EMPLOYEE RELATIONS

AND EMPLOYEE
DISCIPLINE
Group 9
 LEARNING OBJECTIVES
• Understand the concept of employee
•relations
Identify the various types of employee
• relations
Define the concepts of unionized and non-unionized
employee relations.
• Explain the role of employee relations
• Elements that contribute to effective employee
• Some tips to help you to develop more positive and
relations
healthy relationships in all areas of your life
• Recognize the importance of discipline
• Distinguish between different types of
• Understand
discipline the principles of
discipline
 DEFINITION OF EMPLOYEE
RELATIONS
Employee relations refers to the management
and maintenance of the employer-employee
relationship. It involves efforts by an
organization to create a positive work
environment, resolve workplace conflicts, and
ensure effective communication between
management and employees.
TYPES OF EMPLOYEE
RELATIONS
1. Open Communication 2. Conflict Resolution
Establishing transparent Addressing and resolving
channels where employees disputes or
and management can misunderstandings
openly share feedback, between employees or
concerns, or suggestions. between employees and
Examples include town management. This could
halls, feedback systems, or involve mediation,
regular one-on-one arbitration, or other
meetings. problem-solving
 3. Employee Engagement
Initiatives to foster motivation, satisfaction, and
loyalty. Examples include professional development
opportunities, team-building activities, and
recognition programs.
4. Performance Management
Processes to manage and support employees in
meeting their job expectations. This includes setting
clear goals, regular performance reviews, and
constructive feedback.
5. Compliance with Labor Laws
Ensuring adherence to workplace policies and
labor laws, such as wage regulations,
workplace safety, anti-discrimination laws,
and employee rights.
6.Work-Life Balance
Promoting policies and practices that allow
employees to balance their professional and
personal lives. Examples include flexible work
arrangements, paid time off, and wellness
programs.
7. Employee Advocacy
Acting in the best interests of employees, often
through an employee relations or human
resources representative who helps employees
navigate workplace challenges and ensures fair
treatment.
8. Union and Collective Bargaining
Managing relationships with labor unions and
negotiating collective bargaining agreements.
This includes resolving disputes and
addressing
3 worker concerns collectively.
9. Diversity, Equity, and Inclusion (DEI)
Creating a workplace where all employees feel
valued, respected, and included. DEI efforts focus
on reducing bias, promoting equal opportunities,
and fostering a diverse workforce.

10. Employee Recognition and Rewards

Recognizing and rewarding employees for
their contributions. This could be through
bonuses, awards, promotions, or public
acknowledgment.
UNIONIZED EMPLOYEE
RELATIONS
A union is a group of workers who come
together to collectively negotiate with their
employer. These negotiations typically occur
through a process called collective bargaining.
Key Features:
Collective Bargaining
Representation
Contracts
Grievance Procedures
Strength in Numbers
NON-UNION (UNUNION)
EMPLOYEE RELATIONS
Non-union workplaces operate without the
involvement of labor unions. Employees
negotiate directly with employers
regarding their terms and conditions.

Key
Features: Individual Bargaining
Direct Management Control
Informal Processes
IMPORTANCE OF EMPLOYEE
RELATIONS
Employee relations is paramount in an organization as
it fosters a healthy work environment, characterized by
open communication, mutual respect, and clear conflict
resolution mechanisms. Positive employee relations can
lead to increased employee morale, motivation, and
productivity, subsequently reducing turnover rates.
It also promotes a sense of fairness and equity
amongst employees, leading to a more harmonious
work culture. Additionally, effective employee
management can enhance an organization’s
reputation, making it a desirable place to work.
 Importance of
Employee Relations
Organizations must make efforts to maintain a healthy
relationship with the employees. It should be profitable to both
the employers and employees as well. Happy and satisfied
employees hold the potential to improve organizational
performance and engagement. Other reasons as to why employee
1. Decreased
relationships areemployee
important:
turnover employee issues can lead to employees leaving the
Unresolved
organization. The cost of employee turnover is expensive to both
the company and the employees. So, any employee frustration or
problems should be addressed before it’s too late. When
organizations make consistent efforts to improve and maintain
the employer-employee relationship, employee 11
retention
increases
 2. Improved coordination and
communication
When there are no disputes among people, they will start to feel
more comfortable with their employers. They will feel more
appreciated and positive relationships are formed between
employees, which decreases workplace conflicts and
miscommunication issues. Productivity levels and coordination
will be increased.
3. Reduces
absenteeism
Employees that are facing problems in the workplace may stop
showing up in the office when their issues are not resolved. They
will start taking too many leaves and won’t make any progress in
their work. Proper communication and employee relation
programs will solve the issues employees are facing and makes
sure employees start enjoying their work and come to office
again.
 4. Improved employee
experience
Employee engagement is increased when employees are serious
and passionate about their work. Increased engagement leads to
satisfaction and improved productivity. This improves the overall
experience an employee has with the company. Ensuring
transparency and communication is the key.
5. Creates a healthy workplace
culture
Fewer workplace conflicts and good employee experience
are the proof for a healthy workplace culture. Employees
come together to work for a common purpose and feel
secure about their work, employers, and peers.
ELEMENTS OF EMPLOYEE
RELATIONS
 I. Clear
communication
Communication is key in the employer-employee relationship. Employers
need to communicate clear expectations to employees, and employees
need to communicate any concerns or problems they are having. Regular
communication helps build trust and prevent misunderstandings. When
you are clear with your employees about what is expected of them, they
will be more likely to meet your expectations. Likewise, when employees
understand their job duties and expectations, they are more likely to be
productive and satisfied in their roles.
 II. Respect for each
other
Respect is another essential element of a strong employer-employee
relationship. Employees need to feel respected by their employers, and
employers should avoid making assumptions about what employees can or
cannot do based on their job title or position. Respectful treatment helps
create a positive work environment where employees feel comfortable
taking risks and giving their best effort. Respect is key in any relationship,
and it is especially important in the employer-employee relationship. When
employers respect their employees, the employees are more likely to
respect their employers in return. This mutual respect can help to create a
positive work environment where employees feel appreciated and valued.
 III.
Trust is essential
Trust in any relationship, but it is especially important in the
employer-employee relationship. Employees need to trust that their
employers will treat them fairly and with respect, and employers need to
trust that employees will do their best work and comply with company
policies. Trust can be built through honest communication and by taking
steps to ensure that employees feel valued and respected.

IV. Feedback and

recognition
Employees need feedback from their employers in order to know how they
are doing and whether they are meeting expectations. Recognition from
employers is also important as it can boost morale and motivation.
Employers should make an effort to give feedback regularly and recognize
good work whenever possible.

17
 V. Positive
Attitude
A positive attitude is essential in any workplace, but it is especially
important in the employer-employee relationship. When employers have a
positive attitude towards their employees, it makes the employees feel
appreciated and motivated. On the other hand, when employers have a
negative attitude, it can lead to tension and conflict in the workplace.

VI. Fairness and

consistency
Employees need to feel that they are being treated fairly by their
employers. This means that employers should be consistent in their
expectations and treatment of employees. Employees also need to feel that
they are being given the same opportunities as their peers. When employers
are fair and consistent, it builds trust and respect between them and their
employees.
SOME TIPS TO HELP YOU DEVELOP MORE
POSITIVE AND HEALTHY RELATIONSHIPS
IN ALL AREAS OF YOUR LIFE

Meca
• Inspire and reward
•Listen effectively
•Develop your communication skills

•Manage mobile technology

•Learn to give and take feedback
•Develop empathy
•Focus on company mission and values
•Help employees to feel valuable
“If you don’t create a great, rewarding place for
people to work, they won’t do great work.”

-Ari
Weinzweig
CONCEPT OF
DISCIPLINE
 Discipline in the
workplace
-Work discipline refers to the policies, environment and ethics in
a place of work.
- Promoting good discipline at work means that everyone follows
the same rules and workplace ethics, in addition to completing
their responsibilities regularly.
Purpose of Discipline in the workplace
- is to correct and change employee behavior to
ensure that the organization is successful and that
employees are safe
TYPES OF DISCIPLINE

PREVENTIVE DISCIPLINE
CORRECTIVE DISCIPLINE
PROGRESSIVE DISCIPLINE

Gozon
 PREVENTIVE DISCIPLINE
This type focuses on preventing problems before they
happen. It involves setting clear rules and expectations
so that employees know what is expected of them.

CORRECTIVE DISCIPLINE
This type is used when an employee has made a
mistake or broken a rule. The goal is to help the
employee understand their mistake and improve their
behavior.
 PROGRESSIVE DISCIPLINE
This approach involves a series of steps that become
more serious if the problem continues. It starts with a
warning and can lead to more severe consequences if
the behavior doesn’t change.
 PRINCIPLES OF
DISCIPLINE
1. FAIRNESS AND CONSISTENCY

Discipline should be applied fairly to everyone and in a

consistent manner. This means that similar behaviors
should lead to similar consequences for all employees.
 PRINCIPLES OF
DISCIPLINE
2. CLARITY OF EXPECTATIONS

Employees should clearly understand what is expected

of them regarding behavior and performance. This
includes knowing the rules and what will happen if they
break them.
 PRINCIPLES OF
DISCIPLINE
3. OPPORTUNITY FOR IMPROVEMENT
Employees should be given a chance to correct their
mistakes before facing serious consequences. This
encourages growth and learning.
THANK YOU