Cipd supporting good practice in managing employee relations

Parental leave provides the right for employees to take unpaid leave to support dependants in an emergency which we at Pershing fully support.

The next stage is to inform the employees and hold a consultation meeting. Once we consult the employees that they are at risk of redundancy, this is followed by at least one further consultation meeting. If they are, then they must be informed in writing and be given an explanation of the redundancy payment that they will receive.

This is where the risk of redundancy at Pershing becomes apparent.

Managing the employment relationship

An example which occurred at Pershing was a change to a shift system that meant that staff who previously started at 6am and finished at 2pm now had to start at 8pm and finish at 5pm.

As the employer we must be seen to consider any argument that the employee puts forward. The employer must consider alternative work within the organisation. At the start of the consultation process the employer is legally obliged to give the following information to the employee: This should be followed by at least one further consultation meeting, depending on what the employee has to say.

Pershing is a medium sized financial services company, who has seen strong growth over the last two years during the economic downturn. Ways in which this can be done are: They should be invited to a meeting to discuss this, which is the first part of the individual consultation.

This situation has not yet arisen at Pershing but The Harassment Act was introduced in to protect individuals from harassment situations in and out of the workplace. The first stage of redundancy is planning, whereby HR and line managers liaise to discuss the departmental structure.

This is the most common status, and applies to the largest group of people in the workplace. Pershing have to be able to prove that a redundancy situation exists to ensure a cost save to the business.

This is the group of employees from which those selected for redundancy will be taken — normally those who undertake a similar type of work or work in a particular department or location. By having strong organisational policies and practices in place, Pershing are more able to support and maintain a healthy psychological contract, which results in employees feeling motivated, high performance levels and reduced absenteeism.

Identifying the selection pool: If redundancy occurs employees will be informed in writing and be given an explanation of the redundancy payment that they will receive. It is best practice to provide a positive psychological contract based on trust and fairness, tied into an organisational culture that delivers positive outcomes linked to performance.

This entitles employees to take Statutory Paternity Leave 2 Weeks. Issues to be addressed at the termination of the employment relationship To be fair, a dismissal must be for one of the following reasons: This also gives them a chance to suggest improvements to their role and to draw a line under their employment relationship.

Why is employee status so significant and what legislation covers it?

A well-designed redundancy programme should enable employees to refresh their interview skills, redraft CVs and reply effectively to job advertisements.

This ensures salaries are fair for the job being performed, regardless of gender, race, or age, to ensure there is no discrimination among employees. At Pershing all employees are treated equally by not discriminating between an older candidate and a younger candidate going for the same job.

Might help to retain a valuable employee who would otherwise have left organisations often accept resignations far too readily without discussion or testing the firmness of feelings.

If you hire this type of worker it is important to make this definition as the company will not be accountable to make NI contributions or pay any employment tax on behalf of this type of worker.

The Law removes the entitlement to Statutory Redundancy Pay if an employee unreasonably refuses a suitable alternative. At Pershing a case occurred where an employee felt they were not being paid what they deemed to be fair, which resulted in decreased morale, lack of customer service, and early departure from the organisation.


There are minimum timescales for when collective consultation with trade unions for proposed dismissals due to redundancy should start: For example at Pershing, a line manager promised full responsibility on a project to an employee but did not deliver, therefore the trust was affected, the psychological contract was broken resulting in decreased loyalty, lack of discretionary effort and an earlier exit.

Redundancy is one of the most traumatic events an employee may experience, but the negative effects can be reduced by sensitive handling of effected employees and those remaining in the company.

Maternity allows female employees to have the basic rights including, time off for anti natal care, not to be unfairly dismissed, and the choice to return to work after their child has been born.

Come up with new ideas A pleasant and safe working environment The psychological contract is rarely explicitly discussed. The Working Time Regulations means that an employee cannot be forced to work more than 48 hours a week on average; meaning all employees can ensure they participate in personal external activities outside of the workplace, which in turn should reward Pershing with a dedicated and committed workforce.

Supporting Good Practice in Managing Employee Relations

It is automatically unfair to select employees for redundancy for a number of reasons, including: However the longest serving staff may volunteer which has cost and knowledge implications. Offering a voluntary redundancy package and then seeking willing redundancy volunteers may avoid compulsory redundancies altogether.

Legalisation plays a vital role on how work-life balance can be implemented.SUPPORTING GOOD PRACTICE IN MANAGING EMPLOYMENT RELATIONS Essay Sample. 1. The impact of employment law at the start of the employment relationship.

Employment Relations is defined by David Farnham ( xxiii) as “that part of managing people that enables competent managers to balance, within acceptable.

Cipd Supporting Good Practice In Managing Employee Relations. Supporting Good Practice in Managing Employee Relations The Start of the Employment Relationship Building successful employment relationships is important. It also makes good business sense: Organisations with good employment relationships tend to be more successful.

Establishing and maintaining good. Learn how to manage the employment relationship, How CIPD can support your career. Job-seeking guides. Preparing for job hunting; Understand the meaning and significance of good employee relations for employers and organisations.

Read more. Communication and consultation. 3MER Supporting Good Practice in Managing Employment Relations A Guidance leaflet CIPD 3MER Supporting Good Practice in Managing Employment.

My Account. Search. Therefore it is essential that a business identifies any issues that can impact on employee relations as soon as possible. There are a /5(1). CIPD HR ASSESSMENT 3MER FA_HR Supporting Good Practice in Managing Employee Relations 2 internal factors.

Documents Similar To Supporting Good Practice in Managing Employment Relations Supporting-Good-Practice-in-Performance-and-Reward-Management 5/5(7).

Cipd supporting good practice in managing employee relations
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