Policy and Procedures as Provided by Certified Agreement - Essay Example

Running Head: Policy and procedures as provided by Certified Agreement Policy and procedures as provided by Certified Agreement Name: Institution: Tutor: Course: Date: Certified Agreement Introduction Certified Agreements are made for employees in the same workplace and those who are enaged in a similar type of work. This type of an agreement covers all the employment conditions and it must the ‘no-disadvanatge’test. Certified agreement is a written collective agreement in employment, which sets out the working consditions and wages for a certain group of employees. This form of agreement may be negotiated between emplyer and employeees working at a particular time or between employer and union of employees. The terms of this agreement, usually oviride award conditions relating to similar issues and they should comply with particular conditions as indicated by Fair Work Act Australia like safety provisions and accupational health. A Certified Agreement also covers the commencement of employement for an employee after they have had an agreement. In this report, some policies and procedure relating to redundancy, redeployment, dismissal and resignation will be drafted for my workplace which and for them to be legally abididng, they should be approved by the Queensland Industrial Relations Commission. Policy and procedures as provided by Certified Agreement 1. Redundancy a) Redundancy Policy It is the general polcy for the company to where possible maintain a secure employment for its employees through forward planning. The organization intends to minimize any redundancy to minimum levels even though the method of working, volume and pattern of business may make the redundancis unavoidable. Product market changes, organizational requirements and changes in technology may lead to redundancy needs. a) Redundancy Procedure The redundancy procudure depends on the number of the staff that might be made redundant. In case of an emergency, the following procedures will be adopted: i) In case a redundancy possibility arises, the organizations management shall enter into consultations with the employee represenatives and the employees to consider all options. Upon deciding on the redundnacies, consideration will be given to the criteria below Agency staff employment shall be reviewed The introduction of short time working will be considered Over time working in all the affected departments will be reduced to an economical level to meet the contractual commitments Make high efforts with the aim of offering the potentially redundant staff a more suitable alternative work in the organization ii) If after all these alternatives have been considered and the organization shall consider if the need for redundancies still remains and then the management will give to employees and employee representatives as writen in the proposals iii) The management shall notofy all employees of any compulsory redundancis as proposed which should be far in advance to the proposed termination. Then, the management will consult with the provisionally selected employees for redundancy. In this course, the basis for the proposed selection for redundancy will be informed to the employees and then they will be invited to make a representation on their proposed dismissals. The management will also make an effort to seek any alternative employment within the organization, employees will also be informed of any entitlement to severence pay iv) Employees under notice of redundancy will be given permission to take time off work to look for work or training in accordance with current legislation v) All the employees who receive redundancy payments will be given written notification of the way in which their redundancy pay has been calculated b) Redeployment Redeployment policy i) Redeployment should be carried out in consultation with the concerned candidate and then the organization recognizes the deployment, which should then consistute to individual contractual terms of employment but it should not be implemented without the individuals consent ii) The organization recognizes the contribution made by staff and it is committed to maintaning security of employment. The company will therefore be very active in making reasonable efforts to ensure or to support the employees at risk of redundancy or any employee who may be subject for deplayment for any other reason iii) This policy is aimed at ensuring the adoption of a consistent and fair approach to deployment. It also provides a framewrok in which employees are supported through the deployment process and sets out the role of Human Resource, deployment candidates and managers. iv) Redeployment process is set out in the supporting redeployement procedure Redeployment procedures Redeployment due to Redundancy i) The budget centres will consult with employees about the potential redundancy and means of avoiding the redundnacy in accordance with relevant procedures and notify eligible redeployment candidates. Deployment officers will then meet with the redeployment candidate the soonest possible after the employee has experessed an interest of finding out about his or her redeployment ii) If the redundancy is not as a result of potential end or afixed term contract, the redeployment officer will contact the concerned employee once notified by the HR teamof those at risk of redendancy and will offer to meet with the concerned employee Redeployment due to long-term sickness or medical reasons i) Any employee seeking redeployment for a reason other than redundancy , the redeployment officer will be informed by the relevant HR team and will contact the employee concerned and offer a meeting Redeployment meeting ii) Meeting should be held between the redeployment candidate and the redeployment officer to ensure that the redeployment candidate is supported as fully possible and has to all appropriate information durindg the redeployment period iii) During the meeting the redeployment candidate will be encouraged to discuss: Their knowledge, skills and experience The types of roles, which the redeployment candidate is seeking Any reasonable training they may need to secure the roles they are seeking iv) The redeployment candidate will then be asked at the end of a meeting to sign and date redeployment meeting form to confirm that all relevant information has been given Internal redeployment It involves the employment provision by a different section of a Council or a group of Council department, which includes an undertaking of a suitable work within the employee’s individual capability. The following factors will be taken into consideration: The extent to which the group, section or department concerned can offer employement to the concerned employee who would be otherwize displaced The extent of retraining Whether the responsibilities and duties of the new appointed employee are similar to the displaced employee Whether the required hours of work for the new appointee is similar to those of the displaced employee c) Dismissal Dismissal policy and procedure These policies and procedures are applicable to conduct a job performance on employee, which results to dismisal decisions. Dismissal should be done under the following situations: i) Those who have been appointed to positions without a fixed term and under applicable rule or regulation serve at the pleasure of a specific administrative officer ii) Those who occupy positions which are dependent on funding from a specified source and if such fund is not received iii) Due to financial exigency iv) Due to reorganization v) Those who are employed on a per diem or hourly rate and work on an as needed basis Discipline and dismissal procedures Requisite standards of conduct i) Each employee of the company should acquaint themselves with the performance criteria for their particular procedures, jobs, rules and standards of conduct failure to which they will be subject to harsh personnel action ii) Conduct subject to disciplinary Action a) Failure to maintain the required work performance by the employee will lead a disciplianry action including dismissal b) Work performance by the employee is to be judged by the supervisor’s evaluation on quality and quantity of each of the employees work. If the standard of work is below the required standard, the employee is subject to a displinary act, which includes a dismissal. iii) All the company employees are required to maintain the required standards of conduct, which are acceptable and suitable for the working environment. Disciplinary actions may be imposed to the employee for failure to comply. Some of the unacceptable conduct includes neglect of duties, wastage of time durinng working hours, violation of safety rules, disorderly conduct, dishonesty, theft, abuse of company tools, gambling among others. iv) Resignation Resignation policy Any staff that is paid on a weekly or hourly basis is required to at least give a two weeks notice while a staff member who is paid on monthly basis is required to give a four weeks notice prior to resignation, the notice should be written. Any staff member who resigns is also entitled to payment for all accrued and unused paid time off. There is also no pay for unused sick days or continuation. It is a good practice for the supervisor to acknowledge the resignation done in writing and he or she should ensure that the resignation is properly documented. The supervisor should also indicate the reason for the staff member’s termination by using the approapriate code. In case of any question regarding the code used, the supervisor should contact the Human Resource Resignation procedure i) All supervisors must obtain a written resignation from the employee. The date of effect must be clearly indicated in the resignation and the resignation must be effective from the close of a working day ii) After the acceptance of a resignation, it should be referred to HR services. If considered appropriate, an HR officer shall conduct an exit interview with the concerned employee iii) The concrened employee will then be advised in writing whether his or her resignation has been accepted iv) A copy of the advise which was sent to the employee will then be send to the employees Head of Work and the clearance report should be completed to the employees departure v) On completion of the work unit, the clearance report will be returned to HR services for actioning vi) A clearance report acts as an audit requirement for ceasing staff employment vii) The HR Services will request a written confirmation from the Head of Work concerning outstanding leave applicaqtions and the clearance of flexitime for general staff employees The Queensland Commission is responsible for approving the agreement. Upon certification, the Commission is responsible for issueing a certificate to the company. Australian Workplace Agreements (AWAs) is a formalised agreement between the boss and employee and the Queensland Commission should certify it. References Carol L. Barbeito, (2004). Human resource policies and procedures for nonprofit organizations. John Wiley and Sons. Stephen Butler Page, (1998). Establishing a System of Policies and Procedures. Process Improvement. Stephen Butler Page, (2001). Seven steps to better-written policies and procedures. Process Improvement Publishing. Henry H. Perritt, (2006). Employee dismissal law and practice. Aspen Publishers Online. Huw Beynon, (2002). Managing employment change: the new realities of work. Oxford University Press. Jan Svejnar, Katherine D. Terrell, (1991). Reducing labor redundancy in state-owned enterprises, Volume 792. Infrastructure and Urban Development Dept., World Bank. Michael Wallace, Larry Webber, (2006). It Policies & Procedures, 2007: Tools & Techniques That Work. Aspen Publishers Online. Henry H. Perritt, (1999). Employee Dismissal: Law and Practice. Aspen Publishers Online. http://www.qirc.qld.gov.au/prod_form_leg/forms/index.htm Read More