Employee Rights and Discipline

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Employee Rights and Discipline
Jeremy Sailee
Austin Peay State University
Workforce Management, PTMA 3230

Abstract Most workers are entitled through law to a written statement specifying the major particulars of their employment in two months. Besides the information on pay, working hours, pensions and holidays entitled, the statement should cover a note providing information of the employer’s grievance and disciplinary processes. The major employee rights are statutory and contractual rights. Employees are also entitled to fair disciplinary and complaint hearings from their employers. The main forms of discipline are positive and progressive disciplinary actions.

Employee Rights       All workers, in spite of the kind of work they undertake or whether they are part time, full time or casual workers are permitted to certain minimum rights as set by the law. Federal and state administrations have passed laws providing employees with explicit protection in their relationship with their employers. These rights are contractual and statutory rights, among others, and also, the courts protect workers from illegal discharge. Discrimination laws basically offer individuals the right to work with no assessment according to no-job-relevant aspects as origins, religion, ethnicity or sex (Repa, 2010). The minimum wage law gives individuals the right to anticipate a particular base level of recompense for their labor. Labor legislations provide employees with the right to form and join labor organizations under particular set situations. Also, employee rights permit them to participate in conduct guarded by laws and social authorizations.    Statutory and Contractual Rights

The major statutory rights may be found in legislations the like Civil Rights Acts, the National Labor Relations Act (NLRA), and the Occupational Safety and Health Act (OSHA). Such rights protect workers from unsafe working environments, discrimination, and the right of joining or forming unions. A written service indenture details the conditions of work relationships. These agreements normally tackle such issues like seniority, wrongful discharge and due process. Apart from written contracts, employees can also have implied contracts—employee handbooks, statements made by a manager or interviewer, and policies fall under this category. Besides contractual and statutory rights, employees are also entitled to ethical treatment, limited privacy as well as limited freedom of expression. Right to Work Regulations do not cover relinquishing or being discharged from the work. Approximately half of the US States are Right to Work states, implying that job hunters have the liberty to work for an organization without being obliged to join and/or monetarily support any labor union. In such states, it might still be demanded that a labor union represents a worker in complaints and negotiations. Airline or railway employees are at times not protected by the right to work regulations, even when they dwell in a right to work state (Campbell, 2011). Equally, those living in Right to Work states are required to financially support or join a labor union as a part of their employment.    Rights Influencing the Employment Relationship

Employment at will is a widespread law policy stipulating that employers have the liberty to hire, discharge, downgrade or promote whoever they want, except when there is a contract or law to the contrary and workers have the liberty to leave and find another job under similar constraints. Employment-at will regulation was endorsed in the 19th century; workers were free to cease their relationship (service) for whatsoever motive, thus the courts considered it just for employers to have the potential of doing the same (Campbell, 2011). This regulation has stacked in the...
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