What Are Employee Relations Practices?

Employee relations practices ensure that all employees are treated fairly.

Employee relations, formerly known as industrial relations, are the organizational practices for "maintaining employer-employee relationships that contribute to satisfactory productivity, motivation, and morale," according to the Dictionary of Human Resources. Employee relations also involve employee-to-employee interactions, and focuses on preventing and resolving problems related to interactions in the workplace. Employee relations practices are based on federal, state and local laws designed to ensure that all employees are treated fairly, such as Title VII of the Civil Rights Act of 1964; the Equal Pay and Fair Labor Standards acts; the Age Discrimination in Employment, the Americans with Disabilities and the Rehabilitation acts; and the Uniform Services Employment and Reemployment Act.

Setting Ground Rules

Good employee relations are based on a clear understanding of what is expected of managers and employees. Setting the ground rules for workplace behavior is the first step toward building effective employee relations. Typically, ground rules are listed and explained in an employee handbook or a policy and procedure manual. Ground rules include workplace behavior standards, such as those for attendance and tardiness, the use of drugs and alcohol, appropriate workplace dress and grooming, and rules prohibiting harassment, bullying, fighting and profanity. It may also include rules on electronic resources use, such as the Internet, e-mail and voice mail systems, along with information security and data privacy standards.

Preventing Problems

Preventing employee relations problems involves setting up fair, consistent policies and procedures and then following them. This includes following the federal and state laws for hiring, managing and terminating employees. The Equal Employment Opportunity Commission (EEOC) has established the Uniform Guidelines on Employee Selection Procedures for employee hiring and performance appraisals. Following these guidelines prevents claims of discrimination and helps the employer defend against such claims, should they arise. Ongoing performance allows managers to identify potential problems before they arise, allocate resources and identify employee development needs to prevent the problems. Problem prevention also involves providing training on regulatory, safety and other critical workplace issues.

Resolving Problems

Employee relations problem resolution includes a variety of practices. For example, an employee with recurring attendance or poor performance problems may be subject to progressive discipline, a system in which penalties progress with each recurrence of the problem. Problem resolution practices may also include a complaint and grievance resolution process, as well as processes for responding to requests for reasonable accommodation under the Americans with Disabilities Act. It may include providing remedial training or coaching to address performance issues; using process improvement tools to improve production and customer satisfaction; and referring workers to outside services, such as employee assistance programs or medical care and rehabilitation for work-related injuries.

Improving Empoyee Relations

Employee relations involve continuous work to develop and maintain a productive, supportive workplace in which employees are engaged and able to work at their full potential and in which workers, managers and leaders work together to meet strategic objectives. Building a better workplace includes a focus on constant, respectful two-way communication in which employees feel safe to ask questions, express opinions and have a voice in decision-making. It also involves recognizing employee and team accomplishments; providing opportunities for employee growth and development; and giving managers training on effective employee relations and performance management.

References

• Sloan Work & Family Research Center: Definition of Employee Relations, 2011
• SHRM: Introduction to the Human Resources Discipline of Employee Relations, Bryant, M.R. 2008
• EEOC: Uniform Guidelines on Employee Selection Procedures, 1978
• Nolo: What is Progressive Discipline for Employees? Guerin, L. 2011
• Where Great Workplaces Start: Foster Positive Employee Relations Using Communication, 2010