EPP - Unit 1 Labour Relations

12 February 2026

Why are labour relations important in health services management?

Because they are critical components of service stability and not just administrative

Why must health service managers plan proactively for labour tensions?

Because any human resource issue can escalate into workplace conflict

All aspects of human resource management have the potential to become ______ issues

Human-related issues

Why is preparation for labour tensions important in healthcare?

• Maintaining control and service continuity

• Conflict resolution frameworks

• Policy as a strategic guideline

How does labour relations planning help maintain service continuity in healthcare?

It ensures healthcare delivery continues even during periods of internal conflict

What is the purpose of conflict resolution frameworks in labour relations?

To provide clear procedures for staff complaints and grievances

Why are policies important in labour relations management?

They define acceptable behaviour and provide objective criteria for legally defensible decisions

What is considered the cornerstone of management procedures in labour relations?

Fairness

Fairness in management consists of how many pillars?

Two pillars

Why must both pillars of fairness be present in disciplinary procedures?

Because even if procedures are followed correctly, weak justification can cause the action to fail legal or academic evaluation

What are the two pillars of fairness in disciplinary procedures?

• Procedural fairness

• Substansive fairness

What does procedural fairness focus on?

The mechanisms, protocols, and steps taken during disciplinary action

What rights are recognised under procedural fairness?

The legal rights of both the employer and the employee

What does substansive fairness relate to?

Whether the disciplinary action was justified under the circumstances of the incident

What two things does substantive fairness consider?

• The relevance of the sanction

• Consistency with similar past cases

What (10) rights must be upheld to ensure procedural fairness in disciplinary processes?

• Right to a hearing

• Adequate notice

• Information on charges

• Right to representation

• Unbiased presiding officer

• Witness interaction

• Access to interpretation

• Finding and reasons

• Consideration of mitigation

• Right to appeal

What is the right to a hearing in procedural fairness?

The employee must be given a formal opportunity to state their case

What does adequate notice mean in disciplinary procedures?

The employee must be given sufficient time to prepare for the hearing

What does information on charges require?

Clear communication of the specific alleged misconduct

What is the right to respresentation in a disciplinary hearing?

The employee has the right to be assisted by a respresentative of their choice

What does unbiased presiding mean in procedural fairness?

The hearing must be conducted by an impartial party

What rights do employees have regarding witnesses in disciplinary hearings?

They may call witnesses and cross-question opposing witnesses

What is meant by access to interpretation?

An interpreter must be provided if the employee requires one

What does findings and reasons mean in disciplinary procedures?

The employee must receive a clear verdict (guilty or not guilty) and the reasons for the decision

What is consideration of mitigation?

The employee may present circumstances that could lessen the sanction

What is the right to appeal in disciplinary procedures?

The employee can request that the decision be reviewed by a higher authority