Wellness at work

PROF PRIYA NAIDU

Employee Well Being
Depends on :
Quality of working life provided by the employers- a feeling of
satisfaction and happiness arising from the work itself and work
environment.
Taylor(2009) defied the quality of working life is related to the basic
extrinsic factors of wages, hours and working conditions and intrinsic
factors as work itself.
Why focus on employee well being ?
Duty of care towards your employees.
Employers are responsible to create a good work environment – as a
part total reward system
Interests of the employers to do so as to establish the org as “the best
place to work”
Improve the Work Environment –
How ?
Managerial Behavior (Treat people right – Humane Factors)
Work-life balance (Work/parental responsibilities, flexible hours,
family/emergency leaves/Part-time, Paid/unpaid leave)
Managing Stress
Dealing with Sexual Harassment.
Tackle Bullying at work place
Advantages of Work-Life Balance
Strategies
Improved quality of work and productivity.
Improved commitment and morale.
Reduced staff turnover.
Reduce casual absence.
Improved utilization of new recruits.
Managing stress
Job design
Targets and performance standards
Job placements
Career development
Performance management
Counseling
Services for individuals
EAP ( Employee assistance programs) to deal with :
Sickness
Bereavement
Domestic Problems
Retirement
Services for group
Subsidized Food/restaurant service
Sports and social clubs
Child Care facilities
Disciplinary procedure – HR Policy
All employees must be aware of the up-to-date disciplinary rules.
There may be instances where the employee is dismissed by virtue of
gross misconduct.
Disciplinary policy states and action may be taken under the following
pretext :
Be undertaken only in cases where good reason and clear evidence
exist.
Be appropriate to the nature of offence that has been committed
Be demonstrably fair and consistent with previous action in similar
circumstances
Disciplinary procedure – HR Policy
Take place only when employees are aware of the standards that are
expected of them or rules with which they are required to confirm.
Allows employees the right to be represented by a representative or
colleague during formal proceedings
Allow the employees the right to know what charges are being made
against them and to respond to those charges.
Allow employees the right to appeal against any discplinary action
Disciplinary -action procedure
Informal warning

Formal warning

Further disciplinary action

Grievance
Example of grievance policy :
It is the policy of the company that employees should :
Be given a fair hearing by their immediate supervisor or manager
concerning any grievances they may wish to raise
Have the right to appeal to a more senior manager against a decision
made by their immediate supervisor or manager
Have the right to be accompanied by a fellow employee of their own
choice when raising a grievance or appealing against a decision
Grievance – Action procedure
Raise the issue with a Team Lead. May
be accompanied by a fellow employee

Consult -Next level authority within 5

working days. Hr records the result of
the meeting

If still not resolved, appeal to director and

hearing within 5 working days. Presided by
Director,Head HR,Emp Rep,HR executive for
recording
Thank you