Internal Employee Relations
Internal Employee Relations is first defined in the chapter, are those human resource management activities associated with the movement of employees within the organization.
Some of the topics related to internal employee relations include:
Terminations
Demotions
Downsizing
Transfer
Promotions
Resignations
One of the first factors discussed in affecting internal employee relations is employment at will.
Employment at will is an unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last.
Even though an employer has a legal right to terminate an employee at will, there are ethical boundaries to be considered.
-The courts have made certain exceptions to the employment-at-will doctrine. This includes:
Prohibiting terminations in violation of public policy
Permitting employees to bring claims based on representations made in employment handbooks
Permitting claims based on the common-law doctrine of good faith and fair dealing.
Another guideline is avoiding a wrongful determination suit that clearly includes defining the worker’s duties, providing good feedback on regular basis, and conducting realistic performance appraisal on a regular basis.
However, there is no law that says these ethical considerations have to be followed.
Discipline is the state of employee self control and orderly conduct that indicates the extent of genuine teamwork within an organization.
Disciplinary Action is invoking a penalty against an employee who fails to meet established standards.
Basically, the last thing you want is to earn a bad reputation among your organization. So your objective for disciplinary action is to invoke disciplinary action to your employers so that when they are working they represent your company/ organization in a positive manner.
Disciplinary Action Process is dynamic and ongoing; the external environment affects every
Some of the topics related to internal employee relations include:
Terminations
Demotions
Downsizing
Transfer
Promotions
Resignations
One of the first factors discussed in affecting internal employee relations is employment at will.
Employment at will is an unwritten contract created when an employee agrees to work for an employer but no agreement exists as to how long the parties expect the employment to last.
Even though an employer has a legal right to terminate an employee at will, there are ethical boundaries to be considered.
-The courts have made certain exceptions to the employment-at-will doctrine. This includes:
Prohibiting terminations in violation of public policy
Permitting employees to bring claims based on representations made in employment handbooks
Permitting claims based on the common-law doctrine of good faith and fair dealing.
Another guideline is avoiding a wrongful determination suit that clearly includes defining the worker’s duties, providing good feedback on regular basis, and conducting realistic performance appraisal on a regular basis.
However, there is no law that says these ethical considerations have to be followed.
Discipline is the state of employee self control and orderly conduct that indicates the extent of genuine teamwork within an organization.
Disciplinary Action is invoking a penalty against an employee who fails to meet established standards.
Basically, the last thing you want is to earn a bad reputation among your organization. So your objective for disciplinary action is to invoke disciplinary action to your employers so that when they are working they represent your company/ organization in a positive manner.
Disciplinary Action Process is dynamic and ongoing; the external environment affects every
Cited: James A. Sonne, “Firing Thoreau: Conscience and At-Will Employment,” University of Pennsylvania Journal of Labor and Employment Law, Volume 9, Issue 2, Web 27 March 2013