Conflict in the Workplace工作中的冲突.pptVIP

Startup of a Corporate DRP System Foundation of a Successful System Recognize a philosophy of openness Recognize impetus for change Acknowledge business case for DRP Align with internal champion Conduct an internal assessment Create plan to achieve goals Identify DRP administrator Startup of a Corporate DRP System Key Elements of a Successful System A process that allows individuals to be heard. A process where individual responsibility is encouraged. A means to keep decisions in the hands of those closest to the problem. Easy to access. Multiple access points. Is a supplement, not a replacement, for legal redress. An avenue to address the goals unique to the organization. Startup of a Corporate DRP System A Dispute Resolution System is “Not” Where rules replace common sense. Where anxiety over the system replaces anxiety over the problem. Common Components of a DRP System Negotiation between the parties Open-door policy Go to direct supervisor Go to any member of management Go to any HR staff member Effective DRP: External Components Beware of program’s limitations: Cannot significantly impair rights under federal law. Must provide same substantive and procedural rights under federal laws. Should expressly state that DRP provisions do not preclude employee from filing administrative claims. Implementation of DRP Program Rollout to management. Rollout to non-management: New hires Current employees Opt-in Opt-out Evaluate system. Training Training is a critical component of a DRP. Negotiation and Communication Ombudsman Peer Panel Mediation Covered Claims Examples of covered claims appropriate for resolution under a DRP: Employment Discrimination Retaliation Workplace Accommodation FMLA Tort Claims Violation of Public Policy Unpaid Wages/Compensation Issues Excluded Claims Examples of claims to exclude from resolution under a DRP: Claims for benefits that are covered by special appeals procedures (ERISA). Worker’s Compensation or Unemployment Compensation Brea