Fairness in employment practices centres on.
Fairness in employment practices centres on.
The correct option is D Avoiding conflicts of interests
Fairness
in employment practices are followed by-
Employees, while
company leadership adheres to them:
- Criteria
for performance reviews
- Promotions,
raises, or bonuses
- Disciplinary
action
- Qualification
for various benefits
EQUAL FOOTING
However,
if an employee needs accommodation for a good reason, then that should be taken
into consideration. For example, if an employee with a disability requires more
time to get to the office because of that disability, it’s likely more fair to
make an accommodation for the employee than to dole out discipline for
something he or she can’t control, Weinstein says. You have to look at it on a
case-by-case basis, he adds.
VOICE
Fair
companies give employees at every stage an equal chance to be heard–whether
it’s allowing them to share great ideas or to air grievances, Kuhar says. Fair
companies have systems for employees to address or appeal situations or
decisions they feel are not fair.
CREDIT
When employees are recognized
for their ideas and contributions, they’re more motivated to participate in a
meaningful way, he says. If employees find that they aren’t given the credit
due for their work or, worse, someone else takes credit, it can have a
demoralizing effect on the team, he says.
CHAMPIONS
Whether
they’re mentors or good managers, fair workplaces have senior leaders in place
who help show others the ropes, correct mistakes appropriately, and work on
making the workplace fairer,.
CARE
When
employees feel like their well-being matters to the company, they’re more
likely to feel like they’re treated fairly, he adds.
Fairness in employment practices are followed by-
Employees, while company leadership adheres to them:
- Criteria
for performance reviews
- Promotions,
raises, or bonuses
- Disciplinary
action
- Qualification
for various benefits
EQUAL FOOTING
However, if an employee needs accommodation for a good reason, then that should be taken into consideration. For example, if an employee with a disability requires more time to get to the office because of that disability, it’s likely more fair to make an accommodation for the employee than to dole out discipline for something he or she can’t control, Weinstein says. You have to look at it on a case-by-case basis, he adds.
VOICE
Fair companies give employees at every stage an equal chance to be heard–whether it’s allowing them to share great ideas or to air grievances, Kuhar says. Fair companies have systems for employees to address or appeal situations or decisions they feel are not fair.
CREDIT
When employees are recognized for their ideas and contributions, they’re more motivated to participate in a meaningful way, he says. If employees find that they aren’t given the credit due for their work or, worse, someone else takes credit, it can have a demoralizing effect on the team, he says.
CHAMPIONS
Whether they’re mentors or good managers, fair workplaces have senior leaders in place who help show others the ropes, correct mistakes appropriately, and work on making the workplace fairer,.
CARE
When
employees feel like their well-being matters to the company, they’re more
likely to feel like they’re treated fairly, he adds.
