
mance ort
he empl
oyee’
sfai
l
uret
o change some unaccept
abl
e behav
iort
hat
managementhast
ri
edr
epeat
edl
ytocor
rect
.Somet
imesempl
oyeesengagei
nser
ious
mi
sconduct
,suchast
hef
tordi
shonest
y,whi
chmayr
esul
tini
mmedi
atet
ermi
nat
ion.
Manager
swhodeci
det
odi
schar
geanempl
oyeemustmakesur
etheyf
oll
ow t
hecompany
’s
est
abl
i
sheddi
sci
pli
nepr
ocedur
es.Mostnonuni
oncompani
esandal
luni
oni
zedf
ir
mshav
ea
pr
ogr
essi
ve di
sci
pli
ne pr
ocedur
ethatal
l
ows empl
oyees t
he oppor
tuni
tyt
o cor
rectt
hei
r
behav
iorbef
orer
ecei
vi
ngamor
eser
iouspuni
shment
.
Lay
off
s:Lay
off
sar
eameansf
oranor
gani
zat
iont
ocutcost
s.Lay
offoccur
swhent
her
eisl
ack
ofbusi
nessorbudgetcur
tai
l
ment
/shor
tage.I
tisf
orcedr
educt
ionoft
henumberofempl
oyees.
I
tist
hemostf
requentt
ypeofsepar
ati
onofempl
oyeesf
rom t
heempl
oyedwor
kfor
ce.

Lay
offi
sunl
i
kequi
ts,r
eti
rement
sordeat
hs.I
tdoesn’
tnecessar
il
yinv
olv
ea per
manent
separ
ati
on f
rom t
he pay
rol
l
.Lai
d-of
fempl
oyees nor
mal
l
yexpectt
o be r
ehi
red byt
hei
r
empl
oyerwhencondi
ti
onsi
mpr
ove.

9.
3.2Out
placement
Out
placementi
sanHRpr
ogr
am cr
eat
edt
ohel
psepar
atedempl
oyeesdealwi
tht
heemot
ional
st
ressofj
obl
ossandpr
ovi
deassi
stancei
nfi
ndi
nganew j
ob.Out
placementact
ivi
ti
esar
e
of
tenhandl
edbyconsul
ti
ngf
ir
msr
etai
nedbyt
heor
gani
zat
ion,
whi
chpay
saf
eebasedont
he
numberofout
-pl
aced empl
oyees.Compani
es ar
e of
ten wi
l
li
ng t
o payf
orout
placement
becausei
tcanr
educesomeoft
her
isksassoci
atedwi
thl
ayof
fs,suchasnegat
ivepubl
i
cit
yor
ani
ncr
easedl
i
kel
i
hoodt
hatuni
onswi
l
lat
temptt
oor
gani
zet
hewor
kfor
ce.Empl
oyer
swho
pr
ovi
deout
placementser
vicest
endt
ogi
vet
hegoalofsoci
alr
esponsi
bil
i
tyahi
ghpr
ior
it
yas
par
toft
hei
rHRst
rat
egy
.

9.
3.2.
1TheGoal
sofOut
placement
Thegoal
sofanout
placementpr
ogr
am r
efl
ectt
heor
gani
zat
ion’
sneedt
ocont
rolt
hedi
srupt
ion
causedbyl
ayof
fsandot
herempl
oyeesepar
ati
ons.Themosti
mpor
tantoft
hesegoal
sar
e(1)
r
educi
ngt
hemor
alepr
obl
emsofempl
oyeeswhoar
eaboutt
obel
aidof
fsot
hatt
heyr
emai
n
pr
oduct
ive unt
ilt
heyl
eav
ethe f
ir
m,(
2)mi
nimi
zi
ng t
he amountofl
i
tigat
ion i
nit
iat
ed by
20
separ
atedempl
oyees,and(
3)assi
sti
ngsepar
atedempl
oyeesi
nfi
ndi
ngcompar
abl
ejobsas
qui
ckl
yaspossi
ble.I
naddi
ti
on,
prov
idi
nganout
placementser
vicecanhel
pkeept
her
emai
ning
empl
oyeesf
ocusedont
hei
rwor
k.Wi
thoutout
placement
,anat
uralt
endencyf
orr
emai
ning
wor
ker
swoul
dbet
oconcent
rat
eonhowt
hei
rfor
mercowor
ker
swer
etr
eat
edbadl
yanddi
dn’
t
f
ind j
obsr
athert
han concent
rat
eon mov
ing t
heor
gani
zat
ion f
orwar
d.Ov
eral
l
,pr
ovi
ding
out
placementcanpr
otectanempl
oyer
’sr
eput
ati
onandhel
ptheor
gani
zat
ionbeknownasan
empl
oyerofchoi
ce.

21
 Chapt
erTen:
EEO,
SexualHar
assmenti
nWor
kPl
ace,
Wor
kfor
ceDi
ver
sit
yManagementandEmpower
ment

10.
1 EqualEmpl
oymentOppor
tuni
ty(
EEO)
Att
hecor
eofequalempl
oymenti
stheconceptofdi
scr
imi
nat
ion.Thewor
ddi
scr
imi
nat
ion
si
mpl
ymeans“
recogni
zi
ngdi
ff
erencesamongi
temsorpeopl
e.”Forexampl
e,empl
oyer
smust
di
scr
imi
nat
e(choose)among appl
i
cant
sfora j
ob on t
he basi
sofj
ob r
equi
rement
sand
candi
dat
es’qual
i
ficat
ions.Howev
er,whendi
scr
imi
nat
ioni
sbasedonr
ace,gender
,orsome
ot
herf
act
ors,
iti
sil
l
egalandempl
oyer
sfacepr
obl
ems.Thef
oll
owi
ngbasesf
orpr
otect
ionhav
e
beeni
dent
if
iedbyl
aws:
• Race,
ethni
cor
igi
n,col
or(
incl
udi
ngmul
ti
raci
al/
ethni
cbackgr
ounds)
• Sex/
gender(
incl
udi
ngpr
egnantwomenandal
someni
ncer
tai
nsi
tuat
ions)
• Age(
indi
vi
dual
sov
erage40)
• I
ndi
vi
dual
swi
thdi
sabi
l
iti
es(
phy
sical
orment
al)
• Mi
l
itar
yexper
ience
• Rel
i
gion(
speci
albel
i
efsandpr
act
ices)
• Mar
it
alst
atus
• Sexual
ori
ent
ati
on
Thesecat
egor
iesar
ecomposedofi
ndi
vi
dual
swhoar
emember
sofapr
otect
edcat
egor
yunder
EEOl
awsandr
egul
ati
ons.Di
scr
imi
nat
ionr
emai
nsaconcer
nast
hewor
kfor
cebecomesmor
e
di
ver
se.

10.
2 SexualHar
assmenti
nWor
kPl
ace
Sex
ualhar
assmentr
efer
stoact
ionst
hatar
esexual
l
ydi
rect
ed,ar
eunwant
ed,andsubj
ectt
he
wor
kert
o adv
erse empl
oymentcondi
ti
ons orcr
eat
e a host
il
e wor
k env
ironment
.Sexual
har
assmentcanoccurbet
weenabossandasubor
dinat
e,amongcowor
ker
s,andwhennon-
empl
oyeeshav
ebusi
nesscont
act
swi
thempl
oyees.Mostoft
hesexualhar
assmentchar
ges
f
il
edi
nvol
vehar
assmentofwomenbymen.Howev
er,somesexualhar
assmentcaseshav
e
beenf
il
edbymenagai
nstwomenmanager
sandsuper
visor
s,andsomehav
ebeenf
il
edbybot
h
menandwomenf
orsame-
sexhar
assment
.
Twot
ypesofsexualhar
assmenthav
ebeenest
abl
i
shed.Whensomet
ypeofsexualbehav
iori
s
expect
edasacondi
ti
onofempl
oyment
,iti
scal
l
edqui
dpr
oquohar
assment
.Whenawor
king

22
env
ironmenti
sof
fensi
veandunr
easonabl
yint
erf
ereswi
thanempl
oyee’
sabi
l
ityt
owor
k;i
tis
cal
l
edhost
il
eenv
ironmenthar
assment
.
Unwel
comesexualadv
ances,
request
sforsexualf
avor
s,andot
herv
erbalorphy
sicalcont
actof
asexual
nat
ureconst
it
utesexual
har
assmentwhen:
• Submi
ssi
ont
osuchconducti
smadeei
therexpl
i
cit
lyori
mpl
i
cit
lyat
erm orcondi
ti
onof
ani
ndi
vi
dual
’
sempl
oyment
,
• Submi
ssi
ont
oorr
eject
ionofsuchconductbyani
ndi
vi
duali
susedast
hebasi
sfor
empl
oymentdeci
sionsaf
fect
ingsuchi
ndi
vi
dual
,or
• Suchconducthast
hepur
poseoref
fectofunr
easonabl
yint
erf
eri
ngwi
thani
ndi
vi
dual
’
s
wor
kper
for
manceorcr
eat
ingani
nti
midat
ing,
host
il
e,orof
fensi
vewor
kingenv
ironment
.

10.
3 Wor
kfor
ceDi
ver
sit
yManagement
Di
ver
sit
ymanagementi
sincl
usi
veness,ormaki
ngal
lempl
oyer
sfeelt
hatt
heyar
eani
ntegr
ate
par
toft
hesameor
gani
zat
ionandt
hatt
heyshar
eacommondesi
ret
omaket
hef
ir
m succeed
r
egar
dlessoft
hei
rrace,gender
,ageandsoon.Managementofdi
ver
sit
yist
hesetofact
ivi
ti
es
i
nvol
vedi
nint
egr
ati
ngnon-
tr
adi
ti
onal
empl
oyees(
womenandmi
nor
it
ies)i
ntot
hewor
kfor
ceand
usi
ngt
hei
rdi
ver
sit
ytot
hef
ir
m’scompet
it
iveadv
ant
age.
Somedef
ineadi
ver
sewor
kfor
ceasacompet
it
iveadv
ant
aget
hatbr
ingst
hem awi
derpoolof
t
alentandgr
eat
eri
nsi
ghti
ntot
heneedsandbehav
ior
soft
hei
rdi
ver
secust
omer
s.These
or
gani
zat
ionssayt
heyhav
eapol
i
cyofv
alui
ngdi
ver
sit
y.
Thepr
act
iceofv
alui
ngdi
ver
sit
yhasnosi
ngl
efor
m;i
tisnotwr
it
teni
ntol
aworbusi
nesst
heor
y.
Or
gani
zat
ionst
hatv
aluedi
ver
sit
ymaypr
act
icesomef
orm ofaf
fi
rmat
iveact
ion,di
scussed
ear
li
er.Theymayhav
epol
i
ciesst
ati
ngt
hei
rval
ueofunder
standi
ngandr
espect
ingdi
ff
erences.
Or
gani
zat
ionsmayt
ryt
ohi
re,r
ewar
d,andpr
omot
eempl
oyeeswhodemonst
rat
erespectf
or
ot
her
s.Theymaysponsort
rai
ningpr
ogr
amsdesi
gnedt
oteachempl
oyeesaboutdi
ff
erences
amonggr
oups.What
evert
hei
rfor
m,t
heseef
for
tsar
eint
endedt
omakeeachi
ndi
vi
dualf
eel
r
espect
ed.Al
so,t
heseact
ionscansuppor
tequalempl
oymentoppor
tuni
tybycul
ti
vat
ingan
env
ironmenti
nwhi
chi
ndi
vi
dual
sfeel
wel
comeandabl
etodot
hei
rbest
.
Empl
oyeedi
ver
sit
ycani
mpr
oveor
gani
zat
ionalf
unct
ioni
ngbyst
imul
ati
nggr
eat
ercr
eat
ivi
ty,
bet
terpr
obl
em sol
vi
ng,
andgr
eat
ersy
stem f
lexi
bil
i
ty.

HI
VandWor
kpl
ace

23
Deal
i
ngef
fect
ivel
ywi
thwor
kpl
aceconcer
nst
hatar
isewhenanempl
oyeecont
ract
sAcqui
red
I
mmuneDef
ici
encySy
ndr
ome(
AIDS)hasbecomeani
mpor
tantwor
kpl
aceheal
thchal
l
enge.I
n
Et
hiopi
apr
ocl
amat
ion377/
2003showst
hat
,itshal
lbeunl
awf
ulf
orawor
kert
o,exceptf
or
HI
V/AI
DSt
est
,ref
uset
osubmi
thi
msel
fformedi
calexami
nat
ionwhenr
equi
redbyl
aworbyt
he
empl
oyerf
orgoodcause.I
naddi
ti
on,empl
oyer
sar
eencour
agedt
odev
elopef
fect
iveAI
DS
pol
i
cyt
oeducat
ethei
rempl
oyees,
andt
opr
otectt
hosewi
thAI
DS-
rel
atedi
ssues.
An ef
fect
iveAI
DS pol
i
cyshoul
d notonl
yout
li
net
hepr
ocedur
est
o bef
oll
owed when an
empl
oyeecont
ract
sHI
Vinf
ect
ion,butal
soeducat
ethewor
kfor
ce.Manyempl
oyeesf
eart
hat
t
heycancont
ractt
hedi
seasebywor
kingal
ongsi
desomeonewho hasAI
DS.Educat
ional
pr
ogr
amscanel
i
minat
ethesef
ear
sbypr
ovi
dingaccur
atei
nfor
mat
ionaboutt
hedi
seaseand
howi
tist
ransmi
tt
ed.
Whati
sther
oleofmanager
sandsuper
visor
sindeal
i
ngwi
thAI
DSi
nthewor
kpl
ace?Manager
s
shoul
dbeabl
etoanswerempl
oyeequest
ionsaboutAI
DSandef
fect
ivel
ydealwi
thanyAI
DS-
r
elat
edi
ssuest
hatar
ise.Fort
hisr
eason,t
heeducat
ionalef
for
tshoul
dinv
olv
efami
l
iar
izi
ng
super
visor
sandmanager
swi
tht
heor
gani
zat
ion’
sAI
DSpol
i
cyandt
rai
ningt
hem i
nhowt
odeal
wi
thAI
DSi
ssues.Anopenappr
oacht
oeducat
inganddi
scussi
ngAI
DSi
nthewor
kpl
acei
s
r
ecommended.Howev
er,
ther
ear
eboundar
iest
odi
scussi
onofAI
DS-
rel
atedi
ssuesspeci
fi
cal
l
y,
st
ri
ct conf
ident
ial
i
tyi
nregar
dto empl
oyee medi
cali
nfor
mat
ion.Conf
ident
ialmedi
cal
i
nfor
mat
ioncanbedi
scl
osedt
osuper
visor
yper
sonnelonl
yift
heyneedt
oknowf
orpur
posesof
pr
ovi
dingr
easonabl
eaccommodat
ionort
osaf
etyper
sonnelwhomi
ghtber
equi
redt
opr
ovi
de
emer
gencymedi
calser
vicest
otheempl
oyee.An empl
oyerwho di
scl
osesan empl
oyee’
s
medi
calcondi
ti
on,suchasAI
DS,r
isksv
iol
ati
ngt
heempl
oyee’
sri
ghtofpr
ivacyandt
her
ightt
o
wor
kwi
thoutdi
scr
imi
nat
ion.Opendi
scussi
onoft
hei
ssueofAI
DSi
nthewor
kpl
acecanhel
p
cr
eat
eaposi
ti
veandpr
oduct
iveenv
ironment
,butdi
scl
osur
eofanempl
oyee’
sAI
DSst
atusi
s
l
egal
l
ypr
ohi
bit
ed.
AnAI
DSpol
i
cycoul
dincl
udet
hef
oll
owi
ngpoi
nts:
• Ther
iskt
hroughi
nfect
ioni
nthewor
kpl
acei
snegl
i
gibl
e.
• Wher
etheoccupat
iondoesi
nvol
vebl
oodcont
act
,asi
nhospi
tal
s,doct
ors’
sur
ger
iesand
l
abor
ator
ies,t
hespeci
alpr
ecaut
ionsadv
isedbyt
heHeal
thandSaf
etyCommi
ssi
onwi
l
l
bei
mpl
ement
ed.
• Empl
oyeeswhoknowt
hatt
heyar
einf
ect
edwi
thHI
Vwi
l
lnotbeobl
i
gedt
odi
scl
oset
he
f
actt
othecompany
,buti
ftheydo,
thef
actwi
l
lremai
ncompl
etel
yconf
ident
ial
.

24
 • Ther
ewi
l
lbenodi
scr
imi
nat
ionagai
nstany
onewi
thoratr
iskofacqui
ri
ngAI
DS.
• Empl
oyeesi
nfect
edbyHI
Vorsuf
fer
ingf
rom AI
DSwi
l
lbet
reat
ednodi
ff
erent
lyf
rom
any
oneel
sesuf
fer
ingasev
erei
l
lness.

10.
4Empl
oyeeEmpower
ment
Tocompl
etel
ybenef
itf
rom empl
oyees’
knowl
edge,
organi
zat
ionsneedamanagementst
ylet
hat
f
ocusesondev
elopi
ngandempower
ingempl
oyees.Empl
oyeeempower
mentmeansgi
vi
ng
empl
oyeesr
esponsi
bil
i
tyandaut
hor
it
ytomakedeci
sionsr
egar
dingal
laspect
sofpr
oduct
dev
elopmentorcust
omerser
vice. Empl
oyeesar
ethenhel
daccount
abl
eforpr
oduct
sand
ser
vices.I
nret
urn,
theyshar
ether
esul
ti
ngl
ossesandr
ewar
ds.
HRM pr
act
icessuchasper
for
mancemanagement
,tr
aini
ng,
wor
kdesi
gn,
andcompensat
ionar
e
i
mpor
tantf
orensur
ingt
hesuccessofempl
oyeeempower
ment
.Jobsmustbedesi
gnedt
ogi
ve
empl
oyeest
henecessar
ylat
it
udef
ormaki
ng a v
ari
etyofdeci
sions.Empl
oyeesmustbe
pr
oper
lyt
rai
nedt
oexer
tthei
rwi
deraut
hor
it
yandusei
nfor
mat
ionr
esour
cessuchast
heI
nter
net
aswel
last
ool
sforcommuni
cat
ingi
nfor
mat
ion.Empl
oyeesal
soneedf
eedbackt
ohel
pthem
ev
aluat
ethei
rsuccess.Payandot
herr
ewar
dsshoul
dref
lectempl
oyees’aut
hor
it
yandbe
r
elat
edt
osuccessf
ulhandl
i
ngoft
hei
rresponsi
bil
i
ty.I
naddi
ti
on,f
orempower
mentt
osucceed,
manager
smustbet
rai
nedt
oli
nkempl
oyeest
oresour
ceswi
thi
nandout
sidet
heor
gani
zat
ion,
suchascust
omer
s,co-
wor
ker
sinot
herdepar
tment
s,andWebsi
teswi
thneededi
nfor
mat
ion.
Manager
smustal
soencour
ageempl
oyeest
oint
eractwi
thst
afft
hroughoutt
heor
gani
zat
ion,
mustensur
ethatempl
oyeesr
ecei
vet
hei
nfor
mat
iont
heyneed,andmustr
ewar
dcooper
ati
on.
Fi
nal
l
y,empower
edempl
oyeesdel
i
vert
hebestr
esul
tsi
ftheyar
eful
l
yengagedi
nthei
rwor
k.
Empl
oyee engagement
-f
ulli
nvol
vementi
n one’
s wor
k and commi
tmentt
o one’
sjob and
company
-i
sassoci
atedwi
thhi
gherpr
oduct
ivi
ty,
bet
tercust
omerser
vice,
andl
owert
urnov
er.As
wi
tht
heneedf
orknowl
edgewor
ker
s,useofempl
oyeeempower
mentshi
ft
sther
ecr
uit
ingf
ocus
awayf
rom t
echni
cal
ski
l
lsandt
owar
dgener
alcogni
ti
veandi
nter
per
sonal
ski
l
ls.Empl
oyeeswho
hav
eresponsi
bil
i
tyf
oraf
inalpr
oductorser
vicemustbeabl
etol
i
stent
ocust
omer
s,adaptt
o
changi
ngneeds,
andcr
eat
ivel
ysol
veav
ari
etyofpr
obl
ems.

TheEnd!
!
25