Preventing employment relationship problems
Some simple practices can help make relationships smoother and prevent problems:
- Employees and employers should keep themselves well informed about their employment rights and responsibilities.
- Agreements (and changes to agreements) must be recorded in writing. This helps to prevent misunderstandings and resolve problems if they arise later.
- It should be clear that the terms of employment being offered are only those recorded in the written agreement, and employers should avoid giving assurances that are inconsistent with the written agreement or that are not recorded in it.
- Employees also have a responsibility to prevent and clear up confusion. For example, if an employee believes he or she is being paid more than the entitlements in their employment agreement, the employee should raise the potential error.
- Take time to communicate clearly. Poor communication often causes disputes and misunderstandings.
- Raising concerns when they first arise can help stop them becoming bigger and harder to resolve. An effective performance management system is a good way of ensuring this.
- Before any significant change, the people affected should be consulted. Getting everyone’s ideas and perspectives will often lead to better decisions. People also respond better to change when they have some warning and have been listened to.
- Employers should ensure that they have processes to address and investigate complaints which the employee might bring to their attention, such as allegations of bullying or sexual harassment.
It is a good idea to record important communications in writing, especially where they relate to performance issues. These records do not need to be complex, but they should be dated, accurate and stored carefully.
