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EMPLOYEE RELATIONS

 Refers to a company’s efforts to manage relationships


between employers and employees. An organization
with good employee relations program provides fair
and consistent treatment to all employees so they will
What is be committed to their jobs and loyal to the company.
 Offers consultation, facilitation and resolution
Employee strategies for workplace issues.
Relations?  Assists in communications between a employees and
supervisors, corrective actions and planning,
disciplinary actions, and explanation and clarification of
company policies and procedures.
 Plays a critical role in keeping the employees together
Role of and creating a reputation of trust amongst them. They
Human are required to initiate certain activities which would
help in restoring the bond amongst the people which
Resource would help them and bring them closer.
Management  Responsible for taking care of the human resource
activities plays a vital role in involving all the
in Employee employees into a productive activity which would
provide them an opportunity to be more interactive
Relations and know the other employees of the company well.
Importance  Deal with avoiding and resolving issues concerning
of individuals which might arise out of or influence the
work scenario.
Employee  Lead to more efficient, motivated and productive
employees which further lead to increase in sales level.
Relation
The main aspects of the employee relations
framework are the ;

❑Basic rights of employees and employers


❑Labor union and collective bargaining
❑Grievance handling
❑Employee discipline
Labor Unions
Grievance
and Collective
Handling
Bargaining
Employee
Relations Basic Rights
Employee
Framework of Employees
Discipline
and Employer
Employee
Relations
 Drive for Commitment
• When a company fosters a good relationship between management and
employees, the latter become loyal and committed to the organization.
It is very important to always win them over and gain their loyalty.

The elements  Harmonization of Terms and Conditions of Employment


• When employees believe that the terms and conditions stated in their
of a employment contracts are adhered to, the company can be assured that
employees are satisfied. Efforts of employees and conditions of
successful employment are united and harmonized.

 Emphasis on Mutuality
employee • This stresses teamwork. Employees must feel that management is also
part of the group.
relationship  Policies and practices for communication
• The concept of labor relations is the maintenance of harmonious
relationship between employees and the management. It shows the
ideal relationship between the two parties which centers on
communication.
1.Equal opportunities for all - All employees should be treated fairly and
given work opportunities regardless of gender, race, and religion, among
others.
2.Security of tenure – No employee can be dismissed from work without
due process. The employee has the right to be heard before a decision for
Basic Rights termination is made.
3.Work days and work hours – The normal number of hours of work in a
of Employees day are eight (8) hours . An employee must be paid for all the hours he/she
spent work. In excess of the normal work hours, he/she is entitled to
and overtime pay.
4.Wage and wage-related benefits - All employees are entitled to wages
Employers and other benefits as mandated by law.
5.Safe working conditions – Employees should be provided with safe
working conditions which include appropriate seats, lighting and
ventilations, adequate passageways, exits, fir-fighting equipment,
separate facilities for men and women, gears, masks, safety shoes, coats
and uniforms, medicine, medical supplies, and first aid kits.
6.Rest days and holidays – A rest day refers to at least a day off form work.
Employees are entitled to holiday pay as mandated by law for any work
rendered during such days.
7.Leave – The three types of leave which should be enjoyed by the
employees are the following: service incentive leave, paternity leave, and
maternity leave.
Basic Rights of 8.Rights to self-organization and collective bargaining – An employee has
the right to join any legitimate worker’s association or union of his/her
Employees choice free from any interference by the employer.
and Employers 9.Workers’ participation and tripartism – Employees and employers work
in a partnership. They have to ensure harmony and settle any differences
between them, if any. Tripartism refers to the cooperation of three parties:
employees, employers, and the government.
10.Social Legislation – There are social security benefits provided to
workers such as pensions, financial assistance or allowance for death or
sickness, rehabilitation assistance for work-related disability, etc.
1.Closure of business – The employer may decide to close the business
when needed, such as when it goes bankrupt.
2.Transfer of workers – The management has the prerogative to transfer an
employee from one department to another.
The rights of 3.Hire and fire – The employer has the right to accept or hire an applicant
and at the same time to fire an employee, provided the latter case arises
employers or from a just or authorized cause. Termination with just cause means one
that is made after according due process.
firms are the 4.Impose employee discipline – Any employee offense or violation of
company standards and code of conduct is dealt with by employer through
following: disciplinary measures.
5.Issue rules and regulations – The management has the right to implement
rules and regulations that employees must follow.
6.Management prerogatives – The management is given a leeway to
administer the affairs of the company to maximize profits.
 The objective of formulating good employee policies is to
build a positive workforce and a conductive workplace
where all employees commit themselves to maintaining
good relations with each other and with the top
management.

Employee Employee policies are covered by the following areas:

Policies 1.Union recognition


2.Collective bargaining
3.Procedure on grievance handling and discipline
4.Communication policies
5.Terms and conditions of employment
6.Employee handbook
 Employee voice pertains to how much “say” employee
have regarding matters that concern them and the
organization. It is a two-way dialogue, and employees are
given the opportunity to be involved in problem-solving
and grievance procedures.

Employee The forms of employee voice are the following:


1.Little voice
Voice 2.Some
3.Two way
4.Two way plus
5.A lot
6.Veto power
7.Substantial
 Any union or association organized for the purpose of
collective bargaining in relation to the employees’
conditions of employment.

The different kinds of labor organizations are the following:

Labor
1.Independent labor union
Organization 2.Legitimate labor organization
3.Company Union
4.Federation and National Union
5.Trade Associations
1.Rank-and-file employees of covered organizations
Types of 2.Supervisory employees, though they are not allowed to join or
assist rank-and-file unions, can form their own unions.
individuals who 3.Government employees in the civil service.
are eligible to 4.Employees of government corporations established under the
Corporation Code
join or form labor 5.Aliens who are in the Philippines with valid employment
organizations are permits, if they are nationals of a country that also allows the
same privileges for Filipino workers, can join or assist but not
the following: form labor organizations of their choice for purposes of
collective bargaining.
Personnel who 1.Managerial employees
are not eligible 2.Subversives or members of subversive
or allowed to organizations
join or form 3.Employees of cooperatives
labor 4.Employees exempted from being union
organizations members
Both the strike and lockout are weapons of the union and management
against each other during unfair labor practice , union busting, or
deadlock.

The different forms of strikes are the following:


1.Legal Strike
2.Illegal Strike
3.Economic Strike
4.Unfair Labor Practice (ULP) Strike
5.Slowdown Strike
6.Wildcat Strike
7.Sit-down Strike
 Defines acceptable employee behavior. An employee
should sign for his/her acceptance of the code of conduct
because it serves as a legal agreement between the
company and the employee.

Employee The objectives of having an employee code of conduct are


Code of the following:

Conduct 1.To maintain peace and harmony among employees.


2.To avoid litigation and lawsuits for wrong decisions on
suspension, termination, etc.
3.To promote teamwork and transparency on all levels of
the company’s organizational structure
 Employee has expectation of fair and just treatment by the
management.
 Do not make the employees’ job monotonous. Keep it interesting.
Make it more challenging.
Ways in  Maintain a continuous interaction with the employees. Keep them
update about company’s policies, procedures and decisions. Keep the
Improving employees well-informed.
 Employees must be rewarded and appreciated for a well-done job or
Employee for achieving/over-meeting their targets.

Relations  Encourage employee feedback.


 Give the employees competitive salary. They should be fairly paid for
their talents, skills and competencies.
 Be friendly but not over-friendly with the employees. Build a good
rapport with the employee.
EMPLOYEE DISCIPLINE
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 These are actions imposed by an organization
on its employees for failure to follow rules,
standards and policies.
Employee  It is a form of training that enforces the
organization’s rules to problem employees.
Discipline  It promotes self-control, dedication and orderly
conduct in the workplace.

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 Absenteeism
 Tardiness
Common  Insubordination
 Dishonesty
causes of  Damage to machinery/equipment
disciplinary  Incompetence
actions  Obscene or immoral conduct
 Theft
 Alcoholism

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Work rules are directly related to work behavior
and productivity. They are generally established
jointly by management, the HR department, and
employees, who should have an opportunity for
Establishing and input to ensure that rules are fair and
reasonable.
Communicating
These become the basis for disciplinary actions
Work Rules when violated. Employees who continually
violate the rules are candidates for disciplinary
procedures.

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Approaches Positive Discipline Approach
to Discipline Progressive Discipline Approach

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•This approach is based on the premise
that violations are actions that can be
Positive corrected constructively without penalty.
Discipline •Positive discipline is a corrective action
Approach which results in improved performance,
increased productivity and a more
effective workforce.

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Positive
Discipline Counseling
Written
Warning
Final
Warning
Discharge

Approach

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Written Final
Counseling Discharge
Warning Warning

Positive
Discipline
Counseling gives the supervisor the opportunity to identify
Approach employee work behavior problems and discuss possible
solutions. The goal of this phase is to make the employee
aware of the organizational policies and rules, as well as
possible disciplinary actions.

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Written Final
Counseling Discharge
Warning Warning

Positive
Discipline
If the employee fails to correct his behavior, then a second
Approach conference becomes necessary between the supervisor and
the employee. This stage is documented in written form, and
written solutions are identified to prevent further problems
from occurring.

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Written Final
Counseling Discharge
Warning Warning

Positive
Discipline If the employee does not follow the written solutions noted
in the second step, a final warning conference is held. In that
Approach conference, the supervisor emphasizes to the employee the
importance of correcting the inappropriate actions.

At this stage, the employee develops a firm, written action


plan to remedy the problem behaviors.

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Written Final
Counseling Discharge
Warning Warning

Positive
Discipline
Approach If the employee fails to follow the action plan that was
developed, and further problems exist, then the supervisor
can discharge the employee.

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Advantages Disadvantages

Positive • Focuses on problem-


solving rather than
• Extensive amount of
training for supervisors and
Discipline punishing and penalizing managers to become
• This approach gives the effective counselors
Approach employee an opportunity • More supervisory time is
to justify himself needed

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• It is a step by step program designed to
correct performance problems arising
Progressive from employee misconduct.
Discipline •In this approach, actions to modify
Approach behavior become progressively more
severe as the employee continue to show
improper behavior.

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Progressive
Discipline
Approach

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Written
Verbal Caution
Reprimand
Suspension Discharge

Progressive
Discipline
Approach It is a verbal interaction between the supervisor and the
offending employee where they discuss the problem
behavior and the expectations to change the behavior. An
oral warning is issued as an informal reprimand that is simply
noted in the record.

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Written
Verbal Caution
Reprimand
Suspension Discharge

Progressive
Discipline
It involves the documentation between the supervisor and
Approach the offending employee if the behavior continues or if the
employee further commits a serious offense. A written
warning is more official and summarizes the previous oral
attempts. This is discussed with the employee and is placed
in his personnel file.

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Written
Verbal Caution
Reprimand
Suspension Discharge

Progressive
Discipline
Approach The third step is suspension without pay. The purpose of this
step is to emphasize the seriousness of the offense and
necessity of change.

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Written
Verbal Caution
Reprimand
Suspension Discharge

Progressive
Discipline
Approach The final step is the discharge of the offending employee.
This is used when the previous steps have failed to change
the unacceptable behavior.

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Advantages Disadvantages
• Gives employees • Progressive discipline may
additional opportunities to result to a bitter
correct his/her relationship between the
Progressive performance prior to
discharge
supervisor and the
employee
Discipline • It stresses the seriousness • Supervisors may feel
of repeated violations to obligated to address every
Approach the employee performance offense and
impose a punishment
• Too much time may be
focused on the problem
employees at the expense
of the good performers
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Termination
There are two types of employment
of termination in the Philippines:
Employment Termination by Employer
in the Termination by Employee
Philippines

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Employers can dismiss an employee based on
just and authorized causes.
Termination  Just causes are based on acts attributable to
an employee’s own wrongful actions or
by negligence.
Employer  Authorized causes refer to lawful grounds for
termination which do not arise from fault or
negligence of the employee.

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According to Article 297 of the Philippine Labor Code, an
employer may terminate an employment for any of the
following causes:
a) Serious misconduct or willful disobedience by the
Termination employee of the lawful orders of the employer or
representative in connection with his work;

by b) Gross and habitual neglect by the employee of his duties;


c) Fraud or willful breach by the employee of the trust
Employer reposed in him by his employer or duly authorized
representative;
d) Commission of a crime or offense by the employee against
the person of his employer or any immediate member of
his family or his duly authorized representatives; and
e) Other similar causes.

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Employers can also terminate an employee based on
authorized causes like business and health reasons.
Termination Art. 298 of the Philippine Labor Code states that an
employee can be terminated due to business reasons
by such as:
 installation of labor-saving devices;
Employer  redundancy;
 retrenchment (reduction of costs) to prevent losses; or
 the closing or cessation of operation.

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 In case of termination due to the installation of labor-
saving devices or redundancy, the worker affected
thereby shall be entitled to a separation pay equivalent
to at least his one (1) month pay or to at least one (1)
month pay for every year of service, whichever is
Termination higher.

by  In case of retrenchment to prevent losses and in cases


of closure or cessation of operations of establishment
Employer or undertaking not due to serious business losses or
financial reverses, the separation pay shall be
equivalent to one (1) month pay or at least one-half
(1/2) month pay for every year of service, whichever is
higher. A fraction of six (6) months shall be considered
one (1) whole year.

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For termination of employment based on health
reasons, employers are allowed to terminate employees
found suffering from any disease and whose continued
Termination employment is prohibited by law or is prejudicial to his
health as well as to the health of his co-workers.
by Provided, that he is paid a separation pay equivalent to
Employer at least one (1) month salary or to one-half (1/2) month
salary for every year of service, whichever is greater, a
fraction of at least six (6) months being considered as
one (1) whole year (Art. 299, Philippine Labor Code).

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Voluntary resignation is defined as a voluntary
act committed by employees who knowingly
dissociate themselves from their employment
for personal reasons.
Termination
by
Article 300 of the Philippine Labor Code allows
Employee for an employee to initiate the termination of
the employee-employer relationship in two
instances – without just cause and with just
cause.

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If the resignation is without just cause, the
Termination employee must give a one (1) month advance
by written notice for resignation to the employer to
enable them to look for a replacement and
Employee prevent work disruption.

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If the resignation is with just cause, however, the
employee need not serve a resignation notice. Art. 300
indicates the just causes for resignation as follows:
 serious insult to the honor and person of the
Termination employee;
by  inhuman and unbearable treatment accorded the
employee by the employer or his representative;
Employee  crime committed against the person of the
employee or any immediate members of the
employee’s family; and
 other similar causes.

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Due process in the context of employment termination
is the right of an employee to be notified of the reason
for his or her dismissal and, in case of just causes, to be
provided the opportunity to defend himself or herself.
Due Process in
Employment
Article 294 of the Philippine Labor Code states that if an
Termination employee is unjustly dismissed from work shall be
entitled to reinstatement and to his full back wages from
the time his compensation was withheld up to the time
of actual reinstatement.

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Dismissals based on just causes involve the
two-notice rule:
 A written notice, commonly referred to as a notice
to explain specifying the grounds for termination
and giving the employee ample opportunity to
Due Process explain their side;
for Just Causes  A hearing or conference to allow the employee to
respond to the charge/s, present evidence, or rebut
the evidence presented against them; and
 A notice of decision indicating the justification for
termination as well as the corresponding sanctions
(if any) after due consideration of all evidence.

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Dismissals based on authorized causes involve
the following:
 Submission of a written notice of dismissal to the
Due Process employee specifying the grounds for dismissal at
for Authorized least 30 days before the date of termination; and
Causes  A copy of the notice which shall be provided to the
Regional Office of the Department of Labor and
Employment (DOLE) where the employer is
located.

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Sources:
Mathis, R. L. & Jackson, J. H. (2008). Human Resource Management,
Twelfth Edition.

Thank Labor Code of the Philippines (Renumbered) (2017 DOLE Edition)

you!
https://www.encyclopedia.com/finance/finance-and-accounting-
magazines/employee-discipline
https://www.slideshare.net/manumelwin/approaches-to-workplace-
discipline-industrial-relations
https://kcrecruitment.com/hr-consulting/labor-and-
employment/termination-of-employment/

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