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The Employment Relations Department

© Agha Sadarrudin

The final phase in our scheme of HRM operations is the employee relations department. Employee Relations (ER) has a number of major accountabilities. Before we go further, however, we must differentiate between employee relations and labor relations. While the two are structurally similar, labor relations involves dealing with labor unions. As such, because other laws apply, some of the techniques in employee relations may not be applicable. For instance, in a unionized setting, a specific grievance procedure might be detailed in the labor-management contract, and might involve the union, management, and the alleged wronged employee. In a nonunion environment, a similar procedure might exist or the grievance might be handled one-on-one. While these may be subtle differences, the fact remains that labor relations requires a different set of competencies and understanding.

In the nonunion setting, however, we see employee relations specialists performing many tasks. As mentioned earlier, one of their key responsibilities is to ensure that open communications permeates the organization. This is done by fostering an environment where employees talk directly to supervisors and settle any differences that may arise. If needed, employee relations (ER) representatives intervene to assist in achieving a fair and equitable solution. ER specialists are also intermediaries in helping employees understand the rules. Their primary goal is to ensure that policies and procedures are enforced properly and to permit a wronged employee a forum to obtain relief. As part of this role, too, comes the disciplinary process. These representatives are in place to ensure that appropriate disciplinary sanctions are used consistently throughout the organization.

In addition to the communications role, the employee relations department is responsible for additional assignments. Typically in such a department, statistics are collected, tabulated, and written up in the company's affirmative action plan documentation. This material is updated frequently and made available to employees on request. Part of their responsibility is to ensure safe and healthy work sites. This may range from casual work inspections to operating nursing stations and coordinating employee assistance programs. However involved, the premise is the same -- to focus on those aspects that help make an employee committed and loyal to the organization through fair and equitable treatment, and by listening to employees.

Lastly, there is the festive side of employee relations. This department is responsible for company outings, company athletic teams, and recreational and recognition programs. Whatever they do under this domain, the goal remains -- having programs that benefit the workers and their families to make them feel part of a community.

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