Employee Rights and Discipline
Employee Rights and Discipline
Jeremy Sailee
Austin Peay State University Workforce Management, PTMA 3230
Abstract
Most workers are entitled through law to a written statement specifying the major particulars of their employment in two months. Besides the information on pay, working hours, pensions and holidays entitled, the statement should cover a note providing information of the employer’s grievance and disciplinary processes. The major employee rights are statutory and contractual rights. Employees are also entitled to fair disciplinary and complaint hearings from their employers. The main forms of discipline are positive and progressive disciplinary actions.
Employee Rights All workers, in spite of the kind of work they undertake or whether they are part time, full time or casual workers are permitted to certain minimum rights as set by the law. Federal and state administrations have passed laws providing employees with explicit protection in their relationship with their employers. These rights are contractual and statutory rights, among others, and also, the courts protect workers from illegal discharge. Discrimination laws basically offer individuals the right to work with no assessment according to no-job-relevant aspects as origins, religion, ethnicity or sex (Repa, 2010). The minimum wage law gives individuals the right to anticipate a particular base level of recompense for their labor. Labor legislations provide employees with the right to form and join labor organizations under particular set situations. Also, employee rights permit them to participate in conduct guarded by laws and social authorizations.
Statutory and Contractual Rights The major statutory rights may be found in legislations the like Civil Rights Acts, the National Labor Relations Act (NLRA), and the Occupational
Jeremy Sailee
Austin Peay State University Workforce Management, PTMA 3230
Abstract
Most workers are entitled through law to a written statement specifying the major particulars of their employment in two months. Besides the information on pay, working hours, pensions and holidays entitled, the statement should cover a note providing information of the employer’s grievance and disciplinary processes. The major employee rights are statutory and contractual rights. Employees are also entitled to fair disciplinary and complaint hearings from their employers. The main forms of discipline are positive and progressive disciplinary actions.
Employee Rights All workers, in spite of the kind of work they undertake or whether they are part time, full time or casual workers are permitted to certain minimum rights as set by the law. Federal and state administrations have passed laws providing employees with explicit protection in their relationship with their employers. These rights are contractual and statutory rights, among others, and also, the courts protect workers from illegal discharge. Discrimination laws basically offer individuals the right to work with no assessment according to no-job-relevant aspects as origins, religion, ethnicity or sex (Repa, 2010). The minimum wage law gives individuals the right to anticipate a particular base level of recompense for their labor. Labor legislations provide employees with the right to form and join labor organizations under particular set situations. Also, employee rights permit them to participate in conduct guarded by laws and social authorizations.
Statutory and Contractual Rights The major statutory rights may be found in legislations the like Civil Rights Acts, the National Labor Relations Act (NLRA), and the Occupational
References: Campbell, R. (2011). Employee rights handbook: The ultimate guide to fighting back against firing, harassment, discrimination and more. New York: Minute Help Press. Falcone, P. (2010). 101 sample write-ups for documenting employee performance problems: A guide to progressive discipline and termination (2nd ed.). New York: AMACOM Publishers. Karnes, R. (2009). A change in business ethics: The impact on employer-employee relations. Journal of Business Ethics, 87(2), 189-197. Repa, B. (2010). Your rights in the workplace (9th ed.). Boston: Nolo Publishers. Sauser, W. (2009). Sustaining employee owned companies: Seven recommendations. Journal of Business Ethics, 84(2), 151-164.