MHR 523 Lecture Notes - Lecture 10: Job Performance, Employee Engagement, Union Representative
11 Jun 2016
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Should be fair, after all reasonable steps taken to rehabilitate employment relationship. Rules and regulations clear expectations of acceptable behaviour. Appeals process allow employee to present case. No severance or additional notice period required. Alternatives pay reduction, use of vacation time, contingent workers, work sharing. Distributive justice: fairness of a decision outcome. Procedural justice: fairness of the process used to make a decision. Interactional justice: fairness in interpersonal interactions by treating others with dignity and respect. Employment contract: formal agreement between employer and employee, employee cannot be prematurely dismissed without just cause, if a term is specified. Implied contract: indefinite period of time, may be terminated by either party with reasonable notice, more common method of relations. Required when terminating an employee, if just cause doesn"t exist. Failure to provide notice may result in wrongful dismissal. Wrongful acts may result in punitive damages. Employees make unilateral changes in the employment contract that are unacceptable to the employee.
