It's all about Control

Risk of non-compliance with company policies, labour and employment law and applicable union regulations

HighMediumLow

Risk of inconsistent actions and outcomes

HighMediumLow

Risk of reputational damage related to not identifying high profile and sensitive cases quickly.

HighMediumLow

Risk of being perceived as an unfair employer

HighMediumLow

Risk of inefficient labour and employee relations processes

HighMediumLow

Data access, privacy, and security risks

HighMediumLow

Updated labour and employee relations policy instruments that document standards for each type of labour and employee relations process are always readily accessible?

AlwaysSometimesNever

There is evidence that these documented requirements have been communicated to staff involved with carrying out these labour and employee relations processes including line managers?

AlwaysSometimesNever

As labour and employee relations policy instruments are updated on a regular basis when business and legal requirements change, modifications to the organisations underlying processes, procedures, documentation and form templates and tools are implemented timeously to take effect of these changes?

AlwaysSometimesNever

Thereafter comprehensive re-training initiatives are implemented to update all employees and particularly staff involved with carrying out these labour and employee relations processes including line managers?

AlwaysSometimesNever

Managers are familiar with the requirements of all labour and employee relations policy instruments and legislative requirements and understand all the steps and tasks required to carry out their labour and employee relations tasks?

AlwaysSometimesNever

Managers are aware of employee’s rights and the availability of assistance programs?

AlwaysSometimesNever

Managers receive ongoing training so that their labour and employee relations knowledge and experience is not deficient in any way?

AlwaysSometimesNever

All case files contain the necessary documentation to support the actions taken.

AlwaysSometimesNever

The documentation issued to employees is always consistent and compliant?

AlwaysSometimesNever

All case files are easily accessible and placed in secure storage to avoid the problem of missing files and evidence?

AlwaysSometimesNever

Each step-in labour and employee relations processes are determined strictly in accordance with policy instruments and legislative requirements and always followed?

AlwaysSometimesNever

All case outcomes issued to employees is always consistent and compliant?

AlwaysSometimesNever

All case deviations are approved by senior management before the actions are taken?

AlwaysSometimesNever

The principle of progressive discipline as well as the case aggravating and mitigating factors, to ensure fairness and consistency, is always taken into account?

AlwaysSometimesNever

In situations where decisions are rendered outside of what is suggested these are immediately isolated and depending on the level of seriousness appropriate remedial action taken?

AlwaysSometimesNever

Management have real time a monitoring framework that is used to collect data on labour and employee relations measures, to assess compliance to policy instruments, and legislative requirements and identify gaps related to its application.?

AlwaysSometimesNever

High risk matters are isolated and reported immediately so that adequate overview management can be utilized?

AlwaysSometimesNever

Labour and employee relations data is captured in real time, it is completed for every labour and employee relations measure and accumulated at all stages in the processes.

AlwaysSometimesNever

Real time reporting provides a complete picture of all labour and employee relations activities, company-wide in real time all in one place?

AlwaysSometimesNever

Accurate results are reported on an agreed regular frequency to senior management based on agreed and pre-defined templates with insights that help end-users make informed, real-time data driven decisions?

AlwaysSometimesNever

There is ongoing documentary evidence readily available that the key controls are functioning as intended. All deviations are reported in real time?

AlwaysSometimesNever

There is a regular control review process in place?

AlwaysSometimesNever

The process to extract documentary evidence to prove that the key controls are functioning as intended, are available in real-time and does not require a manual extraction process?

AlwaysSometimesNever

Differing levels of understanding of labour and employee relations requirements by the staff involved in these processes.

AlwaysSometimesNever

Reactive decision making, because of post fact labour and employee relations record keeping and manual spreadsheet reporting

AlwaysSometimesNever

Difficulty managing labour and employee relations across geographically spread operations.

AlwaysSometimesNever

Difficulty managing multiple labour and employee relations policies, legal and documentary requirements

AlwaysSometimesNever

Paper-based case files

AlwaysSometimesNever

Manual paper-based and disjointed labour and employee relations processes

AlwaysSometimesNever

High case volumes

AlwaysSometimesNever

Difficultly collaborating on cases

AlwaysSometimesNever

Requirement for expensive and ongoing labor relations training and specialist supervision

AlwaysSometimesNever

Use of non-standard labour and employee relations processes, procedures, and documentation

AlwaysSometimesNever

Difficulty managing case data and information across a diverse and geographically spread organisation

AlwaysSometimesNever

Differing language requirements

AlwaysSometimesNever

Labour and employee relations processes not integrated within the overall HR ecosystem

AlwaysSometimesNever