- Safe workplace: the employee needs a safe environment and ergonomics. There is often conflict between employer and employee regarding safety measures.
- Appropriate training: Adequate training for employee’s is an obligation of the law for employers. Employers should conduct non-discrimination and anti-retaliation training. Certain companies need to provide safety training as well as OSHA standards. Conflicts can arise if proper training for a safe workplace is not completed with all members of employment.
- Religious accommodations: Federal law states that businesses are required to reasonable accommodate an employee’s religious practices. If an employer denies an employee’s request for a day of to observe a religious holiday they would need to show how it created a financial expense.
Proper documentation is extremely important in the disciplinary process not only for legal reasons but to ensure the company continues to run smoothly. On a legal side, proper documentation is important so that a company can protect itself from being sued. If a company tried to fire an employee who has had prior disciplinary action, but they failed to document, the employee could claim they did not do anything wrong. Also, the company could face claims that it disciplines in a haphazard and arbitrary way. Documentation can prove that the discipline is systematic and consistent, thus protecting the company from lawsuits. Efficiency wise, proper documentation is important to ensure that discipline is being carried out in the right way. IT also assures workers that discipline is being handled in a professional manner and makes them more likely to be satisfied with their bosses and motivated to work well. This also helps a company defend themselves against claims of discrimination from employees who are experiencing disciplinary action or possible termination. Correct documentation is maintaining a record with a date of all conversations, documented timely. Displaying both positive and negative interactions with the employee. There are many items that need to be documented such as the date, time of incident, behavior exhibiting along with consequences o actions. What action was taken, what is the plan to change the behavior.
A company’s management often aims to create a positive work environment that allows all employees to be more productive and have a sense of belonging. However, cases of conflict between the two parties can be inevitable sometimes. Therefore, balancing the responsibility of managers in regards to employee rights can be hard. The following are areas that might result to conflict. One, cultural and religious rights. Employers are expected to respect the religious and cultural background of their employees. However, at times, these backgrounds can conflict with the organisation’s culture, thus creating conflict between the two parties (Galpin & Whittington, 2010).Secondly, Compensation and benefits can be an area of conflict between the two groups. Employers are expected to compensate the employee for work done, at times, an employee might feel under-compensated. Thirdly, labour and work conditions can be an area of conflict, especially if the employer fails to offer good working conditions.
Documentation refers to materials that are used to instruct or explain an act, procedure or a process. It can be in the form of a paper, online or digital media platform. It is essential in the disciplinary process because it provides proof of wrongdoings committed by employees. In other words, it acts as evidence incriminating an employee in disciplinary cases. It enables the company to create fair standards for disciplinary action. Correct documentation should be factual rather than judgmental, in that events should be documented as they occurred, not based on the thoughts or opinions on how they occurred (Bauman et al., 2001). Additionally, correct documentation should vividly describe actions undertaken and provide employee recognition and take disciplinary action.
- Employees join or form unions for many reasons like to manage their economic needs. When the employees are not happy with their wages, work benefits and working conditions they form a union to seek support
- When employees do not find the practices of the employer and some policies regarding promotion, demotion, transfer, retrenchment are not proper or are unfair, they create union party to fight against injustice
- When employer does not provide them with extra benefits, favoritism is also a major reason to join labor unions.
- Economic needs: Unhappy about wages benefits and working conditions.
- Dissatisfaction with management: promotion is unorganized and unfair.
- social and leadership concerns: employees who needs for recognition
Unions promote higher wages and better benefits and make political organizing easier. However, it does discourage individuality and make it harder to promote or terminate workers and drive up cost.
A labor union is likely to cite the following arguments in regards to union membership. First, it considers economic needs such as wages, benefits and working conditions. Secondly, unions openly expose their dissatisfaction with the management thus promoting employee welfare (Mukherjee & Wang, 2013). Unions focus on employee recognition and compensation needs. On the other hand, employers stress good relationship between the management and employees, thus claiming they can offer union benefits without the union being involved. Secondly, they propose that people should not join unions.