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Managing Lawfully – People and Employment
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For most people, most of the time, no major problems arise, and the formal aspects of management procedures are not the subject of debate. As a first line manager you can contribute to this favourable climate by knowing and implementing your organization’s procedures implicitly.
You also need to have an appreciation of the underlying laws that have been developed over many years to provide the minimum standards that every employee, in any working situation, can expect to be applied. The law increasingly influences the way in which employers must frame their policies.
Trades unions came into being in an era when many employers exercised absolute powers over their staff and frequently abused those powers. The unions helped to establish reasonable minimum working conditions for employees. The unions’ role has changed over the years, but they still represent the interests of millions of employees in a wide variety of occupations. Dealings with them are an everyday aspect of some first line managers’ working lives.
In this workbook, we will look at some aspects of the management policies, procedures and approaches that help to create good working relationships. These are effective for 95% of the time with 95% of employees – and even more in well run organizations.
However, for those employers and employees who cannot, or will not, work within such policies, the law provides a framework that both parties must work within. First line managers need to be aware of that framework and use their skills, training and experience to ensure that the procedures are applied fairly and consistently.
Angus Thomas, Colin Everson and Dela Jenkins - Personal Name
4th Edition
0 7506 5853 3
NONE
Managing Lawfully – People and Employment
Management
English
Institute of Leadership & Management
2003
England
1-108
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