Task 1

Assessment Instructions

This is an individual assessment. For this task, you will use the scenario and simulated business information provided to identify long-term employee relations objectives and analyse existing employee relations performance and strategic and operational plans to develop options for an employee relations strategy and policies. You will then evaluate these options in terms of costbenefit and risk analysis and legislative requirements and prepare a proposal strategy for management to review.

Procedure

Review the Safety Traffic Co. simulated business information provided by your assessor and submit all documentation to your assessor as per the specifications below. Please keep copies for your records.

1. Prepare a draft proposal of an employee relations strategy. For your draft proposal, you need to do the following:
   1. Identify and describe three long-term employee relations objectives for Safety Traffic Co.
   2. Analyse current employee relations performance.
   3. Develop several employee relations strategy or policy options for each of your identified employee relations objectives.
   4. Identify relevant Safety Traffic Co. stakeholders for each option and include a description of how they will be consulted.
   5. Evaluate each option, including:
2. a costbenefit analysis and an assessment of risk (include a completed costbenefit analysis and risk assessment plan template, provided in Appendix 1)
3. a determination of the likelihood of risk preventing the organisation meeting its objectives and the possible consequences of such an event on organisational performance.
   1. Document and summarise the legislative requirements and key entities in the industrial relations system (courts, tribunals, etc.) and considerations for each option.
   2. Include discussion of how your identified long-term employee relations objectives meet the needs of the organisation and how they address current employee relations issues.
4. Write a formal email to schedule a meeting for relevant stakeholders with Safety Traffic Co. to discuss your draft proposal.

Note:For Assessment Task 2, you will need to refer to work submitted for this assessment task.

To be deemed competent you will need to successfully demonstrate the following:

You must submit:

• a draft proposal of an employee relations strategy, including a completed costbenefit analysis and risk assessment plan (Appendix 1)
• a formal email to stakeholders to schedule a meeting to discuss the proposal.

Appendix 1: Costbenefit analysis and risk assessment plan template

Task 2

Assessment Instructions

This is an individual assessment. As part of Assessment Task 1, you developed an employee relations strategy proposal for Safety Traffic Co., which was submitted to the management team for review. You have just received an email confirmation that the top three most cost-effective options in your proposal have been approved.

You are now required to develop an implementation plan describing how the employee relations strategy will be actioned into work operations at Safety Traffic Co.

Procedure

Review the Safety Traffic Co. case study provided to you by your assessor and submit all documentation to your assessor as per the specifications below. Please keep copies for your records.

1. Based on the most cost-effective employee relations option you developed (in consultation with your assessor) in the draft employee relations proposal in Assessment Task 1, develop an implementation and contingency plan for the employee relations strategy. See Appendix 1 for the implementation and contingency plan template.

Your plan should include:

1. the employee relations option being implemented
2. activities required for implementation
3. a timeframe
4. resources required
5. costs
6. people responsible for tasks
7. contingency planning.

2. Develop a training implementation plan that outlines training that will be delivered to: support the implementation of employee relations option; and improve site supervisors skills in conflict management techniques. See Appendix 2 for the training implementation plan template.

Your plan should include:

1. learning objectives
2. required competencies
3. training methods
4. the number of training sessions
5. a proposed timeframe to complete the training.

3. Develop a monitoring and review plan describing how the employee relations strategy will be reviewed over the next 12 months. Identify how you will determine whether long-term employee relations objectives and current organisational needs are being met. See Appendix 3 for the monitoring and review plan template.

To be deemed competent you will need to successfully demonstrate the following:

You must submit:

• an implementation and contingency plan for the employee relations strategy
• a training implementation plan
• a monitoring and review plan for the employee relations strategy and implementation.

Appendix 1: Implementation and contingency plan template

Implementation plan template

Risk management and contingency plan

Appendix 2: Training implementation plan template

Appendix 3: Monitoring and review plan template

Task 3

Assessment Instructions

This is an individual assessment. In Part A of this task, you will use the scenario and simulated business information to develop a grievance policy and procedure and a strategy for reporting and managing conflicts and disputes.

In Part B of this task, you will apply employee relations policies and plans in providing guidance in a report to the Operations Manager on how to resolve a workplace grievance and go about implementing a new collective agreement.

In Part C of this task, you will take the role of the Operations Manager (acting on the advice of the report in Part B) in an advocacy role-play with the HR Manager and the employee.

Procedure

Part A

1. Develop a grievance policy and procedure for Safety Traffic Co. Use the policy and procedure layout provided in Appendix 1 as a guide for the format. The grievance policy and procedure should include the following information:
   1. Safety Traffic Co. expectations and standards for grievances and disputes.
   2. A formal procedure describing how staff may lodge a grievance and have their matter handled, including internal and external escalation procedures.
   3. A formal procedure for the manager, describing:
2. suitable responses to the initial dispute
3. how to check documentation and other sources to clarify issues

• possible assistance and advice from internal and external sources

1. negotiation strategy options
2. options for representation of the organisations position
3. documenting and certifying agreed outcomes

• implementation of agreements
• monitoring and review of agreed actions

1. follow-up actions to manage possible breaches.

Part B

Review the Safety Traffic Co. scenario describing a grievance situation (Appendix 2) and submit all documentation to your assessor as per the specifications below. Please keep copies for your records.

1. Develop a formal written report to the Operations Manager describing how the grievance must be managed in accordance with the organisations policy and procedure and how a new collective agreement will be negotiated and implemented.

The report must identify the following information:

1. the source of the dispute
2. relevant legislation and principles that apply to the case
3. key parties involved in the dispute
4. actions required to avoid potential industrial action
5. valid information sources that serve to clarify issues with complainants
6. additional sources of support and advice, including employer associations and the Fair Work Commission.

In addition to the above information, you must describe how you would go about:

1. negotiating new working conditions with key parties to resolve the dispute using a formal collective agreement
2. advocating the organisations position in negotiations with employees to obtain a new collective agreement that is fair for the employer and employees
3. documenting and certifying agreements with the relevant authority
4. implementing the new collective agreement
5. determining adherence to agreed actions and addressing any noncompliance.

Part C

Read the role-play scenario information in Appendix 3.

1. Plan to lead a role-played advocacy session as the Operations Manager with the HR Manager and Employee in response to the scenario. Your assessor may act alternately as HR Manager or Employee, or assign others to play the roles.
2. Arrange time and place with your assessor to perform your role-play.
3. Perform your role-play in accordance with the specifications set out below, ensuring you demonstrate advocacy, raise questions, use active listening techniques in oral communication, and collaborate with others.

To be deemed competent you will need to successfully demonstrate the following:

You must submit:

• submit a grievance policy and procedure
• submit a formal written report addressed to the Operations Manager detailing the grievance
• participate in an advocacy session role-play.

Appendix 1: Policy and procedure layout

Policy/procedure title

1. Purpose

In this section: Provide an overview of the purpose of this policy/procedure. Avoid using abbreviations, acronyms and not yet defined terms. Consider your opening line, i.e. This procedure establishes guidelines for

2. Scope

In this section: State the people and instances to whom this policy applies. If this policy/procedure applies to some situations but not others, explain this here.

3. Background

In this section: Include any background information that provides context to the policy/procedure.

4. Definitions

In this section: All terminology used must be detailed here, including definitions of acronyms.

5. Legislation

In this section: Is this policy/procedure or elements of this policy/procedure governed by legislation? If yes, provide legislation title.

6. Policy

In this section: Provide a statement regarding the organisations approach, intended course of action and principles that relate to the topic being covered by the policy. Include a statement about the organisations commitment to achieving desired principles and action. Include general guidelines and specific rules that apply to this policy/procedure. You may also make reference to other policies.

Use a common opening phrase. The policy of is to ensure

7. Procedure/s

In this section: Include specific instructions, preferably in step-by-step form, for performing actions required by the policy. For example, an induction procedure should include instructions on the tasks that must occur during induction, and may also include a checklist tool that aids in providing all the information and training required during an induction session.

Include details of related documentation both internal and external which should be read in conjunction with this policy/procedure. For example:

• other policies and procedures
• legislation
• forms and checklists
• third-party manuals
• instruction videos.

8. Verification/authorisation/approved by

In this section: Include the title and name of the person who is responsible for this document having been approved for circulation.

Appendix 2: Scenario Employment conditions dispute

Ashley is the Operations Manager for Safety Traffic Co. Ashleys responsibilities include managing the businesss overall performance, safety management, conducting site audits, maintaining compliance and developing client relationships. In addition, Ashley is sometimes required to handle escalated grievances and disputes from traffic controllers, site supervisors and schedulers.

Recently, there has been an increased number of complaints from traffic controllers about inconsistent working conditions and momentum is beginning to increase around the front-line teams. The two biggest issues are wages being under the industry median and insufficient rest breaks.

On average, most traffic controllers work over 40 hours per week, including night and weekend shifts, and everyone is paid according to the Building and Construction General On-site Award 2010. No formal workplace agreement currently exists for traffic controllers and new starters are hired under a verbal agreement in relation to the relevant award. Although the nature of the roster including shift work and overtime often results in extra money for employees, traffic controllers still believe they are paid well below other companies in the industry.

Lengthy shifts, lack of staff and the constant demands of the job often mean traffic controllers do not always receive their entitled rest and meal breaks. According to the award, day workers are entitled to a 10-minute rest break in the morning, and both day and shift workers must receive a 30-minute meal break and up to an additional 30minute rest break for extended overtime shifts.

Last week, Ashley received three phone calls from different site supervisors who overheard their traffic controllers talking about a possible strike if conditions dont improve soon. Ashley has received an email from a disgruntled traffic controller who has discussed the case with the union representative and is determined to take his grievance to the Fair Work Commission in order to get matters resolved.

Ashley is concerned about the impacts to the business of a strike and possible intervention from the courts, and has come to the Human Resources Manager for advice and support on how to handle this sensitive matter.

Appendix 3: Role-play scenario information

In connection with the grievance situation at Safety Traffic Co. (refer to the scenario information in Appendix 2), in your role of Operations Manager, you have just received a formal written report from the HR Manager.

The report identifies the following information:

• the source of the dispute
• relevant legislation and principles that apply to the case
• key parties involved in the dispute
• actions required to avoid potential industrial action
• valid information sources that serve to clarify issues with complainants
• additional sources of support and advice, including employer associations and the Fair Work Commission.

The report also describes procedures for the following recommended actions:

• negotiating new working conditions with key parties to resolve the disputes using a formal collective agreement
• advocating the organisations position in negotiations with employees to obtain a new collective agreement that is fair for the employer and employees
• documenting and certifying agreements with the relevant authority
• implementing the new collective agreement
• determining adherence to agreed actions and addressing any non-compliance.