HRM200 Chapter 15: Chapter 15

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Katrina Di Gravio

Document Summary

Poor hiring, difficult manager, no rewards, unsafe workplace. 2: vacancy: temporary workers, overtime, loss of sales. 1: rules and regulations: clear expectations of acceptable behaviour. 3: appeals process: employee can present their case. Constructive: changes in contract that the employee doesn"t like (resignation, demotion, reduced pay) For just cause: poor behaviour, no severance (due to insubordination, subpar performance) Reasonable notice: if no just cause, they need notice (without notice = wrongful dismissal) More time for mass layoffs and typically need a month of notice/year served. 1: use termination clause and probation in contracts. 3: don"t say it"s just cause unless it can be proven. 4: timing; doesn"t not conflict with special occasions. 7: have 2 managers at the termination interview. Conditions: no work, expected to be temporary, recall employees. Alternatives: contingent workers, work sharing, vacation time, reduce pay. Wrongful dismissal: termination non compliant with the law. Group termination laws: employer should notify employees in advance of termination.