Employment and Labor Relations

Are you keen on ensuring that your workers or employees have their rights in order and what are you doing to ensure that they are well protected by the company that they work for? Many industrial titans, in the beginning, did not observe and adhere to workers’ rights policies if there were any at the time. During the period after the American civil war, personalities such as John Rockefeller and Cornelius Vanderbilt (Boxall, 2014). They were often criticized for their handling of workers, and they did not observe their rights. At this time, it was very extreme since the employer rights policies were not well spelled out.

In a company, it is essential to treat employees as human beings because how they are handled determines typically how their output will be eventually, and the facts and statistics in companies support this.  The HRM department should emphasize on the importance of managing employees in a way that will ensure that they can be able to feel like they are being treated in the right direction (Horst, 2017). In some companies, this has been a significant factor in how people apply and register for jobs. 

Most people prefer having a salary that is not as much, but they are treated with respect and dignity. In these employer rights policies, the salary and wages are also included because how the company pays its employees is also a significant factor in these policies. When persons are not paid well, and their working conditions are not proper they often feel like slaves, and this is one of the areas that is examined, and their frustrations are usually expressed through strikes, go-slows, and boycotts (Bal, 2017). More often than not, these types of actions are as a consequence of their employer not observing their rights.

It is crucial as the HRM department to ensure that the employees are aware of their rights. This will ensure that there is no misunderstanding that could lead to conflict in the workplace. Some companies have not been able to live up to the expectations of their employees, and it has led to cases of theft and even distraction of property (Bal, 2017). The primary issue in these types of scenarios is that the employee often does not feel as if they are valued or respected and this eventually leads to them going to desperate lengths to make sure that they punish and get revenge against their employer.

Once an employer feels that they are not able to be a certain way with their employees, they need to leave the handling of employees to individual departments such as the HRM and Public Relations department. These departments can deal with persons, and they can ensure that their rights are protected and preserved. Many employees have been known to file class actions against their former employer due to such cases, and they have been successful because the judicial system is aware of their rights and what the employer ought to be doing to make sure that they have promoted the rights of their workers (Felstead, 2019).

The employer should also be able to treat the employees with dignity and respect to have that level of treatment being accorded to them. Many employees often feel as if working for their company is like being a slave, the distribution of duties and functions is unfair, and the workload is incredibly strenuous. Some employees often lack a life outside work because they are always working till late and this is often sighted in private institutions where there workers’ rights are usually flouted and partially observed (Keefe, 2015). This is very different from government institutions because they have to serve as an example.

Private companies are known for paying their employees properly but not so much when it concerns their rights. It has become increasingly important for private companies to enhance their observations and to uphold their end because they have come under a lot of scrutiny in this area (Boxall, 2014). The lack of rights in an institution is detrimental even to the performance of that company (Bal, 2017). The set targets will not be achieved, and this is since the workers are not being treated right, and they are not motivated enough.

An employer should be able to engage with their employees to ensure that there is a certain level of rapport between them and the employee. This makes it much easier to know what needs to be done even before asking the employees. The HRM and/ or the PR departments should try and keep tabs on the employees’ needs and what they need to ensure that their output is excellent (Keefe, 2015). Also, it is recommended that in the seven days of the week they should rest for two days, which are the weekend unless in certain circumstances. 

Conclusion

The rights of employees need to be well addressed also to maintain companies’ reputation. This will help to demonstrate that a company can be trusted and that it can be able to thrive with the personnel that it has at that time. This also makes the company an attractive entity to most people who want to work there, and it also results in creating a pool of investors. This ultimately ensures that the company can have a respected reputation throughout its years.

References

Bal P.M., de Jong S.B. (2017) From Human Resource Management to Human Dignity Development: A Dignity Perspective on HRM and the Role of Workplace Democracy. In: Kostera M., Pirson M. (eds) Dignity and the Organization. Humanism in Business Series. Palgrave Macmillan, London.

Boxall, P. (2014). The future of employment relations from the perspective of human resource management. Journal of Industrial Relations, 56(4), 578–593.

Bücker, J., & Horst, E. (2017). Innovative Work Behavior: To What Extent and How Can HRM Practices Contribute to Higher Levels of Innovation Within SMEs?

Felstead, A., Gallie, D., Green, F., & Henseke, G. (2019). The determinants of skills use and work pressure: A longitudinal analysis. Economic and Industrial Democracy, 40(3), 730–754Keefe, J. (2015), “The Demand for Human Resource Managers: An Occupational Perspective”, Advances in Industrial and Labor Relations, Emerald Group Publishing Limited, pp. 57-86.