The relationship between an employer and an employee is a complex one.
It is set and defined by laws and it is important for both sides to have an understanding of this law and what are their rights within it.
The law recognizes that an employee-employer relationship as being made up of three stages: · The first one is the relationship between an employer and an applicant who is seeking to be employed.
This means that the relationship between the two sides starts from this point and that one has rights and obligations at this early stage.
· The second stage in the relationship is when a person is hired and becomes employed.
This stage will continue for as long as the person is employed.
· The last stage is when a person leaves the company for whatever reason.
These are the three stages of the relationship between the employee and employer.
It is important for both sides to understand the rights and obligations involved in the relationship.
Unfair Labor Practice- The idea of unfair labor practice is defined in the law to help protect an employee against abuses and discrimination.
The practices that can be considered unfair are clearly defined in the law in order to help identify the cases and situations were abuses take place.
Here are some of the situations where there might be unfair labor practices during the period when a person is still employed by a company: 1.
When an employer or a superior refuses a promotion because of some undefined reason or even when they give the reason for the refusal and it is not valid.
2.
Unfair treatment during the probationary period of an employee, during which they are still under evaluation for permanent employment.
3.
The employer refuses to provide the benefits set forth by the law which ought to be received by an employee, or refusal to provide training for an employee so he can perform the job needed.
4.
Suspension of an employee without following due process as defined by the employee handbook of the company.
While an employer does have the right to suspend an employee, it should be because of some valid reason.
5.
Disciplinary actions that have no valid reasons or without following the right process.
6.
Actions taken against an employee who makes a disclosure that under law is supposed to be protected.
These are the unfair practices for those who are still employed by a company.
Remember however that even if you are just applying for a position, you already have rights and you are protected from unfair practices.
The law also defines how a company can deal with labor unions and employees acting in concert to fight for their rights.
The employer is simply not allowed to interfere with the workers who would like to band together or act together, whether it is to create a union or not While workers and unions are protected they are also given some responsibilities and are subject to restrictions under the law.
It is set and defined by laws and it is important for both sides to have an understanding of this law and what are their rights within it.
The law recognizes that an employee-employer relationship as being made up of three stages: · The first one is the relationship between an employer and an applicant who is seeking to be employed.
This means that the relationship between the two sides starts from this point and that one has rights and obligations at this early stage.
· The second stage in the relationship is when a person is hired and becomes employed.
This stage will continue for as long as the person is employed.
· The last stage is when a person leaves the company for whatever reason.
These are the three stages of the relationship between the employee and employer.
It is important for both sides to understand the rights and obligations involved in the relationship.
Unfair Labor Practice- The idea of unfair labor practice is defined in the law to help protect an employee against abuses and discrimination.
The practices that can be considered unfair are clearly defined in the law in order to help identify the cases and situations were abuses take place.
Here are some of the situations where there might be unfair labor practices during the period when a person is still employed by a company: 1.
When an employer or a superior refuses a promotion because of some undefined reason or even when they give the reason for the refusal and it is not valid.
2.
Unfair treatment during the probationary period of an employee, during which they are still under evaluation for permanent employment.
3.
The employer refuses to provide the benefits set forth by the law which ought to be received by an employee, or refusal to provide training for an employee so he can perform the job needed.
4.
Suspension of an employee without following due process as defined by the employee handbook of the company.
While an employer does have the right to suspend an employee, it should be because of some valid reason.
5.
Disciplinary actions that have no valid reasons or without following the right process.
6.
Actions taken against an employee who makes a disclosure that under law is supposed to be protected.
These are the unfair practices for those who are still employed by a company.
Remember however that even if you are just applying for a position, you already have rights and you are protected from unfair practices.
The law also defines how a company can deal with labor unions and employees acting in concert to fight for their rights.
The employer is simply not allowed to interfere with the workers who would like to band together or act together, whether it is to create a union or not While workers and unions are protected they are also given some responsibilities and are subject to restrictions under the law.
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