Employee Discipline and Unions in HRM

Flashcards about employee discipline, labor laws, and union roles in HRM.

Philippine Labor Code

Protects employees from unfair treatment and requires just cause and due process before disciplining or terminating an employee.

Notice to Explain (NTE)

Written notice stating the offense given to an employee.

Hearing or Explanation

The employee gets a chance to respond or explain their side.

Notice of Decision

The company issues a decision based on facts and fairness.

Progressive Discipline Steps

Verbal Warning, Written Warning, Suspension, Termination/Dismissal (if behavior doesn’t improve)

Just Causes for Discipline

Serious misconduct, Habitual neglect of duties, Theft or dishonesty, Violation of company rules

Preventive Discipline

To prevent misconduct before it occurs by creating a positive work culture and clear expectations.

Corrective Discipline

To correct unacceptable behavior or performance in a fair and constructive way.

Progressive Discipline

To apply discipline in increasing levels of severity based on the nature and frequency of misconduct, providing opportunities for improvement.

First-Line Supervisors/Frontline Managers Authority

Handle minor infractions, give verbal warnings, offer informal counseling, and monitor behavior.

Middle Management Authority

Address repeated/serious issues, issue written warnings, enforce PIPs, and recommend suspension.

Senior Management/HR Department Authority

Make decisions on serious disciplinary actions, approve suspensions/terminations, and ensure due process.

Roles of Line Supervisors and Managers in Employee Discipline

Communicate rules, monitor behavior, provide feedback, administer discipline, coach employees, and collaborate with HR.

Union

An organized group of workers who join together to protect and promote their collective interests.

Collective Bargaining

Negotiate with employers on wages, work hours, benefits, job security, and workplace safety.

Employee Representation

Act as a voice for employees and represents them in disciplinary actions, grievances, or disputes.

Grievance Handling

Helps file and process grievances through a formal system to promote fairness and accountability.

Monitoring Compliance

Helps ensure that the employer complies with the CBA and labor laws.

Workplace Stability

Promote structured conflict resolution and negotiation, which can lead to more stable labor relations.

Counseling

The first step in addressing minor employee issues in a constructive and supportive way, aimed at guiding improvement before formal action.

Counseling Process

Private Meeting, Open Discussion, Provide Support, Set Expectations, Documentation (optional)