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5. Rights and duties of employees in an organisation
Rights and responsibilities of employees and employers
Employee rights vs employers rights
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Based on the case, there are a lot of issues that arises. Some are employee attendance issue, employee rights, injustice of employer in workplace and also employee misconduct actions.
In order to make sure the issues would not happen again in the future, there are actually several ways that we can take to avoid this. Thus, we think that employer as well as the employee should play their roles. Thus, the suggestion will be from two different perspective, which are from employer and employee perspective.
First of all, employee is referred to a legal entity that controls and directs a servant or worker under an express or implied contract of employment and pays or is obligated to pay the related worker salary or wages in compensation. From the
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As employee, we need to understand our rights. Employee should aware that they have their rights if there were unfair treatment in the workplace. Unfair treatment can be from the violation or victimisation of the employer towards the employee. Thus, employee needs to increase their awareness through reading about the rights of employee from the internet, company policy or even related news. Besides, employee can also ask from the expert (HR department) to know more about their rights. Otherwise, they would be cheated and fooled by the company they work for. Next method is by making a report. Since Kavitha (the Claimant) know that her employer was making violation or victimisation against her, she should make a report. She should make notes if there is violation or victimisation against her and make a report to the respective entity to help her. The first step to take is to report to the company’s HR management to solve the problem domestically. If it does not work, then the employee should report it to the Industrial Relations Department. The Industrial Relations Department can help to assist employees to resolve problems arising from unfair treatment by the employers. Next solution is through informal communication with employer. Since Kavitha always had issues with her boss, Ms Saraswathy, she should personally talk with her boss to get for a solution. She needed to ask if her boss is happy working with her or not or is there any reasons that the boss might dislike her. She might need to understand the employer needs too. By doing this, she can try to came out with solution that benefit both
The next problem is an Autocratic Leadership. In an autocratic leadership employees have no say. All decisions are made by the management. This is a problem because even though management may know what is best for the company, they do not know what is best for the employees. They should listen to the employee’s ideas and not dismiss them immediately. (toolbox, Leadership Styles: Autocratic leadership)
The primary stakeholders in this case is the employees and managers who are being fired and having to firing good employees because of the change in the companies policy. The customers who are receiving poor service because of the conduct and e...
In this paper, I will cover the employment-at-will doctrine, cover three scenarios with actions that the Chief Operating Officer (COO) can take to resolve the problems in the scenarios. Also, cover my state’s employment -at-will doctrine and provide an example of a recent situation that has happened in the last five years.
A meeting has to be scheduled between the person who has raised the complaint of discrimination and the person against whom he has raised discrimination complaint. Opportunities must be given to both of the people to put forward their views. All these things must be happening in the presence of the management representative. The points discussed by both the people must be considered and appropriate action must be taken in this regard. The punishment levels also must be decided in the meeting itself, if it is decided by the management representative to punish any employee on the basis of racial
The purpose of this paper is to analyze a specific, hypothetical employment situation encountered and to include the information regarding employment conflicts, questions, grievances, lawsuits, etc., in terms of how the situation was handled or resolved. Employment conflicts are a constant issue everyday in any organization; it is how you handle them both legally and professionally that counts.
As Abraham Lincoln once said, " These men ask for just the same thing: fairness, and fairness only. This is, so far as in my power, they, and all others, shall have." In revolutions there have been many inequalities within society that were based primarily on factors such as social class, status and gender. Many of these people continuously struggle to adjust to their present generation, also many have suffered somewhat difficult times such as reformations and dreadful wars. Most of these citizens start such activities as a result of their rights being taken from them ruthlessly. Unfairness has been shown thru our history and the results of it lead to anger, hatred, and rebelling
The political climate of environmental injustice movement does not seem promising. With a very polarized, divided Congress, and powerful monopoly run corporations, advocates have to battle—harder than ever to better their communities. Vig and Kraft point out the difficulties of getting environmental legislation passed through Congress when gridlock is occurring. They dissected the issue of policy gridlock into these main indicators: the diverging policy views due to partisan differences, separated powers and bicameralism which occurs when there are major disagreements between the House, Congress, and the President, the complexity of environmental problems where the injustice is so complex that
Discrimination, in one form or another, goes on everyday in the world around us. Discrimination affects all of us whether we are aware of it or not. Discrimination is defined as “unjustified differential treatment, especially on the basis of characteristics such as race, ethnicity, gender, sexual orientation, or religion” (MacKinnon). According to Eugene Lee of California Labor and Employment Law “racial discrimination and racial harassment” are the most popular complaint when it come to discrimination in the United States.
As Stadnyk, Townsend & Wilcock (2010) state, occupational justice is based upon the idea that individuals all have different needs, which are expressed through their occupations with the belief that all humans are occupational beings (Stadnyk, 2010). Through this approach, occupational justice or injustices can be seen within the contexts of geographic location, individuals and communities. Based upon moral, ethical and political ideas of justice, occupations are culturally defined and influence participation (Stadnyk, 2010). The framework of occupational justice uses structural and contextual factors to describe occupational outcomes in relation to occupational justice and injustice. Occupational injustice is defined as, “some members of society
There has always been a certain status quo when it comes down to getting hired in todays’ society. Many people do not realize that there can be many qualities derived from those who are different than the “norm”. With the workforce rapidly growing there is a demand for acceptance that can no longer be avoided. America has become the melting pot of the world, but there is still a lot of resistance against people who do not look like the average worker. In this paper, I will analyze the different barriers faced by the “outcasts” and how companies should approach these situations.
In today’s age it can be difficult for many to imagine a world in which applicants were denied employment for factors such as their gender, race, religion or national origin. We have grown accustomed to living in a country that provides legislative protection in the case of discrimination in and outside the workforce. Yet, this was not always the case. It has been a mere 52 years since the illegalization of “discrimination in education, employment, public accommodations and the receipt of federal funds on the basis on race, color, gender, national origin and religion.”(BL pg.98) This new set of legislation is known as the Civil Rights Act of 1964. Although it did not make amends for year of abuse and discrimination,
There are a range of strategies managers could use to minimise instances of dysfunctional discrimination occurring in their workplace. These selected strategies aim to reduce the frequency of dysfunctional discrimination, rather than the severity. Some of these strategies include; a discrimination audit, enforced policies, selection procedures, and providing an effect complaint handling system.
A negative work environment can make employees feel irritable, anxious and defensive. This can cause poor productivity, lack of motivation and poor communication in the workplace which in turn can cause problems for the company. An employer’s abuse of power can cause mental or emotional distress on employees and also disrupt the workplace. Examples of employers abusing their position include humiliation, undermining, disrespectful language, discriminatory comments, yelling and intimidation. When employees are surrounded by this on a daily basis it can affect their self-worth. Employers can resolve these issues by allowing open lines of communication and by not giving employees the impression that it is acceptable to act negatively and disrespect fellow employees.
For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791. This is when comparing employees where both gender spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace. It is the idea that women tend to hold jobs that are low paid with low status. Women are not highly considered in leadership positions because of social construction of gender. Society has given women the role of “caretakers” and sensitive individuals. Therefore, women are not depicted as authoritative figures, which is apparent with the absence of women in leadership roles in companies. Furthermore, sex segregation leads to occupations with either the emphasis of women in a certain job or men in a certain job. In 2009, occupations with the highest proportion of women included “secretary, child care worker, hair dresser, cashier, bookkeeper, etc.” (3). Male workers typically held job positions as construction workers, truck drivers, taxi drivers, etc. (3). Sex segregation represents inequality because the gender composition for these jobs depends on what ...
We will look at the employment relations and employment conflict and analyze this complex topic from different points of theory and practice.