The field which requires the most attention is social policy. Before revision of the Infant Care Act, workplaces with a legal obligation to establish daycare facilities were able to fulfill this obligation through an infant care allowance or contracting… Continue Reading
After Company A’s trade union failed to secure their demands for increased wages through collective bargaining, the union began declaring, through banners and megaphones in front of the workplace, that Company A was “an evil enterprise,” and was “oppressing… Continue Reading
The previous issue of Labor InFocus reviewed the third step of the legal criteria for managing poorly-performing workers: Providing Opportunity for Improvement. This issue will introduce the fourth and final step. Step 4 (Final): Reinstatement & Disciplinary Measures … Continue Reading
Dr. A is a dermatologist with 30 employees, including nurses, nurse’s aides, and counselors, etc. One of Dr. A’s employees, skin care specialist B, who is planning to resign in order to continue her education, requested a meeting with Dr.… Continue Reading
The previous issues of Labor InFocus reviewed the first 2 steps of the legal criteria for managing poorly-performing workers – step 1: make appropriate provision for taking action; step 2: utilize a fair and reasonable Process for identifying an underperforming… Continue Reading
The necessity for Company HRM teams to increase productivity becomes more important as extension of the retirement age to 60 will take force soon and employment inflexibility still exists. To help companies in efficient management of poorly-performing workers, we… Continue Reading
After Trade Union ‘A’ failed to reach agreement with its management during collective bargaining, it went on strike for 10 days. According to the principle of “no work, no wage” the employer did not pay wages to employees for those… Continue Reading