MHR 523 Lecture Notes - Lecture 13: Employee Engagement, Interactional Justice, Procedural Justice
14 Nov 2016
School
Department
Course
Professor
Document Summary
Managing employee separations: foundations of employee engagement communication, and. Separation interview, administration, separation or severance pay. Temporary workers, overtime, loss of sales due to vacancy. Should be fair, after all reasonable steps taken to rehabilitate employment relationship. Clear expectations of acceptable behaviour: progressive discipline. No severance or additional notice period required. Conditions: no work available, situation expected to be temporary, management intention to recall employees. Pay reduction, use of vacation time, contingent workers, work sharing. Fairness of the process used to make a decision. Fairness in interpersonal interactions by treating others with dignity and respect. Employee cannot be prematurely dismissed without just cause if a term is specified. Indefinite period of time, may be terminated by either party with reasonable notice. Required when terminating an employee if just cause does not exist. Rule of thumb is 3-4 weeks per year service. Failure to provide notice may result in wrongful dismissal. Wrongful acts may result in punitive damages.
