By Mark Liangco | BUS 381
Chapter 15 (Week 11)
- Fairness of a decision outcome
- Fairness of the process used to make a decision
- Fairness in interpersonal interactions by treating others with dignity and respect.
- A positive, fulfilling, work-related state of mind characterized by vigor, dedication and absorption.
- Suggestion programs, employee opinion surveys and communication from management.
employee right to privacy vs. employer right to know
employers concerned with abuse of company property for possible illegal use
electronic monitoring easy, inexpensive; legal if balanced with employee rights under privacy legislation
Preserving dignity in retirement process
- Pre retirement counseling
o Aimed at easing the retirement process
- The future of retirement
o Reduced work hours, responsibility etc
Fair Treatment in Layoffs
- Important for maintain employee engagement on the part of those who still have their jobs.
- Managers send employees home temporarily because there is currently no work.
o Seniority vs. skill; lay off based on seniority or skill?
- Workforce cuts, often heard during recession and mergers
1) Rules and regulations
- It is unfair if the employee breaks a rule that they do not know.
2) Progressive decline
Punishment gets harsher the more you repeat the offense
3) Appeals process
- Avoid expensive lawsuit (unhappy employees can take legal actions against the employers)
- Provide some legal protection ( even if they do go to court, having an appeal process can sway the decision
your way as it shows you have shown initiative to give employees a chance.)
1) Issue oral reminder
2) Issue formal written reminder
3) Provide one-day paid decision leave
4a) Purge suspension from file if no further incidents for one year
4b) Dismissal if behaviour is repeated By Mark Liangco | BUS 381
Progressive vs. Non-Punitive
They are identical, the only difference being how it is First Offence Verbal Warning Verbal Reminder
implemented Second Offence Written Warning Written
First and second offense on progressive puts a file on the HR
record of the employee. On non-punitive, there is no file on Third Offence Suspension Decision-making
the HR record. without Pay Day with Pay
Fourth Offence Termination Termination
Written reminder - manager talk with the employee privately
and increase their confidence that the employee can act responsibly at work. If there is no more incident within 1
year, non-punitive will remove the record.
Problems with progressive discipline
- Makes you feel like big brother's watching
- Employees might have “me vs them” problem.
To avoid this problem, they developed the non-punitive approach.
- It is your responsibility to act responsibly at work, if you do