HUMAN RESOURCE

MANAGEMENT

UNDERSTANDING
HEALTH AND SAFETY
&
LABOUR RELATIONS

CHAPTER NO. 9
AFTER STUDYING THIS CHAPTER YOU SHOULD BE ABLE TO:

 Understand Labor Relations and its objectives.

 Describe phases of Labor Relations.
 Understand union organizing process.
 Describe collective bargaining and its process.
 Comprehend grievance management and its steps.
 Differentiate between health and safety.
 Discuss the responsibilities of employer and employee in
terms of ensuring health and safety.
 Explain stress and identify causes and symptoms of stress.
 Demonstrate what an HR Audit entails.
 Evaluate tools of HR Audit.
OCCUPATION, HEALTH & SAFETY

Occupational Health & Safety refers to

Physiological, Physical and Psychological
condition of workforce that result from the
work environment provided by the
organization.
OCCUPATION, HEALTH & SAFETY Cont. . .

Reduce Absenteeism

Minimize Reduce Turnover

Employee Competitive
Health Reduce Medical Cost Advantage
Problem Increased Productivity

Reduced Litigation
 ELEMENTS OF WORKPLACE
SAFETY & HEALTH
Physical
Conditions

Conditions resulting from the workplace

environment that include occupational diseases &
accidents such as:

Repetitive Motion Injuries

Back Pain Problem

Cancer etc.
OCCUPATIONAL DISEASES & ACCIDENTS

Loss of
Various Life
forms of
Cancer

Loss of
Limb

Cardiovascu
lar Diseases

Back
Pain
 ELEMENTS OF WORKPLACE
SAFETY & HEALTH

Condition resulting from the PSYCHOLOGICAL

CONDITION
workplace environment that
result from organizational stress
and low quality of working life
Like:

Dissatisfaction

Withdrawals

Irritability
 Dissatisfaction
Result From
Withdrawals
Organizational Stress
& Low Quality Of Inner Confusion
Working Life
Mistrust

Chance Occurrence
What Causes
Accident Unsafe Working Conditions

? Unsafe Act by Employees

 CAUSES OF ACCIDENTS

a. Physical Conditions

• Defective Equipment
• Inadequate Machine Guard
• Lack of Proactive Equipment
c. Human Conditions

• Carelessness
• Intoxication
• Inability to do the job
b. Environmental
• Other Human Deficiency
Conditions
• Day Dreaming
• Noise • Overwhelming Majority
• Dust, Fumes
• Stress
 CAUSES OF ACCIDENTS Cont . . .

d. Safety Hazard

• Poor Maintained Equipment

• Unsafe Machinery
• Exposure to Hazardous Chemicals

f. Unsafe Conditions e. Health Hazardous

• Develop a Chronic of life

• Become permanently Disable
• Stressful Working Condition
 ORGANIZATIONAL STRESS

4 S’s
Safety
Security
Salary
Supervisor
ORGANIZATIONAL STRESS Cont . . .

Organizatio
nal Change

Stress--
Employees

Work
Pacing

Physical
Environme
nt
THE COSTS OF WORKPLACE
INJURIES & ILLNESS

 Increase in Medical & Insurance

 Worker’s Compensation
 Lost Wages
 Damage Equipments & Materials
 Production Delay
 Selection & Training Costs for
replacement Workers
 Accident Reports
HOW TO REDUCE WORKPLACE
ACCIDNETS
Reduce Unsafe Conditions

Reduce Unsafe Act

Use Posters & other Propaganda

Provide Safety Training

Use Positive Reinforcement

Emphasize Top Management

Emphasize the Safety

Establish a Safety Policy

Set Specific loss Control Goals

Monitor work overload on stress

Safety Committees
VIOLENCE PREVENTION SUGGESTIONS

Develop a Plan

Review Policies

Treat with Respect & Dignity

Not too Harshly

No laid off without Reasons

Supervisor Training

Employee Assistance Programs (EAP)

Keep Weapons Out

 TO HAVE A HEALTHY WORK
ENVIRONMENT
1 Fresh Air

2 Avoid Suspect Building Material

3 Test New Buildings

4 Keep Air Ducts Clean & Dry

5 Worker’s Complaints

6 Smoke-Free Environment
BENEFITS OF SAFE & HEALTHY WORKFORCE

More Productive
Increased
Efficiency

Increased Quality Reduced Medical

Reduced Increased
Insurance Cost Commitment

Lower Greater
Compensation Workforce
Rates Flexibility
LINE MANAGERS & EMPLOYEE SAFETY

 Help employees that they should work safely

 Ensure that workers are doing their jobs safely

 Investigate Accidents
Ensure Legal Compliance
 Maintain Confidentiality of employee

 HRM DEPARTMENT &
EMPLOYEE HEALTH & SAFETY

Select Health &

Safety Program

Evaluate
Health & Safety
Develop Health Program
& Safety
Program

Incorporate
Ensure Legal Health & Safety
Compliance Practices in HRM
LABOR RELATIONS

The Relations between Management and

labor, especially with respect to the
Union Organizing, Maintenance of
agreements, Collective Bargaining etc.
 TRADE UNION
1
Organization of workers, acting collectively, seeking to
protect and promote their mutual interest through collective
bargaining.

Or
2

Organization formed for purpose of representing members’

interests in dealing with employers.
 WHY EMPLOYEE JOIN UNION

Higher Wages Compulsory

and Benefits Upsets with
Membership
Management

Greater Job
Security Influence
Over Work
Rules
TYPES OF TRADE UNION

Trade Union

General Executive
Body Body

President Accounts

General
Constitutions
Secretary
Subscription
Meeting Fee
 ORGANIZING CAMPAIGN
1. HAND BILLING
In this practice, unions give
written publicity to
employees to convince them
to sign authorization cards.
Brochures, leaflets, and
circulars are all handbills.
2. SALTING
In this practice, the unions
hire and pay people to apply
for jobs at certain companies;
when the people are hired,
they begin organizing efforts.
 APPLICATION FOR REGISTRATION
OF TRADE UNION
Application for Registration
of Trade Union

Form Attachments

• 3 copies of constitution of
• Name of Trade Union Trade Union along with
• Date of Formation resolution by members
• Title, Names, Ages • 1 copy of resolution by
Addresses of office bearer president & general
secretary
 REGISTRATION PROCESS
OF TRADE UNION

Registration

If application for If application for

registration is complete registration is incomplete
Registrar will issue Intimate to Trade Union about
certificate within 15 days objection within 15 days

Reply from the Trade

Intimate to employer
Union within 15 days

If objections are fulfill If objections are not fulfill

Registrar will issue certificate Registrar will not issue the

within 3 days certificate

Intimate to employer
 CERTIFICATION & DECERTIFICATION

A process whereb y a
REPRESENTATIV
REPRESENTATIVE
●

union is
is remov
A processaccepte
edd asythe
whereb a
E
REPRESENTATIV
CERTIFICATION
REPRESENTATIVE
●
DECERTIFICATION
representative ofed
union is
is remov
accepte daas
g roup
the
E CERTIFICATION
(RC)
(RD)
DECERTIFICATION
of employees.
representative of a g roup
(RC)
(RD)
of employees.
 EC T I V E
CO L L
I N I N G
BA R G A
COLLECTIVE BARGAINING

The process whereby representatives of

management and workers negotiate over
wages, hours, and other terms and
conditions of employment.
COLLECTIVE BARGAINING AGENT
Collective Bargaining
Agent

If more than 1 Trade

Incase if 1 Trade Union
Union
Forward application to Forward application to
registrar registrar
Must have 1/3 Trade
Union members consent

If establishment has 1 branch If establishment has more

in city than 1 branch in city

Registrar will conduct secret Registrar will conduct secret

balloting within 15 days balloting within 30 days
COLLECTIVE BARGAINING STEPS OR PROCESS

Preparation &
Initial Demands

No
Continuing Negotiations

Settlement & No
Contract Agreement
Yes

Contract
Administration
FAILURE TO REACH AGREEMENT

Boycott
Our
Employer
This Union
On Strike

Striking Picketing
Boycotting
 BARGAINING IMPASSE
• Process by which a third party attempts to keep
1. union and management negotiators talking so that
Conciliation they can reach a voluntary settlement.

• Process by which a third party assists negotiators in

2. their discussions and also suggests settlement
Mediation proposals.

3. • Process that uses a neutral third party to make a

Arbitration decision.

4. • Work stoppage in which union members refuse to

Strike work in order to put pressure on an employer.

• Shutdown of company operations undertaken by

5. management to prevent union members from
Lockout working.
GRIEVANCE MANAGEMENT

Complai ●
An indication of employee
dissatisfaction that has not been
nt submitted in writing

Grievanc ●
A complaint that has been put
in writing and made formal.
e
Grievance ●
Formal channels of communications
used to resolve grievances.
Procedure
 STEPS IN A GRIEVANCE PROCEDURE

Step 5 Impartial Third-Party

Arbitration by:
National Union Representative and Company
Step 4 Executive or Corporate Industrial Relations
Meeting between: Officer

Step 3 Committee of Union Officers and

Meeting between: Company Managers.

Step 2 Chief Steward and Supervisor’s Manager and/or HR

Meeting between: Manager.
Step 1
Discussion of Written Union Steward and Supervisor.
Grievance between:
 Termination Smoking
Assistance Cessation

Career Health
Counseling Education

24- Hour Crisis Financial

Hot Line
Counseling
EMPLOYEE
Health Risk ASSISTANCE Counseling for
Screening PROGRAM (EAP) Emotional Stress

Support Counseling for

Groups Family Problems

Retirement Drug Abuse

Counseling Programs
Legal
Counseling
 Y E E
P LO I O N
E M I C AT
U N
M M
CO
EMPLOYEE COMMUNICATION

One of the most effective way used for

employee communication is Employee
Handbook that serves as a permanent
reference guide.

Employee Handbook is a booklet

describing important aspects of
employment an employee needs to
know.
EMPLOYEE COMMUNICATION Cont . . .

Why Use an Employee Handbook ?

 Help employees learn about the company.
 Provides central information source
concerning policies, work rules and benefits.
 Helps ensure that HRM policies will be fair,
equitable and consistently applied.
 Creates sense of responsibility and commitment.
 Can be used to provide information to recruits.
HR AUDIT

A formal research effort

that evaluates the current
state and effectiveness of
HR Management in an
organization.
 BENEFITS OF HR AUDIT
 It helps to find out the proper contribution of the HR department

towards the organization.

 Development of the professional image of the HR department
of the organization.
 Reduce the HR cost.
 Motivation of the HR personnel.
 Find out the problems and solve them smoothly.
 Provides timely legal requirement.
 Sound Performance Appraisal Systems.
 Systematic job analysis.
 Smooth adoption of the changing mindset.
 TOOLS OF HR AUDIT

Audit teams asks questions from managers and

Interviews employees to identify the areas for improvement.
HR department use questionnaire to broaden the
Surveys scope of research.
It is done through safety and health audits,
Historical grievance audit, compensation audits, affirmative
Analysis actions audit, program and policy audit to check
the compliance with laws.
Sources of information are federal Govt. state
External
unemployment, industry associations, professional
Information associations.
 THOUGHT OF THE DAY

Prepare and Prevent, don't Repair and Repent.

“Edward Coke”