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Introduction on employee rights
Introduction on employee rights
Introduction on employee rights
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Line managers play a vital in an organisation, working directly with employees. A line manager should have excellent skills when it comes to communication, because this will allow employees to feel comfortable to discuss any issues they may have. If employees are able to discuss matters with their managers it will prevent lots of future problems from arising. This could help the organization have lower absenteeism rates.
A line manager must be sent for training, to get familiar with the following:
• the line manager should learn the company absence policies and procedures
• they should know what their role is when it comes to the absence management programme
• they should have knowledge about the legal and the disciplinary aspects of absence
• understand what is the role of occupational health services
• Managers need to have interview skills, to be able to conduct a return to work interview when there is an employee abusing leave.
• They need to be able to approach employees in a respectable manner and have skills in counselling if it is needed (McAfee & Champagne,1994).
Managers have many roles in an organisation. Managers have interpersonal roles, information roles, resources allocation roles and ‘disturbance handling’ roles. Interpersonal roles are described as, managers playing the role of leaders, and offer direction and motivation to the workforce; in addition managers try to preserve good relationships between many individuals and groups in the organisation. The next role of a manager is the information role, which allows managers to search for and obtain information as a foundation for accomplishment, giving valuable information as well as passing guidance to workers in decision making. Resource allocation is the duties ...
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... training if they are using dangerous or specialised equipment. Providing employees with items necessary for their protection, such as gloves, glasses, a lab coat etc.
• Investigate reasons for employees taking access leave, if they are.
• Influence employees to make use of services that are provided, such as counselling
• Recording and keeping reports on the amount of time an employee, takes leave or is absent from work due to illness.
• Managers are in charge of investigating cases, if there is abuse of leave taken (Mikalachki & Gandz, 1982).
McAfee, B. R. & Champagne, P. J., 1994. Effectively Managing Troublesome Employees. Greenword Publishing group.
Mikalachki, A. & Gandz, J., 1982. Managing Absenteeism. Ontario: Research and publications divison the University of Western
Sims, R. R., 2002. Managing Organizational Behaviour. Greenwood Publishing Group.
Employee Rights & HR stratagems Employee rights are not considered when firing an employee from the company. They are told to do something unethical and then they are fired for the littlest mistakes. Ultimately, policies within the business do not exist. Due to this, managers are able to do anything they wish to do since there are no policies to follow. Structured rules and restrictions are not put into place which further creates an unpleasant atmosphere for workers.
Reduces unscheduled absences––this benefit saves employers money. According to Lister, 78% of employees who take sick time, aren’t really sick, but do so due to family issues, stress or other personal problems. Unscheduled absences cost employers an average of $1,800/employee/year; that adds up to $300 billion/year for U.S. companies
Generally in the public sector and in some instances in the private sector as well, time off with pay methods separate the different types of time off in categories such as vacation leave, sick leave and personal days off. There are a variety of leave types that apply to these methods as well. Organizations also allow time off for jury duty, bereavement, sick time, holidays and off site training to name a few. These types of leave groups require managers and supervisors to manage the usage of each time category and often times a log
Sabbatical leave (from several months to several years) Unauthorized Absence A damaging type of absence that negatively affects an organisation business operations is unauthorized leave, this is leave that's taken without the employer knowing or giving permission. Types of unauthorized absences
Managers nowadays do not actually do what a manager really should do back in the eighties. Changes that occurred in the new economy, the increasing use of technology in business, and the effects of globalisation towards business world have led management into a whole new dimension. New managers are expected to be able to manage on an international scale, act strategically, utilize technology, establish values, and of course, act responsibly as well. (Crainer, 1998) Henry Mintzberg once asked, "What do managers do?" After conducting his research based on a study of five CEOs, he concluded that managerial work involves interpersonal role, decisional role and informational role. And the fact is that, managers get things done through other people. Therefore, managers are required to possess certain skills and competencies which allow them to play these roles effectively and efficiently throughout the four functions of management. (Mintzberg, 1998)
The business should clearly state that its clear to third parties, that grievance is considered a serious matter and action will be taken as a business has the right to protect its employees to maintain a mutual trust and confidence. In an incidence, if a employee is dismissed, lead to disciplinary hearing or their is a right to claim against unfair dismissal at the employment tribunal. The employers need to make sure they have followed the statutory procedures if they are dismissing a worker. Bibliography Websites:- www.emplaw.co.uk www.acas.org.uk www.employmentappeals.gov.uk www.blackstonechambers.com/pdfiles www.canter-law.co.uk www.msnsearch.com www.google.com Lecture notes were also used.
The Supreme Court observed that the absence could have been treated as leave without pay. The workman might have been warned and fined. Court further said, “it is impossible to think that any reasonable employer would have imposed the extreme punishment of dismissal on its entire permanent staff in this matter”.
They also have to maintain planning ,controlling and coordinating function .In maintain the planning ,managers must be selecting some staff who are skilled and experience and some staff for handling any kind of situation ,Finally ,they set the plan .
function, managers need to analyse how activities and resources are to be grouped and carry out plans successfully (Bartol 2007). A manager have to understand their ability to manage the lower level employee which is the most valuable of the company as they are the key of output and implement in the planning. Then manager will coordinate the jobs between authority and responsibility that is to define the role position of them (MSG 2012).
Teasley, M. L. (2004, April). Absenteeism and Truancy: Risk, Protection, and Best Practice Implications for School Social Workers. Children and Schools, 26(2), 117.
Due to all these factors managers have come up with different strategies to understand employees problems and to improve organizational behaviour by screening out the employee who does not suit the specific organizational culture, and specific job based on interest and experience instead of conventional approach. These steps are very utilitarian in ameliorating the employees over all job satisfaction, which in return lowers the absenteeism and employees turnover, thus benefiting the organisation in improving its services and products.
Employees have options available to them for dealing with a toxic employer, such as formal complaints, legal action or by ending their employment with the company. Employees can go to their human resources department where they work and confide in...
Robbins (1997) defines managers as those who are all oversee the activities of other people with the purpose of accomplishing organizational goals. Therefore, in order to provide organizations with the best outcome, effective managers are urgently needed for modern organization. This is simply because, according to Hunsaker (2001), that the increasing recognition is given to the importance of having managers with strong interpersonal skills rather than, that twenty years ago, managers were only valued primarily for their technical know-how.
Suffield, L., & Templer A. (2012). Labour Relations, PH Series in Human Resources Management, 3rd Edition
The worker is controlled by their employer – they must perform the tasks they are instructed to by a line manager according to their job description [Carmichael v National Power