Академический Документы
Профессиональный Документы
Культура Документы
Spring 2008 2
Just Cause
Reason for termination stems from a job-
related, work performance problem
Employee knew that the problem could result in
termination
If necessary, a fair and impartial investigation
has been conducted (and documented)
Substantial evidence supports firing employee
Firing is not an unusually harsh action
Problems are handled consistently
Spring 2008 3
Grievances
Procedure for dealing with employee
dissatisfaction with management action
Found in union and many non-
unionized organizations
Involves appeals through various levels
of management, sometimes hearing by
management / employee panel
Spring 2008 4
Credibility: the key
For employees, it all comes down to one simple
word:
Credibility.
Employees wants:
managers to level with them.
facts, not wishful thinking.
the truth, especially in person.
to know how they’re doing.
Credibility: the key
Research indicates that trust in organizations
would increase if management:
1. Communicate earlier and more frequently
2. Demonstrated trust in employees by sharing
bad news as well as good news
3. Involved employees in the process by asking
for their ideas and their opinions
Employers Rights
Access to personnel records
Substance abuse / drug testing
Medical records and genetic testing
Off-the-job activities (e.g, dating, smoking)
Polygraphs and honesty testing
Miscellaneous
Email and employee monitoring
Whistle blowing
Right to be aware of hazards
Spring 2008 7
Employers Rights
The right to demand high-quality work
The right to protect trade secrets and
confidential business information
The right to demand hard work
The right to demand loyalty
Spring 2008 8