Creating a Just Workplace: Fostering Respect and Accountability
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A Community of Service
Employer/Employee Relationships
in
Challenging Times
Using reflections on the Health Ethics
Guide, together with the Mission and
values of the organization, we work to
create a “just workplace” for all who are
members of the
organization’s
team.
“All members of the organization are to
respect and act in accordance with
organization’s mission and values. The
primary responsibility of everyone in the
organization is the person receiving care.
To enhance the mission and the care,
employees should exercise respect for
one another.”
is committed to: Recruit, select ,and
promote on the basis of demonstrated
skill and competency as well as the
person’s alignment with our mission.
Our primary responsibility is the person in
care.
Staff to contribute positively to a safe,
quality care patient care environment.
A call for:
Mutual respect for and among staff.
Respect for all who enter the
Home/Hospital i.e. Resident’s/Patient’s
family members, visitors, other service
providers.
“The organization should treat personnel
respectfully and justly. The employer/employee
relationship calls for fairness and mutual
accountability from both the
organization(represented by the board and
administration) and from those who work in the
organization. Boards have a fiduciary
responsibility to set policy government
employee/employer relations that uphold the
values of the organization.”
Provide timely & constructive feedback on
performance.
Appropriate supervisory & educational supports
to promote ongoing development & learning.
Progressive discipline practiced including
person’s right to representation
Ensure issues are treated in a like manner,
without prejudice.
Set organizational expectations:
Board and Administration personnel are
responsible for setting the expectations
for desired behaviour & cultural practices.
and to monitor policy adherence to
policies.
“Those who give direct care and those
whose work enables care providers to
function effectively should be valued as
carrying out different but important
aspects of the mission and operation of
the organization. All persons are to be
treated with respect and equal
consideration in employment practices.”
Honour the contributions of all.
Value staff for their contribution to the success
of the organization.
Create a shared sense of ownership. All
members are mutually accountable for the
reputation of the organization.
Employees and employers both have rights and
corresponding responsibilities.
Responsible to uphold regulatory practices.
“The expertise and experienced judgment
of care providers are to be acknowledged
in their individual areas of competency.
Similarly, teams of care providers should
respect the diverse expertise of their
members in providing consultation,
making decisions and delivering
services
.”
Respect for the diverse skill set of all persons
Overall team functioning.
Team mutually accountable
Encourage behaviour consistent with the
mission and values of the organization.
Shared accountability among staff to find
collaborative solutions/be proactive.
“
Equal opportunity for employment and
career development should be available to
all, irrespective of gender,race,age,national
origin, disability, or other differences, unless
the differences interfere with the ability to
fulfill the obligations of the office. All are
entitled to fair compensation and benefits for
their work.”
“The employer must recognize the right of
employees to form associations ; to engage in
collective bargaining; to provide various
benefits to their members, and to work for a
better society. All members of the organization
are to encourage a collaborative approach
between unions and administration based on
the good of the person receiving care.”
“
Respectful dialogue and behaviour should
govern grievance and other non-escalating
conflict resolution processes, with priority
given to the principle of subsidiarity of
mediating differences at the most basic
level.”
Staff have the right to be represented b
y a
union or association.
Together employers and employees are
mutually accountable for respectful
dialogue and behaviours that serve to
build up the organization.
To enhance care and service delivery.
Problem solving and conflict resolution
needs be addressed at the appropriate
level .
“In light of its commitment to respect
individuals and its recognition of the value of
involving all levels of staff in planning and
decision making, organizations should develop
explicit guidelines for situations in which it
becomes necessary to lay off workers. This
implies consultation with those affected,
examination of alternatives, open
communication, and flexible approach to
honour the uniqueness of each individual.”
“Staff layoffs should be a last resort; one that
is used only after all other alternatives have
been seriously tried. Treatment of non-
unionized employees should be as consistent
as possible with that of unionized employees.
Employees terminated as a result of downsizing
or program changes should be treated
equitably and with respect and compassion.
Employees terminated with cause should be
treated with compassion and respect.”
Open communication – actively engage staff
for timely and mutual exchange of information
and feedback.
Creative problem-solving - find alternative
solutions.
Exercise compassion & justice at all times
Transitional career counseling
Appropriate compassionate support to staff.
“
Financial realities and other operational
issues may result in the need to contract out
some services to ensure the sustainability of
the organization, and/or to ensure the
highest standards of care. When contracting
out work, care should be taken to ensure that
all contracting out arrangements respect the
rights and responsibilities of unions,
provide just wages and benefits, do not treat
staff as a commodity, do not endanger the
sense of community within the organization,
and do not threaten the quality of work or the
mission of the organization.”
Exercise mission due diligence – when
selecting a vendor/contractor - ensure
their business practices & employment
standards are congruent with the home’s
mission/values.
Set clear accountabilities and monitor to
ensure the organization’s ethical integrity and
reputation is maintained.
Contract staff are also the face of the
organization.
Ensure their work and care experience are in
accordance with our mission and reflect
positively on the reputation of the Organization.
“Succession planning and leadership
formation opportunities should be
continually pursued to develop and
prepare the next generation of health and
social service leaders for the Catholic
organization.”
Ensure stability: Support both front line staff and
leaders to develop their competency to ensure
the highest quality of care and service provided.
Monitor Turnover, absenteeism, and vacancy
rates and proactively address issues.
Support the formation of staff.
Form personnel (both employed &
contracted) in the mission, values, and
ethical traditions of the Home.
Promote the dignity of work.
Develop and maintain a just workplace.
Be a tangible witness to living the
mission/values of the organization.
Seek to attract top talent & to mentor aspiring
leaders into successive levels of
responsibility.
Model diversity and inclusion practices.
Develop and encourage a workforce that will
remain focused on the needs of the
resident/patient.
Balance staff needs with the goals a
nd
resources of the organization.
Explore the principles of a just workplace through fostering respect, accountability, and fairness in employer/employee relationships. Emphasizing mutual respect, timely feedback, and progressive discipline to create a positive work environment aligned with organizational values.
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Presentation Transcript
A Community of Service A JUST WORKPLACE
A JUST WORKPLACE Employer/Employee Relationships in Challenging Times
TOWARDS A JUST WORKPLACE Using reflections on the Health Ethics Guide, together with the Mission and values of the organization, we work to create a just workplace for all who are members of the organization s team.
HEG 167 -STATES All members of the organization are to respect and act in accordance with organization s mission and values. The primary responsibility of everyone in the organization is the person receiving care. To enhance the mission and the care, employees should exercise respect for one another.
AS A JUST WORKPLACE, ROCMAURA - is committed to: Recruit, select ,and promote on the basis of demonstrated skill and competency as well as the person s alignment with our mission. Our primary responsibility is the person in care. Staff to contribute positively to a safe, quality care patient care environment.
AS A JUST WORKPLACE A call for: Mutual respect for and among staff. Respect for all who enter the Home/Hospital i.e. Resident s/Patient s family members, visitors, other service providers.
HEG 168 STATES - The organization should treat personnel respectfully and justly. The employer/employee relationship calls for fairness and mutual accountability from both the organization(represented by the board and administration) and from those who work in the organization. Boards have a fiduciary responsibility to set policy government employee/employer relations that uphold the values of the organization.
TREAT STAFF WITH RESPECT & IN A JUST MANNER - Provide timely & constructive feedback on performance. Appropriate supervisory & educational supports to promote ongoing development & learning. Progressive discipline practiced including person s right to representation Ensure issues are treated in a like manner, without prejudice.
HEG 168 (CONTD) Set organizational expectations: Board and Administration personnel are responsible for setting the expectations for desired behaviour & cultural practices. and to monitor policy adherence to policies.
HEG 169 STATES - Those who give direct care and those whose work enables care providers to function effectively should be valued as carrying out different but important aspects of the mission and operation of the organization. All persons are to be treated with respect and equal consideration in employment practices.
HEG 169 - Honour the contributions of all. Value staff for their contribution to the success of the organization. Create a shared sense of ownership. All members are mutually accountable for the reputation of the organization. Employees and employers both have rights and corresponding responsibilities. Responsible to uphold regulatory practices.
HEG 170 STATES - The expertise and experienced judgment of care providers are to be acknowledged in their individual areas of competency. Similarly, teams of care providers should respect the diverse expertise of their members in providing consultation, making decisions and delivering services.
CREATE DYNAMIC INTERDISCIPLINARY TEAMS Respect for the diverse skill set of all persons Overall team functioning. Team mutually accountable Encourage behaviour consistent with the mission and values of the organization. Shared accountability among staff to find collaborative solutions/be proactive.
HEG 171 STATES - Equal opportunity for employment and career development should be available to all, irrespective of gender,race,age,national origin, disability, or other differences, unless the differences interfere with the ability to fulfill the obligations of the office. All are entitled to fair compensation and benefits for their work.
HEG 172 STATES - The employer must recognize the right of employees to form associations ; to engage in collective bargaining; to provide various benefits to their members, and to work for a better society. All members of the organization are to encourage a collaborative approach between unions and administration based on the good of the person receiving care.
HEG 172 CONTD. Respectful dialogue and behaviour should govern grievance and other non-escalating conflict resolution processes, with priority given to the principle of subsidiarity of mediating differences at the most basic level. Staff have the right to be represented by a union or association.
HEG 172 CONTD. Together employers and employees are mutually accountable for respectful dialogue and behaviours that serve to build up the organization. To enhance care and service delivery. Problem solving and conflict resolution needs be addressed at the appropriate level .
HEG 173 STATES - In light of its commitment to respect individuals and its recognition of the value of involving all levels of staff in planning and decision making, organizations should develop explicit guidelines for situations in which it becomes necessary to lay off workers. This implies consultation with those affected, examination of alternatives, open communication, and flexible approach to honour the uniqueness of each individual.
HEG 173 CONTD. Staff layoffs should be a last resort; one that is used only after all other alternatives have been seriously tried. Treatment of non- unionized employees should be as consistent as possible with that of unionized employees. Employees terminated as a result of downsizing or program changes should be treated equitably and with respect and compassion. Employees terminated with cause should be treated with compassion and respect.
HEG 173 CONTD. Open communication actively engage staff for timely and mutual exchange of information and feedback. Creative problem-solving - find alternative solutions. Exercise compassion & justice at all times Transitional career counseling Appropriate compassionate support to staff.
HEG 174 STATES - Financial realities and other operational issues may result in the need to contract out some services to ensure the sustainability of the organization, and/or to ensure the highest standards of care. When contracting out work, care should be taken to ensure that all contracting out arrangements respect the rights and responsibilities of unions,
HEG 174 CONTD. provide just wages and benefits, do not treat staff as a commodity, do not endanger the sense of community within the organization, and do not threaten the quality of work or the mission of the organization. Exercise mission due diligence when selecting a vendor/contractor - ensure their business practices & employment standards are congruent with the home s mission/values.
HEG 174 CONTD. Set clear accountabilities and monitor to ensure the organization s ethical integrity and reputation is maintained. Contract staff are also the face of the organization. Ensure their work and care experience are in accordance with our mission and reflect positively on the reputation of the Organization.
HEG 175 STATES - Succession planning and leadership formation opportunities should be continually pursued to develop and prepare the next generation of health and social service leaders for the Catholic organization.
HEG 175 CONTD. Ensure stability: Support both front line staff and leaders to develop their competency to ensure the highest quality of care and service provided. Monitor Turnover, absenteeism, and vacancy rates and proactively address issues. Support the formation of staff.
HEG 175 CONTD. Form personnel (both employed & contracted) in the mission, values, and ethical traditions of the Home. Promote the dignity of work. Develop and maintain a just workplace. Be a tangible witness to living the mission/values of the organization.
HEG 171 Seek to attract top talent & to mentor aspiring leaders into successive levels of responsibility. Model diversity and inclusion practices. Develop and encourage a workforce that will remain focused on the needs of the resident/patient. Balance staff needs with the goals and resources of the organization.
